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Articles
Redirecting the Reluctant Mentoree [Full Article]
Jul 13, 2012
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By: Alison Sfreddo
At first glance, a mentoring program within an organization may be perceived as best suited for a new employee who would benefit from a seasoned and experienced mentor. But in reality, the mentoring process is one that benefits all participants – regardless of position and tenure. It is a relationship forged to bring out the best that each partner has to offer and provides invaluable insights that one or both members of the partnership may have never even thought twice about.
Although mentoring transcends status, position, and education, there are those who feel as though they would not benefit from a mentoring experience. These are often the mid-level professionals who may view themselves as seasoned enough to know where they want to be in the next decade and have a pretty good idea of how they will get there. But the mentoring relationship does have a great benefit to the more experienced professional – it just takes a different approach to meet their needs and convince them of all that can be gained by such a venture. The following are great ideas to turn the reluctant mentoree into an enthusiastic participant:
Present a Challenge. The best way to “convert” the reluctant mentoree is to offer them a challenge – or in mentoring speak – a stretch assignment. For those mentors who are partnered with a mentoree who may not think they belong in the program, select an activity that is not part of their everyday position (i.e. a presentation, a leadership role on a project, an informational interview, or maybe even lunch with a higher level executive). By presenting the mentoree with a new challenge, they will quickly begin see the benefits from this opportunity and what the relationship can offer them.
Recognize a Career Plateau and Redirect. There are a number of mid-level professionals who find themselves at a plateau in their career. They feel stuck professionally with no advancement opportunities on the horizon. In many cases, they also feel there is not much more to learn beyond what they already know. One great way for the mentoree to get past the plateau is to have them redirect their focus. Have the mentoree construct a personal vision statement and offer them a critique. This review could entail encouraging the mentoree to start broadening their skill sets or enhance their knowledge in other areas rather than focusing only on advancing their career. Not only will this provide them with additional opportunities to open new doors, but some may even find themselves changing their current direction toward another that is more appealing to them.
Explore Current Roadblocks. Ask the mentoree if they have any current roadblocks that they just cannot figure out how to overcome (whether it is current organizational policy, lack of time, or another colleague or boss). After careful listening and a question and answer period, offer the mentoree a few ideas to help them remedy the situation or move past it. This is a win-win for both partners as it can solve a long standing challenge for the mentoree and at the same time give the mentor a great sense of satisfaction knowing they have really made a difference.
The best way to entice a reluctant mentoree into the mentoring process is to engage them. By pinpointing the areas that are most important to them and targeting the everyday challenges they may be encountering, a successful mentor will be able to offer new perspectives and career strategies that may have been overlooked. This is the best advertisement for the huge benefits of mentoring – regardless of experience or position! |
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