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A mentor focuses on both short and long-term professional development goals. They understand organisational culture and values well.
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A mentor should:
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- set clear goals for the mentee,
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- the mentor should be responsible to set and communicate expectations and goals. The team should be included and pitch in
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on expectations and help find the initial tasks. But, the mentor is the one that should ensure that the mentee gets enough
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opportunities to work with all team members and get some feedback on the work from the team.
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- have a weekly meeting with the mentee;
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- regularly evaluate progress and provide honest feedback,
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- clearly communicate expectations and priorities,
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- identify and help with any blockers or issues;
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- instead of solving the issue for the mentee, rather help them solve it on her own,
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- try to pair (program).
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- be available for help/support for the mentee, but should not actively seek involvement outside the set meeting unless requested by the mentee;
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- recommended approach is the "15 minute rule" (if stuck for 15 minutes, mentee requests help).
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When selecting the first tasks for the mentee, try to find smaller tasks that don't require a lot of context and knowledge of existing systems, but are still not isolated from what the team is doing. Initial tasks should be well defined and have a clear scope to avoid confusion and frustration.
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Starting with such tasks will enable the mentee to complete them successfully, which will build confidence and momentum, and will allow the mentee to get comfortable with the codebase and team workflow early on.
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The size and complexity of the tasks should increase gradually.
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First week good practice example: the team prepares a string of shorter presentations/workshops about the tools, infrastructure, work organization, projects, apps etc.. The presentations should be practical if possible (mentees should get to know these by using/trying them out during these presentations).
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A mentor works on two levels, both supporting the protégée in meeting essential job duties and helping them envision and take steps toward the career they desire.
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A mentor combines instruction in professional behaviour and tasks with affective support.
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A mentor may fulfil all or a combination of roles. The mentor:
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- Advocates – Offers sponsorship, provides exposure and visibility within the organization.
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- Acquires resources – Brings critical readings, opportunities, or experiences to the attention of the protégée.
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- Acts as a role model – Offers insight on how they “made it” in the organization.
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- Advises – Shares institutional and professional wisdom, critiques performance, makes suggestions.
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- Coaches – Helps a protégée learn new skills and practice new behaviours.
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- Protects – Helps a protégée find new and challenging opportunities within the organization while protecting them from adverse forces and “dead-end” job assignments.
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- Supports – Listens with a sympathetic ear, explains unwritten rules, and acknowledges disappointments and triumphs.
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A mentor should be someone from the team which the new colleague will join. If there is no one suitable for the role in the team, the mentee should join a team with an available mentor, until they become independent.
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A mentee should also be aware of their responsibility in the relationship; they should:
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- understand the value of the mentor's time (prep for the meetings, come with questions and comments),
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- not try to show 'their best face' to the mentor, instead be real about expectations and objectives,
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- be ready to receive and give feedback (input, advice or criticism),
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- be open and ready to learn whatever they can.
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The team coordinator should address any mentoring relationships in the team on regular 1:1s and schedule more 1:1s with any new team members. The team coordinator should try to solve or find help (e.g. through Pia, Miha or Teo) solving any issues in the mentoring relationship.
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References:
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- [1] https://www2.mmu.ac.uk/media/mmuacuk/content/documents/human-resources/a-z/guidance-procedures-and-handbooks/Mentoring_Guidlines.pdf
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- [2] https://www.bc.edu/content/dam/files/centers/cwf/individuals/pdf/MentorGuide.pdf
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- [3] https://www.xkyle.com/Being-a-Great-Engineering-Mentor/
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- [4] https://ideas.ted.com/are-you-mentorable/ |
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