Knowledge of mentoring concepts and techniques, and ability to effectively participate in a mentoring relationship.
Differentiates between coaching and mentoring.
Explains the roles and responsibilities of mentor and mentee.
Describes potential benefits of mentoring relationships.
Provides examples of how organization supports mentoring.
Mentors others to prepare them for responsibilities.
Follows organization's policies and practices re mentoring relationships.
Demonstrates sincere interest in mentee's current responsibilities and future goals.
Under guidance, serves as a mentor.
Discontinues mentoring relationship when value-add diminishes.
Defines criteria for selection of mentees.
Defines criteria for selection of mentors.
Seeks opportunities to serve as a mentor.
Demonstrates sincere interest in mentee's career growth.
Monitors relationships to ensure no co-dependency exists between mentors and mentees.
Details the projected costs and potential benefits of formal mentoring programs.
Designs and implements formal mentoring programs.
Establishes formal mentoring program goals, schedules, training and evaluation processes.
Evaluates existing formal mentoring programs; proposes improvements where appropriate.
Determines criteria by which success of mentoring program can be measured.
Elaborates on reasons why downsizing heightens the need for effective mentoring.
Monitors industry for fresh ideas regarding mentoring programs.
- Tell me about a time you have served as a mentor to someone.
- How would you help a mentee to further his or her career?
- What criteria would you use to select a mentor and mentee for a formal mentoring program?