Mentoring is a partnership where a seasoned professional (the mentor) provides guidance to a less experienced professional (the mentee) to support their development. While mentoring relationships often center on the growth of the mentee, most mentoring relationships are reciprocally beneficial. A mentor supports the mentee in assessing opportunities and threats in an array of areas.
Mentors may serve as an adviser and coach or grow into a sponsor, but their long-term focus is development.
We developed a professional and personal relationship and we have become each other’s sounding board. He was a great fit for my leadership style. I am a high-action leader, and I am learning I need to determine and differentiate the areas requiring high action versus those that I will need to pause and allow to develop. My mentor has been of tremendous support and guidance in the past few months.
The exchange of ideas and experiences during mentoring sessions cultivates a dynamic learning environment that benefits both mentor and mentee, fostering continuous personal and professional growth. Building a supportive relationship with my mentee creates a sense of connection and fulfillment, knowing that I'm contributing to their confidence and success.
A great mentoring experience doesn't just happen—it is intentional. The process of building mentoring relationships that are meaningful and designed to last begins before you even meet your partner.
Mentors
Mentees
Clearly define and agree on the purpose of your mentor meetings. Consider developing an initial plan or agenda for the early meetings to ensure a focused and productive discussion.
Set 1–3 goals to achieve within the mentor relationship timeline. Use the SMART goal model below for clarity and effectiveness. (See Goal-Setting Framework.)
Set expectations for availability and preferred communication methods. Address meeting cadence, confidentiality of discussions and preferred communication mediums.
Engage in a conversation about working style preferences. Explore how you can collaboratively work together for a mutually beneficial mentorship experience.
Clarify the availability of the mentor for additional support and guidance outside of scheduled meetings.
Set expectations for preferred communication methods (email, phone or in person), response time and scheduling flexibility.
Define any professional or personal boundaries to maintain a healthy relationship and clarify what topics are open for discussion and what should remain off-limits.
Discuss the level of confidentiality expected within the mentorship relationship. Ensure both parties feel comfortable sharing sensitive information without fear of it being disclosed without consent.
Intentionally inclusive mentorship is the cornerstone of our commitment to fostering diversity and equity in the healthcare profession. We recognize that we all have implicit associations about groups of people that we are unaware of and may not even consciously believe.
Research has repeatedly found that diverse leaders often face several additional predicaments due to biases and stereotypes. Through the Leadership Mentoring Network, we aim to empower individuals from all backgrounds, providing them with the encouragement and guidance they need to thrive and succeed.
From students in healthcare management programs to healthcare leaders transitioning from the military, ACHE provides a range of career development resources to support members from diverse backgrounds.
