Roles of a mentor
There are many different roles a mentor can assume:
- TEACHER
- COUNSELOR
- MOTIVATOR
- SPONSOR
- COACH
- ADVISOR
- ROLE MODEL
- DOOR OPENER
The role you assume depends on the needs of your mentee and on the relationship you build with your mentee. On any given day, your mentee may require you to perform one of these roles, or all of them. Regardless of the particular role, a mentor must never forget that trust, time, and respect are the fundamental qualities of a successful mentor.
Each of the roles are explained below to help you prepare for the different directions you will take.
MENTORING ROLES
TEACHER
As
a teacher, you may need to teach the mentee the skills and knowledge.
Keep in mind that you are not required to be the "expert" on
everything. A good mentor knows when to direct the mentee to a
knowledgeable source. As a teacher, it is important that you share the
wisdom of past mistakes. A mentee cannot only learn from your errors,
but also can realize that no one is perfect. Make a point to relate
learning experiences, special anecdotes, and "trials" whenever
appropriate. It is this sharing of information that strengthens the
mentor-mentee relationship.
COUNSELOR
The
role of counselor requires you to establish a trusting and open
relationship. In order to create a trusting relationship, you need to
stress confidentiality and show respect for the mentee. You can promote
confidentiality by not disclosing personal information that the mentee
shares with you. Show respect by listening carefully and attentively to
the mentee and by not interrupting while your mentee is talking. To
establish a trusting and open relationship, you need to make the mentee
feel comfortable.
MOTIVATOR
As a motivator,
you may at times need to generate motivation in your mentee. Motivation
is an inner drive that compels a person to succeed. Through
encouragement, support, and incentives, you can motivate your mentee to
succeed. One of the most effective ways to encourage your mentee is to
provide frequent positive feedback while the mentee strives toward a
goal. Positive feedback is a great "morale booster" that removes doubt,
builds self-esteem and results in your mentee feeling a sense of
accomplishment. Concentrate on what the mentee is doing well and tell
your mentee about these successes.
SPONSOR
A
sponsor creates opportunities for the mentee--opportunities that may
not otherwise be made available. As a sponsor, you should find
opportunities that are compatible with the knowledge, skills, and
abilities that your mentee already possesses. In addition, think about
what knowledge needs to be acquired and skills honed to meet the
demands of a future position. In addition, a sponsor should help the
mentee by providing support for the opportunity. A sponsor must make
herself available to the mentee, especially during stressful periods. A
mentee who knows the mentor is always available will not be afraid to
ask questions and seek guidance.
COACH
At
times you may need to perform the role of coach to help a mentee
overcome difficulties. Coaching is a complex and extensive process.
Specifically, coaching involves feedback. Mentors need to give
different kinds of feedback, as the situation demands. If you know how
to provide feedback to your mentee, you can perform the role of coach
more easily. By getting feedback often, your mentee will have a clear
understanding of his or her progress. When giving feedback to your
mentee, concentrate on the behavior that you would like your mentee to
do more of, do less of, or continue.
ADVISOR
This
role requires you to help the mentee develop interests and set
realistic goals. As the old saying goes, "If you don't know where you
are going, you won't know how to get there." This saying holds true for
mentee's development. In the role of advisor, you need to think about
where the mentee wants to go. That is, you need to help the mentee set
goals. There are several factors to consider when setting goals. Goals
should be specific. Goals need to be clearly explained, using details
about what the mentee wants to achieve. Goals must be time-framed. You
both need to plan an overall time frame for goals with interim
deadlines to ensure that your mentee is moving toward these goals.
Goals must be results oriented. You need to concentrate on the results
of your efforts, not so much on the activities that are required to
accomplish them. An activity provides a way of reaching the goal, but
the end result (the goal) should not be neglected. Goals must be
relevant. The goals must be appropriate and in tune with the type of
activities that he or she finds challenging and enjoyable. Goals must
be reachable. The goals must be within the mentee's reach. The mentee
needs to feel challenged, but not incapable of reaching the goals. You
must consider the special talents of your mentee and weigh these
talents with the requirements of the goal for which your mentee
strives. Concentrate first on setting goals that will help your mentee
accomplish what needs to be done. Keep in mind that set goals must be
flexible enough to accommodate changes in your mentee's interests.
