How do you evaluate your growth as a mentor?

You should require a list from your mentee at the top of the relationship and what they’d like to accomplish from the relationship. You leverage that plan as your KPI’s to gauge how you’re doing. I always pull that up at our 90 mark to ask the mentee if they feel like they’re benefiting from the relationship and getting value added information and feedback from me. Seeking feedback and actively listening is the best way to truly hear how you can remain an active and value added mentor.

Pretty much part of the job spec really It is absolutely essential that you see every individual as such and reflect this in your approach Important to recognise the needs of the group/course as well and always have a clear picture of exactly how to best achieve this, whilst getting the best from each individual Clearly the analysis and target setting is a pre-requisite

One thing I have found helpful is to have the mentee bring their three key objectives to the table. We set a time to discuss, and really peel back the layers, because often times a top level objective really has more pressing issues and needs which need to be met first. This has always proven to bring in big, "Ah-hah!" moments for the mentee; which leads to understanding and action plan development. At each juncture, point by point, I offer what I can bring to the conversation. Allowing the mentee to choose here is vital, too. They might discover how my expertise could better align with their developing needs. Finally, setting realistic time and day calendar and reminders, allows for collaboration commitment and fewer pivots.

I have found that my mentees have a difficult time sharing any less-than positive feedback. Yes, I appreciate the niceties, but behind the niceties are things I can work on. I try to craft specific, open-ended questions that ask for more "objective" feedback than "negative" feedback.

Once again This is self evident to any successful mentor Mentors continually learn from their mentees, from other mentors and from other professionals Without timely and appropriate feedback mentoring is totally ineffective

My feedback loop works because I work together, at the beginning of every mentee relationship, to set feedback parameters together. We build this document as a team, and create understanding as to how often, and at what junctions we assess. Using a team approach for feedback, sets a comfort level of trust and accountability. We even role play how a difficult conversation can be started, if required. It's a beautiful thing, really! Acknowledging that some feedback can be difficult, and then crafting together the language and cues to start the conversation, allows for easier flow and comfort in providing all levels kinds of feedback. Bonus? This can also be used as an opportunity to mentor THEIR future hard conversations with others.

"What does good look like to us?" is how I start the conversation about measuring outcomes. It must be a mutual conversation where both parties agree, and are committed to actually measuring the desired outcome. Otherwise, it can be a case of focusing on outcomes which matter nothing to growth or the actual outcome desired. Qualitative? Yes. Even soft skills can be assessed if that is a growth opportunity for the mentee. Quantitative? Absolutely. It's the best way to show traction and movement toward the pre-established goal. As always- these measurements must be completed together, and with the mentee setting the pace for what they desire to enhance and accomplish.

I establish from the beginning that we need to agree and craft celebratory moments. So often as high achievers, we accomplish a monumental task and then, "OK. That was amazing- let's move to the next item on our to-do list." This is not healthy for mind, body, creativity, or collaboration. Being intentional with celebrating success actually acknowledges all the big and small moment which came together to create actionable change. I also work to gain permission to publically share the success with other team members, superiors, social media (like LinkedIn). Especially for women, it can be hard to voice your success. Mutually agreed upon celebration is an easy way to gain comfort being seen and congratulated by a wider audience.

The article is Ok Hardly rocket science It reiterates well trod ground The experience(s) of the mentor as they lead has perhaps been minimised