Mentors Checklist

Depending on the nature of the relationship, some of the points noted below may be more appropriate than others. Here are a few suggestions to get started:

Set specific goals for the relationship.  Mentor, have protégé identify what is exciting for her/him and gives feeling of accomplishment.

Find out what protégé already knows.

Tell them what and why. People learn better and more quickly if they can understand reasons for doing something.

Provide ongoing feedback. Let protégé know what they are doing right – and be specific.

Get them to talk. Protégé should feel free to discuss questions and issues with you. You may have to phrase your responses a number of different ways. Have protégé repeat information back to you to check comprehension.   The protégés will be, in many cases, their first encounter with a corporate setting.  Also, we are dealing with a diverse student body so be sensitive to differences when mentoring.

Keep control of your encounters with the protégé without de-motivating.

Establish a communication schedule and stick to it.

Seek feedback from the protégé. Enacting this practice at the end of each meeting (with the mentor listening non-defensively) enhances the mutuality and promotes two-way learning.

Keep protégé informed. Make sure protégé is notified in a timely way of any changes that will affect him/her (e.g. scheduling, activities, etc.). Keep protégé notified of goings-on in a general nature. Remember, part of your responsibility is to provide insight into corporate culture and management perspectives.

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