Goals shouldn't be so rigid that adjustments can't be made. Think of
how your mentee will reach his or her career goals.
ROLE MODEL
As
a role model, you are a living example of values, ethics, and
professional practices. Most mentees, in time, imitate their mentors;
as the saying goes, "Imitation is the sincerest flattery." Learning by
example may be your most effective teaching tool. Your mentee will
learn a lot about you while he or she observes how you handle
situations or interact with others. For this reason, you should be
careful how you come across to your mentee. You must strive for high
standards of professionalism, solid work ethics, and a positive
attitude.
DOOR OPENER
In the role of door opener, you will help the mentee establish a network of contacts. A mentee needs a chance to meet other people to spur career, as well as, social development. As a door opener, you can introduce your mentee to many of your own contacts to help build the mentee's own network structure. Stress to your mentee that networking is directly related to the number of people from whom you can seek assistance or advice. As a door opener, you also open doors of information for your mentee by steering the mentee to resources that he or she may require.
Source: U.S. Department of Transportation (used and modified with permission)
COACH
At times you may need to perform the role of coach to help a mentee overcome difficulties. Coaching is a complex
and extensive process. Specifically, coaching involves feedback. Mentors need to give different kinds of feedback,
as the situation demands. If you know how to provide feedback to your mentee, you can perform the role of coach more
easily. By getting feedback often, your mentee will have a clear understanding of his or her progress. When giving
feedback to your mentee, concentrate on the behavior that you would like your mentee to do more of, do less of, or
continue.
ADVISOR
This role requires you to help the mentee develop interests and set realistic goals. As the old saying goes, "If
you don't know where you are going, you won't know how to get there." This saying holds true for mentee's
development. In the role of advisor, you need to think about where the mentee wants to go. That is, you need to
help the mentee set goals. There are several factors to consider when setting goals. Goals should be specific.
Goals need to be clearly explained, using details about what the mentee wants to achieve. Goals must be
time-framed. You both need to plan an overall time frame for goals with interim deadlines to ensure that your
mentee is moving toward these goals. Goals must be results oriented. You need to concentrate on the results of
your efforts, not so much on the activities that are required to accomplish them. An activity provides a way of
reaching the goal, but the end result (the goal) should not be neglected. Goals must be relevant. The goals must
be appropriate and in tune with the type of activities that he or she finds challenging and enjoyable. Goals must
be reachable. The goals must be within the mentee's reach. The mentee needs to feel challenged, but not incapable
of reaching the goals. You must consider the special talents of your mentee and weigh these talents with the
requirements of the goal for which your mentee strives. Concentrate first on setting goals that will help your
mentee accomplish what needs to be done. Keep in mind that set goals must be flexible enough to accommodate changes
in your mentee's interests. Goals shouldn't be so rigid that adjustments can't be made. Think of how your mentee
will reach his or her career goals.
ROLE MODEL
As a role model, you are a living example of values, ethics, and professional practices. Most mentees, in time,
imitate their mentors; as the saying goes, "Imitation is the sincerest flattery." Learning by example may be your
most effective teaching tool. Your mentee will learn a lot about you while he or she observes how you handle
situations or interact with others. For this reason, you should be careful how you come across to your mentee.
You must strive for high standards of professionalism, solid work ethics, and a positive attitude.
DOOR OPENER
In the role of door opener, you will help the mentee establish a network of contacts. A mentee needs a chance to
meet other people to spur career, as well as, social development. As a door opener, you can introduce your mentee
to many of your own contacts to help build the mentee's own network structure. Stress to your mentee that networking
is directly related to the number of people from whom you can seek assistance or advice. As a door opener, you also
open doors of information for your mentee by steering the mentee to resources that he or she may require.
Source: U.S. Department of Transportation (used and modified with permission)
