The Three Influences
There are three ways to influence a mentee: 1) advise; 2) coaching; 3) counseling.
Time Management is Energy Management
When making plans or commitments, don't just look at time. Consider the amount and type of energy demanded as well.
Look to Those You Admire
Struggling with mentoring your mentee? Look to those who came before you and what worked for them.
The best type of mentee is doing amazing things. Any way you can help them will hopefully inspire you. - Sara Chipps
Good leaders and mentors stay curious. Always be open to learning - even from your mentees.
Mentoring is a two-way street. Don't be afraid to tell your mentee where THEY can help YOU.
Ask Great Coaching Questions
There are 3 elements to asking good questions: 1) curiosity; 2) clarity; 3) creativity.
You can't help your mentee know who they are and where they will be going if you don't know that yourself.
According to Levo, there are 5 types of networking events to attend: 1) breakfast; 2) industry specific events; 3) round-table events; 4) happy hour; 5) LinkedIn groups.
5 Keys to Effective Entrepreneurial Team Mentoring
- "Be available always. If you are “too busy” most of the time or locked behind closed doors, no mentoring relationship can work. It has to be evident to the mentee that this relationship is important to you and that you will make short periods of time available on a moment’s notice, as required. If you often make people wait on you, they will likely take extra time, which in turn will make more people wait longer and later.
- Adapt to each individual learning style. Start by open listening. Some people learn best from anecdotal stories, and others need concrete pointers and step-by-step instructions. Respect each mentee’s desire to grow and honor their individual style. Remember that 5-minute listening is not the same as 5-minute mentoring.
- Respect discussion confidentiality. Mentor discussions must remain confidential so both parties can talk freely to each other without being quoted around the water cooler later. The mentee must not be afraid to show false starts or a naïve perspective.
- Provide honest and constructive feedback. Personal attacks and emotional comments are not appropriate, but people need real feedback to learn. Set the context by clarifying your goals and expectations on a regular basis. Critique the work and not the person.
- Hold the mentee responsible and accountable. Encourage the mentee to generate their own solutions, and make it clear that they must accept full responsibility for their personal choices. Good people won’t want it to work any other way. Most people learn best from making mistakes, so you have to let them fail sometimes."
From "5 Keys to Effective Entrepreneurial Team Mentoring" by Martin Zwilling on Alleywatch.