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Things to cover during your mentoring sessions

Learning mentoring sessions does not happen by chance, as Abigail Adams famously stated. It must be sought out and dealt with zeal. If you have a mentor-mentee relationship, you understand how important it is to develop a professional development strategy. And you are aware that objectives can only be met when “carefully attended to.”

Even though you recognise the importance of working together to achieve goals, you could benefit from some tips on how to organize meetings to make the most of the time you spend together.

This blog post will help you organize your mentorship sessions on a mentoring platform. We will provide you with a basic template for a mentorship programme with the help of a mentoring platform and inform you about educational opportunities to help you improve as a leader and coach.

Schedule Your Mentoring Sessions with any mentoring platform!

A mentoring relationship can be structured in a variety of ways. They range from an open exchange of ideas to a focused mentoring programme. Let’s look at two different types of mentorship sessions.

Unrestricted Idea Swapping

Some mentees seek a confidant with whom they can share the highs and lows of their professional lives. They may benefit from speaking with someone in their field if they have specific questions about their professions. Throughout this open discussion of ideas, the mentor from a mentoring platform assists the mentee by providing insights and stories about their career development.

Even though it can help a motivated employee arrive at useful conclusions, be careful that the conversation does not devolve into a whining session with no useful insights.

Mentoring with mentoring platform Session Specific

A more organized approach is required for some mentees. Their questions and concerns may be complex for a single discussion. These mentees may benefit from structured or concentrated mentoring sessions that help them achieve specific goals.

What is the best type of mentorship conversation?

Both types of sessions have benefits. The most effective session is determined by the characteristics and personalities of both the mentee and the mentor. However, goal-oriented mentees prefer to plan meetings following a detailed programme framework.

Concrete mentoring exercises with a mentoring platform that allows your mentees to solve a problem that is important to them will benefit them. A mentoring programme plan based on these exercises provides an excellent framework for mentoring success.

Create a Mentoring Program.

Before the meeting, go over the mentee’s current resume, LinkedIn profile, and job description to get to know them better. As a result, you can have a fruitful first session.

1st Session : Goals and introductions

During the first session, spend some time getting to know one another. Inquire about the mentee’s goals for the mentoring relationship. While some mentees have specific goals in mind, others may only want general guidance. Ask them open-ended questions to elicit their thoughts on their goals and dreams.

2nd Session : Establish Your Goals and Develop an Action Plan

The actual work begins in the second session. Find out what the mentee’s most important goal is during this meeting. If they are still having difficulty defining specific goals, use some of these problem statements as an activity in the session.

3rd Session : Create an action

During this session, assist the mentee in developing an action plan that specifically addresses their problem statement. Assist your mentee in making plans for their actions, such as who they will work with and when.

Their action plan may include specific training that improves their value as a team player. Individuals may benefit from communication training or grammar and business writing instruction to improve their speaking and writing skills.

Maybe they need more sales training to help them meet their monthly goals, or maybe they need time management training to learn how to meet deadlines.

4th Session : a mentoring debriefing session.

During this meeting, find out how far the goal has progressed. Inquire about what is working well and what this means for the future. Investigate with the mentee what else they should try if this isn’t working. If nothing was done, find out what is keeping them from beginning or carrying out their plan.

After you de-brief, determine the next logical step that will allow them to achieve their goal.

The key is to focus on gradual action learning. The mentee takes action, learns from it, and then advances to the next level through an exercise.

5th Session : Carry on.

Repeat these learning activities in subsequent sessions, either expanding on the same problem statements with new actions or tackling various problem statements sequentially. Continue the relationship if the mentee sees the value in it.

Encourage your employee or mentee to continue to grow as a leader, mentor, or manager.

Conclusion

Most mentorships with a mentoring platform end after a year or two. When it is finished, organise a celebration to commemorate the occasion. A mentor should inform their mentee of how far they’ve progressed to this point.

There are probably many more activities which can help a mentor from a mentoring platform and mentee relationship while also providing a teaching opportunity. To create a list of appropriate activities for mentoring matches, it is critical to understand the program’s and mentorship’s goals.

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