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What are the best ways to build and keep a productive relationship with your coachees or mentees?

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As a trainer, coach, or mentor, you want to help your coachees or mentees achieve their goals and grow their skills. But how do you build and keep a productive relationship with them that fosters trust, communication, and feedback? Here are some best practices to follow.

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Aruna Das

Sr Image Consultant | Executive Coach | POSH Enabler | DEI Ally | POCSO torch bearer
Nabeel Malik

Change Leader who enables team's success | Leadership & Program Management | Public Health | Public Policy | Global…
Divya Shah, ACC

Be seen, achieve work life balance, progress | Executive and Leadership Coach | ICF Group Lead | UN Women UK delegate |…

1 Set clear expectations

Before you start working with your coachee or mentee, you need to establish clear expectations about the purpose, scope, and duration of the relationship. What are the objectives, roles, and responsibilities of each party? How often and how long will you meet? How will you measure progress and success? Setting clear expectations will help you avoid misunderstandings, conflicts, and disappointments later on.

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Nabeel Malik

Change Leader who enables team's success | Leadership & Program Management | Public Health | Public Policy | Global Health Security | Supply Chain Management | Digital Health
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Building and maintaining productive relationships with coachees or mentees is a dynamic process that requires patience, empathy, and dedication. By establishing clear objectives, fostering open communication, and adapting your approach to individual needs, you can create an environment that nurtures growth, learning, and achievement. As a coach or mentor, your impact extends beyond the realm of guidance – you have the power to inspire and shape the future of those you mentor.

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Divya Shah, ACC

Be seen, achieve work life balance, progress | Executive and Leadership Coach | ICF Group Lead | UN Women UK delegate | Keynote Speaker
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A client opens up when they feel supported, valued and being accepted as they are. They then feel empowered to dive deep into exploring and taking action to achieve their goals. When the client is assured coach or mentor have their, best interest at heart, they believe the desired outcome is achievable and both bring their whole self to the relationship, it grows. A client led programme, permissions taken where required, sharing observations regarding the change in the client’s body language, shows undivided attention to the client. Client feels valued. Creating a brave, non-judgemental space empowers client to explore their beliefs authentically as they trust the relationship.

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Shereen Elmie

The unFAIR Advantage
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This is so true! I found that reinforcing the expectations, on a regular basis, keeps employees focused and reminded. If this is done with kindness and an understanding of their challenges, employees will feel listened to and will engage when they have obstacles that they feel are hindering their abilities.

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2 Listen actively

One of the most important skills for a trainer, coach, or mentor is active listening. Active listening means paying attention to what your coachee or mentee is saying, showing interest and empathy, asking open-ended questions, and summarizing or paraphrasing what you heard. Active listening will help you understand your coachee or mentee's needs, challenges, and aspirations, as well as build rapport and trust.

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Aruna Das

Sr Image Consultant | Executive Coach | POSH Enabler | DEI Ally | POCSO torch bearer
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I believe as a coach you need to listen to the feelings than the words. There is a lot that gets communicated. The bond and rapport is taken to another level.

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3 Provide constructive feedback

Feedback is essential for learning and improvement, but it has to be constructive, timely, and specific. Constructive feedback means giving positive and negative feedback in a balanced and respectful way, focusing on the behavior and not the person, and suggesting ways to improve. Timely feedback means giving feedback as soon as possible after an action or event, while it is still fresh and relevant. Specific feedback means giving concrete examples and evidence, rather than vague or general comments.

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4 Encourage self-reflection

As a trainer, coach, or mentor, your role is not to tell your coachee or mentee what to do, but to help them discover their own solutions and insights. One way to do that is to encourage self-reflection, which is the process of thinking critically and analytically about one's own actions, thoughts, and feelings. Self-reflection can help your coachee or mentee identify their strengths and weaknesses, recognize their patterns and habits, and learn from their experiences.

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5 Adapt to different styles

Every coachee or mentee is unique, and has different learning styles, preferences, and personalities. As a trainer, coach, or mentor, you need to adapt to these differences and tailor your approach accordingly. For example, some coachees or mentees may prefer more structure and guidance, while others may prefer more autonomy and flexibility. Some may respond well to direct and assertive communication, while others may need more encouragement and support. You can use tools such as personality tests, learning style inventories, or feedback surveys to assess your coachee or mentee's style and adjust your methods.

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Shereen Elmie

The unFAIR Advantage
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The importance of adapting your leadership style to suit individual needs cannot and must not be underestimated or ignored. Listen to what is not being said. Create a safe space where interactions are heard, without judgment. Do not assume that you know or understand concerns, obtain clarity. This way each person knows that they are being heard.

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6 Celebrate achievements

Finally, don't forget to celebrate your coachee or mentee's achievements, no matter how big or small. Celebrating achievements can boost your coachee or mentee's confidence, motivation, and satisfaction, as well as strengthen your relationship. You can celebrate achievements by giving recognition, praise, rewards, or incentives, or by simply saying thank you. Celebrating achievements can also help you review what worked well and what can be improved for the future.

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Shereen Elmie

The unFAIR Advantage
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Agree. Validating employees and acknowledging their input and effort raises morale. The encouragement that is offered, lifts the spirit and makes one want to do better.

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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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What are the best ways to build and keep a productive relationship with your coachees or mentees?

1

2

3

4

5

6

7

1 Set clear expectations

2 Listen actively

3 Provide constructive feedback

4 Encourage self-reflection

5 Adapt to different styles

6 Celebrate achievements

7 Here’s what else to consider

Training

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What are the best ways to build and keep a productive relationship with your coachees or mentees?

1

2

3

4

5

6

7

1 Set clear expectations

2 Listen actively

3 Provide constructive feedback

4 Encourage self-reflection

5 Adapt to different styles

6 Celebrate achievements

7 Here’s what else to consider

Training

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