#personal-growth Created at 2023-01-25 # [Anonymous feedback](https://www.admonymous.co/louis030195) # [[Epistemic status]] #shower-thought #non-biological Last modified date: 2023-01-25 Commit: 0 # Related # TODO > [!TODO] TODO # Mentorship ![[Epistemic warning - Large language model]] - A framework for the mentoring sessions that can be reviewed in advance - A low-investment introductory period to ensure a good fit - A way of measuring success - Mentors that have different areas of expertise and can provide different perspectives - Mentees taking responsibility for guiding the conversation and coming prepared with topics to discuss. - Zero motivational poster-speak and more emphasis on acknowledging real-life challenges - For non-paid mentors, the mentee should guide the conversation and come prepared with topics to discuss - Having multiple mentors to get different points of view on different problems - For mentee, it is important to know what they want to learn and get out of the relationship. ## Measuring success Measuring success in a mentorship relationship can depend on the goals and objectives of the mentee. Some ways to measure success may include: - Setting specific, measurable, and achievable goals at the beginning of the mentorship and tracking progress towards those goals - Conducting regular evaluations or check-ins to discuss progress and any challenges that have arisen - Assessing changes in knowledge, skills, or behaviors as a result of the mentorship - Reviewing any feedback or testimonials from colleagues or supervisors about the mentee's performance - Asking the mentor for feedback on the mentee's progress and areas for improvement - Self-reflection and considering how the mentorship has impacted the mentee's personal and professional development. It's important to remember that measuring success in a mentorship relationship is not only about quantitative data, but also about the qualitative changes that can be observed in the mentee's life. ## Mentee's preparation As a mentee, it can be helpful to prepare a list of topics to discuss with your mentor in order to make the most of your time together. Some examples of topics you may want to discuss with your mentor include: - Specific challenges or problems you're currently facing in your work or personal life - Opportunities for growth and development in your career or personal life - Strategies for achieving your goals - Ways to improve your skills or knowledge in a certain area - Feedback on your performance or specific projects you're working on - Career guidance or advice on how to navigate a certain industry or job market - Strategies for networking and building professional relationships - Resources or tools that may be helpful in achieving your goals. It is important to be specific and have a clear idea of what you want to discuss and what you want to achieve from the conversation. It's also good to be open to any opportunity for learning or getting feedback from your mentor. ## Mentee's prompt Here are some questions you can ask yourself to help determine what you want to learn and get out of a mentorship relationship: - What are my current challenges or areas of difficulty in my work or personal life? - What specific skills or knowledge do I want to develop? - What are my long-term career or personal goals? - How can a mentor help me achieve these goals? - What kind of guidance or advice am I looking for? - What are my expectations for the mentorship relationship? - What are my non-negotiables in a mentor and what are my deal breakers? - How can I measure the progress and success of the mentorship? - What kind of feedback do I want to receive from my mentor? By answering these questions, you will have a clearer understanding of what you want to learn and achieve from the mentorship relationship, and will be able to communicate your goals and expectations to your mentor more effectively. ## A framework for mentoring A framework for mentoring sessions can help structure the meetings and ensure that both the mentor and mentee are making the most of their time together. Here is an example of a framework that can be reviewed in advance: 1. Setting goals: At the beginning of each mentoring session, both the mentor and mentee should review and discuss the goals and objectives for the session. This could include specific challenges or problems that the mentee wants to address, or areas of focus for skill and knowledge development. 2. Reviewing progress: The mentor and mentee should regularly review progress towards the goals that have been set. This could include discussing any obstacles that have been encountered and any steps that have been taken to overcome them. 3. Providing feedback: The mentor should provide feedback to the mentee on their performance, progress and areas of improvement. The mentee should also be encouraged to ask for feedback and to share their own observations and self-reflections. 4. Sharing resources and knowledge: The mentor should share relevant resources, tools, or knowledge that can help the mentee achieve their goals. 5. Action planning: The mentor and mentee should work together to develop action plans for achieving specific goals or addressing specific challenges. 6. Reflecting and Evaluating: The last step of the session should be dedicated to reflecting on the session, summarizing what has been discussed and what has been achieved, and evaluating the progress made. It is important to note that this framework is just an example and can be modified to suit the needs and preferences of the mentor and mentee. It is also important to be flexible, open to change and adjust the framework according to the mentee's needs and goals.