Develop your learning with the help of a mentor
As part of your development plan, you may have identified mentoring as a next step. Mentors are a valuable source of knowledge and can help you develop skills, expand your network and support your thinking in progressing your career. While mentorship offers incredible value, it's rewards are directly linked to the initiative and dedication one invests in seeking guidance. Embracing mentorship means taking the reins of your growth and actively seeking out the mentor whose wisdom and guidance can shape your journey within the university community. Career mentors can come from both within the University or wider tertiary sector, industry or community groups that you have associations with.
Sustainable Development Goals
Griffith University is aligned with the United Nation’s Sustainable Development Goals (SDGs) and is committed to ensuring quality education and promoting decent work and economic growth, empowering individuals with the skills and opportunities needed to thrive in a rapidly changing world.
Step 1: Identify your learning outcomes
Before approaching a mentor consider what you want to gain from the mentorship. Some outcomes could include:
- Building connections with other individuals in the wider Griffith community, the tertiary sector or particular industry
- Exposure to different areas of the business
- Gain fresh perspectives and exposure to new ideas
- Increase knowledge, skills, confidence and competencies needed for current and future career advancement.
See the Guide and Tools for Mentees section below for a helpful resource on Setting Mentee Goals.
Step 2: Finding the right mentor
A mentor is not always of senior status in the workplace. Identifying those that you admire, respect, or believe are showing positive professional performance in an area where you might like to work in the future is a great start to finding your mentor.
Seek a mentor who is going to be approachable, possibly someone who you believe you would have a good connection with. It is important to consider a mentor who has different experiences from you and also works outside of your department or area. This helps to broaden your approach and look at situations from many sides.
Take advantage of networking activities, online communities, or industry groups, and let people know you are seeking a mentor. If you aren't sure who you would like to have as a mentor, have a discussion with your manager or colleagues about potential matches.
Step 3: Approaching a potential mentor
If contacting a potential mentor by phone, email, or MS Teams chat, your initial communication might say or sound like:
'I'm interested in being mentored, and I was wondering if we could meet to discuss further. I would like to share with you what I'm looking for so we can learn more from each other and determine if a mentoring relationship is the right step. '
It is important not to commit to starting a mentoring relationship without meeting first to discuss your objectives and see how the relationship might work for both parties.
The first meeting
Meet with your potential mentor in an informal environment, as the objective of this conversation is for you both to get to know each other and for you to share your aspirations for the mentoring relationship. After the initial meeting, take some time to reflect and make a decision about whether this is the right match for you and your goals.
It's ok to opt out early if it's not the right match.
If you consider it to be a good match, consider beginning the mentoring relationship, including clarifying expectations on roles and being clear about the purpose, process, and how to finish the relationship once your goals are achieved.
See the section below for additional resources and checklists.
Benefits and responsibilities
Benefits
- Learn from experienced managers and leaders
- Develop and broaden your networks and understanding of the organisation
- Increase skills and knowledge
- Reduce isolation
- Gain insight into future planning, development goals and self-development
- Set your goals, visions, and values, and work towards achieving them
- Grow with confidence
- Gain insight into organisational culture
- Obtain assistance with ideas and honest feedback
Role and responsibilities
- Meet with your mentor in person, via telephone, or teams each month and engage in mentoring activities
- Be proactive about contacting your mentor and scheduling meetings
- Commit to self-development
- Assume responsibility for acquiring or improving skills and knowledge
- Discuss individual development planning with the mentor
- Be open and honest about your goals, expectations, challenges, and concerns in order for others to help you
- Prepare for meetings and attend with an agenda
- Actively listen and ask questions
- Seek advice, opinion, feedback, and direction from the mentor
- Be receptive to and ask for constructive criticism and feedback
- Keep your conversations confidential
- Respect the mentor’s time and resources
- Stay accessible, committed and engaged during the length of the program
- Comfortably provide feedback to the mentor on what is working or not within the mentoring relationship.
Benefits
- Share experiences, skills, and knowledge
- Develop your networks
- Develop leadership and mentoring skills
- Share new perspectives with other colleagues
- Opportunity to contribute and a sense of satisfaction
- Reflect upon and articulate knowledge
- Gain a different perspective from another colleague
- Explore your choices as a manager or leader and the lessons learned along the way
- Increase general awareness.
Role and responsibilities
- Meet with your mentee in person, via telephone or teams, and engage in mentoring activities
- Willingly share your experiences and professional success in the organisation
- Explain how the organisation is structured
- Guide your mentee; don’t direct
- Support the organisation’s mission, vision, and goals
- Look for experiences that will stretch the mentee (i.e., shadowing during meetings, suggested readings, etc.)
- Remain accessible, committed, and engaged during the length of the program
- Listen well and provide open and candid feedback
- Offer encouragement through genuine positive reinforcement
- Be a positive role model
- Share “lessons learned” from their own experiences
- Be a resource and a sounding board, and keep your conversations confidential.
Guides and tools for Mentees
| Setting mentee goals | |
| Mentee first meeting checklist | |
| Article: How to build a great relationship with a mentor | Being at Good Mentor (LinkedIn Learning Course) |
Guides and tools for Mentors
| Mentor first meeting checklist | |
| Mentoring Others (Linkedin Learning Course) | Grow your Impact as a Mentor (LinkedIn Learning Course) |
