Melbourne Graduate School of Education

LH Martin Institute for Higher Education Leadership and Management

Mentoring Program for Senior Women

How do I Manage a Successful Mentoring Relationship?

Zachary (2000) identifies four key stages of the mentoring relationship:

  1. preparation of the mentor, preparation of the relationship
  2. negotiation of the relationship- a conversation to reach mutual understanding which becomes the “road map” for the relationship
  3. the enabling phase
  4. coming to closure – continuation of the process until goals are achieved and a decision is made to end or renegotiate the relationship.

Responsibilities of the mentee

  1. Develop a framework for working together: identify challenges; be clear about needs and expectations and communicate these to the mentor; negotiate a meeting schedule, format and boundaries of availability and respect these.
  2. Generate a simple statement of agreement on the basis of the above.
  3. Communicate any planned absences/variations in schedule in advance if possible.
  4. Respect difference and remain open to learn from experience.
  5. Prepare to be challenged.
  6. Seek feedback and respond respectfully.
  7. Embrace opportunities.
  8. Continue to learn about effective mentoring to maximise the benefits and improve capacity as mentors.
  9. Communicate clearly and honestly and respect confidentiality.
  10. Communicate your involvement in the program to your university as a way of encouraging other senior women to participate in the program.

Responsibilities of the mentor

  1. Model good leadership in the relationship consistent with the program.
  2. Be available within negotiated parameters (minimally once per month for a 12 month period) and renegotiate as necessary.
  3. Communicate any planned absences/variations in schedule in advance if possible.
  4. Use the skills of active and empathetic listening that your leadership roles have demanded.
  5. Provide constructive feedback.
  6. Allow for difference and recognise differing learning styles.
  7. Prepare to be challenged.
  8. Share experience generously.
  9. Continue to learn about effective mentoring to maximise the benefits and improve capacity as mentors.
  10. Communicate clearly and honestly and respect confidentiality.

Dealing with problems in the mentor/mentee relationship

  1. Communicate difficulties directly and in a timely fashion – mismatches do occur in mentoring programs generally and it is possible that they will do so in this program.

  2. The length of the mentoring relationship should be confirmed at the first meeting and there should be no expectation that it will continue longer than this time.  However, this does not preclude a longer relationship if both parties agree.
  3. Revisit expectations regularly in an open and frank manner.  Ensure they are shared and remain realistic.
  4. Agree on a ‘no blame exit strategy’ that is premised on maintaining respect, dignity and confidentiality.
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