While many mentoring relationships are in a business setting, this is different. It is critical that you recognize that you are here to help and assist the mentee, but you are not their boss. Your goal is to help them work through problems and offer alternatives when appropriate. Their goal is the success of their business. They will make the final decisions on what is best for them and their companies.

Always strive to be curious with your mentee. Do not assume you know their business or situation. Ask strategic and thought-provoking questions to help mentees identify goals or work through challenges. Strive to provide objective and constructive, goal-oriented feedback and guidance.

Being a mentor is difficult. You are likely a busy, high-achieving person and have your own business challenges. For mentoring sessions, you need to separate yourself from your day-to-day challenges and intentionally engage in meaningful conversations with your mentee.

Be understanding and patient in supporting mentee needs.

Empower mentees to be problem solvers and to take initiative in moving toward goals.

Recognize and respect differences in perspective or identity (culture, race, socioeconomic status, gender, sexual orientation, etc.) Be cognizant of how intersectionality and power dynamics based on these identities might affect the mentee's experience.

Good relationships do not just happen; they take work. This applies to relationships with family, friends, colleagues and your mentee. It takes time and effort to get to know each other and build trust. Establishing and maintaining trust is essential to a good mentoring relationship.

In our program, mentees are responsible for their learning. Coach them to send you an agenda at least two days prior to your meetings.
Here is an example agenda.