How can mentors share their experiences and insights with mentees?

An old boss of mine once asked me when turning in a financial analysis of an investment project if the analysis represented my best work. I told him it didn't and I suggested ways it could be better. He then told to never submit anything to anyone for review unless it was your best work given some obvious time or resource restraints. This is a valuable lesson for coaching and mentoring others. People have to be able to self-grade themselves and take responsibility for their efforts. This is one coaching technique to help drive this point home.

I have been approached many times to be a mentor. Here are some ways we can share experiences and insights with mentees. 1) Mentors can share their experiences through compelling storytelling, narrating real-life situations they encountered, the challenges faced, and the strategies employed to overcome them. Personal life stories can make lessons more relatable for mentees. 2) Using relevant case studies on career or industry can provide concrete examples for mentees to analyze. This approach helps mentees enhance their problem-solving skills. 3) Reflection sessions create opportunities for mentors and mentees to discuss recent experiences and reflect on the lessons learned. This can be a valuable way to distill insights.

First and foremost, build a relationship with the individual and work to understand their aspirations. Likewise, ask how you can best serve them in your role as a mentor (e.g., sounding board, thinking partner). If they are unclear, experiment and check in often to see if the approach and your time together are useful and adjust as needed.

For me, in order for knowledge exchange to take place and actually be applied or appreciated or really valued, there needs to be an element of trust that exists between the mentor and mentee. The mentee needs to feel safe to share real challenges and areas where they feel vulnerable within their scope and that will only happen if they feel they can trust their mentor with the information.

O processo de mentoria muitas vezes acontece naturalmente através da relação de admiração mútua entre mentor e mentorado. E para que o processo seja saudável e proveitoso para todos é muito importante falarmos de tempo de qualidade nessa interação.

I find that when you are being authentic, vulnerable and humble with your mentees, it puts them at ease and allows them to be authentic themselves. Mentees sometimes sees their mentor's success but don't always understands the struggles and hard work it took to get them there. By sharing, it creates common ground with your mentee.

Being authentic and showing the ups and downs is very powerful. No one had a straight way up, so make it clear that this is the reality and the way life is.

Be authentic. Be humble. Yes, for all the reasons stated. But sometimes it is difficult to "be" something that cuts against the implicit power dynamic. Consider owning your expertise AND recognizing the expertise of the mentee and what you can learn from them. Their individualized experiences are not, nor ever will be, yours. So, what can you learn? I have found taking this perspective helps dissolve the power/position differences implied even in the mentor-mentee terms.

One thing that I've found very important is vulnerability and leading the way. If you want someone else to open up, be authentic, be vulnerable and trust in you, then you have got to lead the way first. Show them the way, and they will respond. Authenticity and vulnerability is a 2-way street.

We all began somewhere. We made mistakes (many!) and learned along the way. It is not easy and the journey and growth over time really is the bit we can share with those who are a little behind us on the path. By showing we are human, that we learnt through overcoming challenges, and maybe had to change paths a few times, is to show less experienced people that challenges are opportunities to grow, and part of the package!

Faça perguntas que estimulem a reflexão, em um processo de mentoria, não é ideal utilizar perguntas que tragam respostas fechadas tipo sim ou não. O processo de mentoria não se trata de oferecer respostas imediatas, mas sim de proporcionar um ambiente propício para reflexão e questionamentos, uma vez que o mentor oferece sugestões e orientações. No entanto, a decisão final será sempre do mentorado.

Another important skill for mentors is asking questions and listening. Rather than telling your mentee what to do or think, ask them open-ended questions that encourage them to reflect, explore, and discover their own answers. For example, you can ask them what they think about a situation, what they learned from it, what they would do differently, or what they need to improve. Listen actively and attentively to their responses, without interrupting, judging, or imposing your own opinions. Validate their feelings, acknowledge their efforts, and praise their achievements.

Yes, Questioning is the best technique to make someone think out of the box and also helps in creating an analytical atmosphere and also helps in developing an analytical thought process through which a mentor can bring a shift in the mindset of the mentees.

La fortaleza de un Coach, es la habilidad de realizar Preguntas Poderosas para tener un mejor entendimiento de nuestro Coachee o Cliente, así como generar reflexión para el proceso de aprendizaje que se encuentre para que resuelva el camino que lo ayude a lograr su objetivo. ¡Es un proceso transformador en el cual, solo somos facilitadores para acompañarlos en camino de vida, en mi caso profesional!

