Mentoring-Do’s and Don’ts
Mentoring roles
· Sounding board
· Problem solver
· Referee
· Flaw finder
· Empathiser
· Coach
· Networker
· Mirror
· Confidant
|
Do’s |
Don’ts |
|
Listen carefully |
Don’t shy away from giving
negative feedback, but avoid being unnecessarily critical |
|
Watch the body language |
Don’t overprotect your mentee |
|
Encourage independence-the mentee
should not feel obliged to do things the way you do, or follow your advice
without question |
Don’t abuse your authority as a
mentor; recognise that a powerful differential exists |
|
Help with networking |
Don’t expect your mentee to defer
to you |
|
Be honest with feedback: be
direct, constructive, and kind when making observations or suggestions |
Don’t use your mentee’s
achievements to further your own agenda |
|
Ask for feedback on your own
performance |
|
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Encourage your mentee to be
proactive, assertive, and open about his/her needs |
|
|
Maintain confidentiality |
|
|
Make notes that will help
maintain the focus of your discussions from one meeting to the next |
|
|
Be a role model at all times, nit
just during your mentoring sessions |
|
|
Be aware of your own gender and
cultural biases |
|
|
Define limits and stick to them |
|
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Watch for any signs of emotional
distress in your mentee. Everyone experiences stress at some time, either
personal or professional. If your mentee is having a tough time, extra
support and attention may be required. It may be helpful to discuss stress
management strategies before they are actually needed. |
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Bibliography
Grainger C: “Mentoring-supporting
doctors at work and play”, BMJ Careers,