2c. Establish Expectations of Your Mentor’s Role in the Relationship

The figure below provides an illustrative list of mentors’ roles, effective behaviours, and detracting behaviours:

Advisor

Effective

• Acts as a sounding board and facilitator
• Maintains privacy/confidentiality

Ineffective

• Fixes problems
• Assumes responsibility for mentee

Protector

Effective

• Supports, is a safety net
• Ensures a safe environment to take risks

Ineffective

• Fights mentee’s battles
• Overprotects

Developer

Effective

• Gives structure and direction
• Provides guidance based on observations during interactions with mentee
• Empowers mentee to handle his/her problems independently

Ineffective

• Dictates, controls learning
• Looks for quick-fixes
• Provides general criticism or judgment
• Tells mentee what to do

Broker

Effective

• Identifies skill or competency gaps through a “third party” lens
• Identifies and facilitates development opportunities

Ineffective

• Allows for personal biases
• Abdicates, does not follow up

Challenger

Effective

• Positively provokes, pushes toward highest standards
• Helps mentee explore potential career opportunities

Ineffective

• Pushes too far too soon
• Discounts mentee’s thoughts and opinions

Clarifier

Effective

• Teaches organizational values and politics

Ineffective

• Removes obstacles so mentee does not have to deal with organizational politics

Affirmer

Effective

• Gives needed support, enhances self-esteem
• Exhibits empathy and understanding

Ineffective

• Gives too much feedback
• Discounts mentee’s feelings or concerns

Sponsor

Effective

• Provides visibility and recognition of mentee

Ineffective

• Promotes mentee at the expense of others