As this is a so-called relationship, both the mentee and the mentor must fully commit to the relationship and keep the agenda of each meeting focused to achieve their objectives in such a short time. A mentoring relationship is based on the honesty of both parties, so in each case the apprentice should be able to raise their problem. This is best done in a face-to-face situation and can provide a useful learning experience for both the mentor and the mentee. This responsibility should not be taken lightly.
Make sure your words are consistent with your actions. Build trust and respect among your employees, and always do your best to act with the utmost integrity. Schedule regular in-person and video meetings and build trust through personal connection. Mentoring isn't “doing it in parallel” or “when I have a part-time job.
It's really hard work that requires dedication and commitment, just like any other part of our work. Both the mentor and the mentee must align with their principles and values to mutually benefit from the relationship. These goals are often similar to those the mentor has already achieved and are usually in line with the organization's objectives. Creating a learning environment requires taking advantage of what the learner wants to learn and not what the mentor wants to teach.
Either they fully accept their mentor's advice and put it into practice, or they don't hesitate to share and express their opinion when it conflicts with their ideas. And once you gain meaningful experience, you can influence the next generation of business leaders by becoming their mentor yourself. Knowing your goals also helps the mentor decide exactly what guidance or advice to give you and what approach to take. Mentor and Apprentice are common titles given to employees in the workplace, with little clarity about the role they play or how the relationship should benefit both parties.
A good mentor will provide plenty of feedback, but if you need more, you should never be afraid to ask. In addition to the fact that time is of the utmost importance to succeed in a mentor-apprentice relationship, it also requires an enormous amount of energy to interact, guide, and cope with the ups and downs and all the possible human emotions that come into play when two people try to achieve something meaningful. According to research, there are six main characteristics that could cause a mentoring relationship to fail. Good article to read about tips for a balanced relationship between mentors and mentees and a mentoring trip with a positive sum.
When the mentor is speaking, listen actively to understand and assimilate the information they share. A mentor-apprentice relationship that is based on specific needs without setting clear objectives doesn't last long. The mentor may be in a position of responsibility, but he should not have direct authority over the mentee, and the mentee should not depend on him for resources. Sometimes mentors may feel threatened by their young people and inadvertently try to sabotage them or not give them credit for their work.