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A key part of the conversation
you’ll have with your mentee over time

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is about their short and long-term goals.

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As part of this, it’s
important to ask your mentee

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to discuss his or her
strengths and weaknesses

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both interpersonal and job-related skills.

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This reminds me of a conversation I heard
through a fellow mentor a while back.

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As I look at what I’d like to do
in the future, I think eventually,

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I could see myself running the department.

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I really do.
I think I have what it takes.

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At this point,
it’s really time to step back

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and see if their comments
match your assessment.

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Marcus was certainly
filled with aspirations,

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so I talked to him about his goal.

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To reach his plan of maybe
someday leading the department,

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I explained the need for him to
understand the department in extreme depth

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and maybe consider moving
into some other related roles.

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This would him the opportunity to
learn more about the department

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so that he could come back and
apply that knowledge and experience

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at some point in the future.

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I reminded Marcus of the
importance, not only of having the talent,

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and the desire and the capacity to lead...

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but also the experience of having
his abilities challenged over time

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and to grow through that.

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I supported Marcus and his
efforts to acquire a production role.

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He got that responsibility and he grew
steadily in that role for two years.

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Eventually I acquired a new
position in Production Support –

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this time in Engineering.

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It helped me look at some of the same
issues but from a different perspective.

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It also deepened my knowledge...
and problem-solving skills.

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It worked out well for Marcus.

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Today, he’s back in Quality
Control – now as a mid-level manager

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and he continues to grow and to lead.

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In general, there are a few
key things you should consider

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during a discussion like
this with your mentee.

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For example, does their assessment
about their strengths or weaknesses

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match what your thoughts are?

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In other words, are you on the same page?

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Not to pat myself on the back too hard,

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but I’m surprised at how far
I’ve come in such a short amount of time.

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I think I might be ready for a promotion.

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I mean, if I’m gonna reach my
goals, I might as well start now.

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Shelly’s opinion of
herself was much higher than mine

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and I thought it was
important that she know that.

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So, I thought it would be good
to give her a stretch goal.

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One that was beyond what she could achieve

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to make her aware of her true capabilities.

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Now it turns out, I was right.

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Now, it didn’t make me feel
good to see her not succeed,

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but it was important for her to understand

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that she didn’t have all of the answers.

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It’s always important to
be honest with your feedback.

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At the same time, be
prepared to listen to them

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after you explain your perceptions.

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You may learn something that
may change your opinion.

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Regardless, during this
conversation, your mentee will come away

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with a better sense of how their
perceptions match with those around them.

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Looking back, what Tia did...
was a game changer for me.

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It brought me back down to earth...

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and helped me focus
on developing my skills.

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I know I’ll have a better
chance of sustained success.

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Of course, the main goal here is to
help them enhance their strengths

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and correct any weaknesses.

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Next as part of your discussion about
goals, start with where they are today.

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What do they like about their role?

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What do they wish would be different?

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Then, talk about what the future
might look like with your mentee.

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Where does he or she see
themselves in two to five years?

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How about in 10 or 20 years?

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Do they see themselves taking a
career path within the organization?

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Or do they think they may be open
to other directions in the future?

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I see you’re really into the
engineering side of product development.

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So, do you see yourself
working more with manufacturing

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or with marketing in the next 2-3 years?

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After you’ve heard their
thoughts on their future path,

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this is another time to step back
and give them your honest reactions.

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I see. That’s an important goal.

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Have you considered maybe job
shadowing one of our sales people?

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Because for your marketing ideas to work,

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we’re gonna have to get some
customer feedback on the concept...

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By giving them your straightforward
opinions on their capabilities,

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potential growth and advancement, you
can be an important resource for them.

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As you provide your feedback,
it’s important to remind them

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that your ideas are like a snapshot in time.

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Where they are today will not be
where they are in the future.

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Through hard work and commitment,

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your mentee can shape their
future to match their vision.

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Remind them that your role is
to give them a perspective,

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so they can adjust their course and
help them move closer to their goals.