Mentoring Benefits for the Mentor
- Give back to the profession.
- Receive assistance, guidance, and coaching on becoming an emerging professional.
- Gain valuable project management knowledge and skills maximizing a mentee’s potential.
- Strengthen knowledge base and improved communication skill.
- Promote greater collegiality among project management professionals.
- Build deeper relationships with other PMI-OC members.
- Expand professional and social networks.
Successful Characteristics and Qualities of a Good Mentor
- Experience. A mentor needs experience in what he or she is teaching. Otherwise, it’s all theory.
- Character. A mentor should have admirable qualities such as honesty and integrity. That ensures that positive qualities are sustained through generations of leadership.
- Similar Goals. It is more efficient to learn from someone who has the same goals and can steer a mentee through the inevitable “rough spots” that occur on the path to success.
- Open Mind. An open mind on the part of the mentor allows the mentee to progress at a more natural pace.
- Caring Attitude. A mentor should care as much about the mentee’s success as the mentee does.
- Optimism. Positivity produces positive results.
- Belief. A mentor who believes in a mentee is always more effective.
- Honesty. A mentor who is honest gains the trust of the mentee. This produces faster development.
- Encourage and demonstrate confidence in your mentee.
- Recognize your mentee as an individual with a private life and value him/ her has a person.
- Ensure a positive and supportive professional environment for your mentee.
- Don’t deny your own ignorance.
- Be liberal with feedback.
- Encourage independent behavior but be willing to invest ample time in your mentee.
- Provide accessibility and exposure for your mentee within your own professional circle both within and outside of the immediate university circle.
- Illustrate the methodology and importance of ‘networking’ in basic science.
- Allow your mentee to assist you with projects, papers and research whenever possible and be generous with credit.
Questions for the Mentor: Establishing & Clarifying Goals
- What do you want the mentee to be able to do or know?
- What are your (perceived and actual) responsibilities to your mentee?
- What is your own work style like? What is your mentee’s preferred work style?
- What kinds of decisions do you expect your mentee to make on his or her own? What kinds of decisions do you expect to be involved in?
- What kinds of opportunities can you provide your mentee that will help him or her acquire important skills / knowledge? Who else do you know who may be a good resource?
- How do you want your mentee to communicate with you? When is email appropriate? When is it necessary / important to meet face to face? Where is the best place for you to meet your mentor?
- What kind of feedback should your mentee expect from you? How often will you provide feedback? What is your turnaround time for providing feedback?
- How will you know if the relationship is working / productive? How will the two of you gauge satisfaction and productivity?
- How do you anticipate your relationship changing over time?
- Integral (2017, March 06). Attributes of good mentors and mentees. Retrieved on January 15, 2020, from https://www.integral.org.au/about/resources/attributes-of-good-mentors-and-mentees
- Northwestern University (2020). Qualities of mentors and mentees. Retrieved on January 15, 2020, from https://www.feinberg.northwestern.edu/sites/mfc/mentoring/qualities.html