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You're a facilitator looking for a mentee. How do you know you've found the right one?

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As a facilitator, you know how rewarding it is to help others learn, grow, and collaborate. You also know how challenging it can be to deal with complex situations, diverse perspectives, and conflicting expectations. That's why you might want to find a mentee who can benefit from your experience, insights, and feedback. But how do you know you've found the right one? Here are some tips to help you choose a mentee who matches your style, goals, and values.

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Lucy Surhyel Newman, CPT., DBA., IDP-C

A Modern Governance 100 and T.F. Gilbert Honouree that advises and guides implementation of policies and practices on…
Deborah A

holistic mentor for purpose-driven leaders: decolonizing #leadershipdevelopment + growing genuine #psychologicalsafety…
Faris Aranki - Strategy and Emotional Intelligence

SUCCESS = IQ x EQ x FQ I help organisations & individuals be more effective today than they were yesterday by providing…

1 Assess your readiness

Before you start looking for a mentee, ask yourself if you're ready to commit to the mentorship process. Being a mentor requires time, energy, patience, and generosity. You need to be able to listen, share, support, and challenge your mentee without imposing your agenda or judgment. You also need to be open to learning from your mentee and reflecting on your own practice. If you're not sure if you're ready, you can take a self-assessment quiz or talk to a trusted colleague or friend.

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Deborah A

holistic mentor for purpose-driven leaders: decolonizing #leadershipdevelopment + growing genuine #psychologicalsafety + #trust together, so your team can enjoy harmony, expanding impact + aligned abundance
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My first mentees got an impatient mentor. I wanted them to implement the changes I outlined to them - immediately. It was unrealistic and unfair. Fast forward 10 years, and I'm much more patient. If I could give my younger version advice, it would be: * Let people be where they are. It's ok! They're exactly where they're supposed to be. * Only offer advice when they ask for it. Everything else is wasted energy. * Be patient. You might say the same thing 8 different ways for a year before they "get" it. They got it exactly when they needed to. * It's ok if you're not ready to do the above. That means you're not quite ready to take on a mentee seriously, but that doesn't mean don't add value! Help out wherever you can; work up to mentoring.

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2 Define your criteria

Once you're confident that you're ready to be a mentor, you need to define your criteria for selecting a mentee. What are you looking for in a mentee? What are your expectations and boundaries? What are your strengths and areas of improvement as a facilitator? What are your preferred methods and tools for communication and feedback? Write down your answers to these questions and use them as a guide when you're screening potential mentees.

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Lucy Surhyel Newman, CPT., DBA., IDP-C

A Modern Governance 100 and T.F. Gilbert Honouree that advises and guides implementation of policies and practices on governance and sustainable transformation at institutional, country & continental levels.
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When a prospective mentee demonstrates: 1. A good knowledge of my journey and values 2. A clear view of what value the prospective mentee considers as potential benefits of the mentoring process to both the mentee and possibly the mentor. Such a demonstration of readiness will inspire me to proceed. Please note the word ‘demonstrate’ and not ‘say’.

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3 Find potential mentees

There are many ways to find potential mentees who are interested in facilitation. You can use online platforms, such as LinkedIn, Meetup, or MentorCruise, to connect with people who are looking for mentors in your field or niche. You can also reach out to your network, such as colleagues, clients, or friends, and ask them if they know anyone who could benefit from your mentorship. Alternatively, you can volunteer for organizations, such as nonprofits, schools, or community groups, that need facilitators and offer your mentorship as part of your service.

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Angie Asa-Lovstad

Empowering Change-Makers: Facilitator, Trainer, and Coach at ASA Facilitation
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Anyone working towards the Technology of Participation (ToP) certification will have a list of mentors to select from as you begin to professionalize your facilitation skills.

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4 Conduct interviews

After you've identified some potential mentees, you need to conduct interviews with them to see if there's a good fit. Interviews are a great way to gain insight into your mentees' goals, challenges, skills, and personality. You can ask open-ended and specific questions such as what their reasons are for wanting a mentor in facilitation, what their short-term and long-term goals are as a facilitator, what facilitation skills or topics they want to learn or improve, how they handle difficult or stressful situations as a facilitator, how they prefer to receive feedback and guidance from their mentor, and how often and how long they expect to meet with their mentor.

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5 Evaluate the fit

After the interviews, you need to evaluate the fit between you and your potential mentees. You can use a scoring system or a pros and cons list to compare and rank your mentees based on your criteria. You can also ask for references or samples of their work to verify their credentials and performance. Ultimately, you want to choose a mentee who is motivated, curious, respectful, and compatible with your style, goals, and values.

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6 Establish the relationship

Once you've chosen your mentee, you need to establish the relationship and set the ground rules. You and your mentee should agree on the purpose, objectives, and expectations of the mentorship. You should also discuss the frequency, duration, and format of your meetings, as well as the tools and resources you'll use. You should also establish how you'll communicate, give feedback, and resolve conflicts. Finally, you should celebrate the start of your mentorship and express your mutual appreciation and commitment.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Faris Aranki - Strategy and Emotional Intelligence

SUCCESS = IQ x EQ x FQ I help organisations & individuals be more effective today than they were yesterday by providing innovative, emotionally-intelligent facilitation, training and speaking to improve IQ, EQ and FQ
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Like Mr Miyagi and the Karate Kid, good mentor-mentee relationships can spring up in all walks of life and can not be forced. Try some chemistry sessions and if doesn't click then that's OK. If it does then be open to letting the flow of advice to go both ways. You'll be surprised at how much you both can get out of it

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Judit Schneider
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Leave the idea of finding "the right one". If you truly want to help someone, and you have found a mentee who is hungry to learn, your chemistry works well, then go for it. Do not hold back, share your knowledge, support someone to developing their skills.

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You're a facilitator looking for a mentee. How do you know you've found the right one?

1

2

3

4

5

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7

1 Assess your readiness

2 Define your criteria

3 Find potential mentees

4 Conduct interviews

5 Evaluate the fit

6 Establish the relationship

7 Here’s what else to consider

Facilitation

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You're a facilitator looking for a mentee. How do you know you've found the right one?

1

2

3

4

5

6

7

1 Assess your readiness

2 Define your criteria

3 Find potential mentees

4 Conduct interviews

5 Evaluate the fit

6 Establish the relationship

7 Here’s what else to consider

Facilitation

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