Dedicates the time necessary to provide support and coaching; and Keeps commitments Not all leaders aspire to be mentors or feel comfortable playing the mentoring role. Leaders who agree to become a mentor and have the required capabilities will be provided with the required training to become a mentor. 10.3
The Responsibilities of a Mentee
A high potential employee who works with a mentor in ways that will accelerate his/her development, is a mentee. To help maximize the impact of this program, mentees will need to be screened for certain characteristics. Characteristics of Successful Mentees
Has potential to (or already has evidenced ability to) lead people and projects; Shows a willingness to work hard; Expresses the desire to advance in his/her career; Takes personal responsibility for career development; Demonstrates commitment to the organization and its goals; Commits to continuous learning; Shows an openness to feedback and coaching; Demonstrates initiative and risk-taking; Displays a positive approach; and Can be counted on to keep commitments.
10.4
Evolution of Roles of Mentor and Mentee
Throughout the mentoring relationship, the mentor/mentee roles will shift. For example, in the beginning stages of the relationship, the mentor may act as a ―teacher/expert.‖ As the relationship develops, the role may shift to that of a ―sounding board.‖ This is a natural part of the process. Just like the mentors‘, the mentees‘ roles may change throughout the relationship. Though we typically think of the mentor adding the most value to this relationship, mentors have shared that they learn a lot from their mentees. The mentee may start as a receiver of knowledge and insight, and by the end of the relationship they may be providing valuable feedback to the mentor. It is very important for both participants to communicate their expectations of each other and the relationship at the beginning of the program. The mentor and the mentee will negotiate these roles as part of the first step of this process. 59