I always find doing this casually over a tea or coffee helps, let them naturally open up and feel secure to give feedback/thoughts. Pause and allow them to share, show excitement or nerves and validate their feelings. Don't always loop it back to yourself, a lot of mentors over talk and make it about themselves rather than the situation

The mentor-mentee relationship is key to the success of the mentoring process, which will need to be based on trust and commitment to make it a productive activity. The mentor is supposed to have passion towards their role as source of knowledge and expertise while demonstrating authenticity throughout the mentoring exercise. If that happens it’s very likely the mentee will benefit from the opportunity, which will manifest itself on performance and the work environment.

To be the real mentor, sharing your experience make the journey trustworthy. The examples and stories are more impactful and real when the mentor shares his or her own life stories. and those stories might not always be about success. Sharing your failures and your challenges builds trust between mentor and mentee. The mentee can relate better to the mentor and finds him/her more real and approachable.

Lead by example and share real stories with other people mainly new talents, make they understand in a better way the business behavior’s, strategy and is the possibility they learn in a training on the job. Support and communication are also great tools for that purpose.

The role of a mentor can vary depending on the specific needs of the mentee and the context of the relationship. Engaging narratives, open-ended questions, and active listening guide mentees to discover their own solutions. By reflecting on shared insights and taking actionable steps, mentees grow with each hurdle, fueled by their mentor's supportive presence.

What defines a mentor is that you share your own experience: telling your story, the situation you were in, how you felt, how you dealt with it and why and the outcome. In this way your mentee can learn from your mistakes or successes. It doesn't always need to be an exact same experience as the question from your mentee, but anything similar could work. Telling your own story makes it easier to talk with conviction as well as going in depth with the pros and cons of your approach at the time. Don't be afraid to show the real you!

Provide feedback constantly and consistently, not just at the end of the learning experience. Waiting will be too late. Year end evaluations are worthless if that's the only time you do them.

The key is the relationship you have that allows for that trust and respect that you can be transparent and constructive with feedback. It's very useful for the mentee to feel safe to be able to give feedback to the mentor aswell.

By giving constructive feedback to your mentee, and asking for it in return builds good habits for your mentee. Giving 'negative' feedback is a skill and you'll be doing your mentee a favour by delivering it in a way that they can receive it well.

Just listen, give advice (by maybe sharing your own experiences) and mentor. Eventually it is up to the mentee on how the apply your advise/ideas.

My experience with feedback is that, to be truly open and effective, the mentor must be first open and willing to accept feedback from the mentee. As a two way process, mentoring is built on trust which is considerably increased when the mentor openly invites the mentee to feedback on their mentoring intervention, on specific discussion areas or sessions. Subsequently, the mentee will role model asking for feedback in the relationship and will normalise feedback in their professional life.

I think it's imperative for mentors to utilize strong active listening skills. This will enable them to not only listen to what's being said by their mentee, but remain aware of the nonverbal behaviors. Once active listening is present, the mentor can creatively identify opportunities to share personal experiences that align with what is being shared or asked by the mentee. In a past mentoring experience, in which I was the mentee, I valued how my mentor allowed me to guide the conversations, did not interrupt me, and made it a point to share relevant and impactful advice based on her past experiences. She also conveyed empathy, which made me feel comfortable disclosing some personal thoughts and experiences I've had.

Mentors should never say to their protege “this is how you should do something.” Instead good mentors use Socratic methodology to get the protege to come to a good solution for them and their situation as well as share their past relevant experiences they have had with the protege to articulate how to maybe attack the challenge ahead…Advise vs Tell

Being consistent, Being Dependable and being Ethical are 3 key traits to be associated with mentoring. In addition to those given suggestions, I believe the above-mentioned would hold loads of meaning mentoring as mentees look upon these as values and

Mentors can really connect with their mentees by just being there for them. It's all about embracing servant leadership: putting your mentee's growth and well-being first. Listen up and show some empathy for what they're going through. Share your own experiences in a relatable way; e.g., "Hey, I've been there too, and here's what I learned." Make it personal, not just about work stuff. Show you're all in for their development, both professionally and personally. Keep it chill, create a space for open talks, and make the whole mentorship thing feel like a two-way street. That way, you're not just dishing out advice; you're both learning and growing together.

As a mentor, I have learned over the years, that when it comes to mentorship, to be a mentor and not a tormentor. In other words, the mentor is there to help the mentee become the best version of themselves, not the best version of the mentor. Few ways to share experiences: 1. Give your mentee space to be their authentic self 2. Share your experiences when asked. Don't force it on your mentee. 3. Lead by example. Some experiences are better caught than taught. 4. Get your mentee involved in your world where possible.