Mentee Need More Mentoring

Written support packs and workshops were utilized to prepare mentors and mentees for the scheme. The support packs covered topics such as the skills needed for mentoring, the ethos of mentoring and information on its benefits, whilst the workshops were more practical in nature, addressing the following aspects ... 

In sum, the mentor s business savvy is more important for some and less important for other relationships. The extent and nature of business acumen needed for successful mentoring should be decided on the basis of the mentee s needs. 

Once the implementation team is in place, recruitment should first focus on the selection of mentees before turning to the selection of mentors. The reason for this lies in the fact that mentoring is set up to benefit mentees (employees with certain learning requirements). In order for mentors to develop these employees, their needs must be ascertained first, and then mentors matched to them. Let us now consider mentor and mentee recruitment in more detail, starting with the mentee. 

Patronizing behaviour - even if a mentor has had more experience and acquired more knowledge than a mentee, there is no need to be patronizing or condescending. This will only serve to reinforce any potential insecurities that mentees might harbour, rather than help them build their self-confidence. In extreme cases, such behaviour might even lead to the premature break up of the relationship. 

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