Selecting and using strategies for supporting the Mentee There are different ways a Mentee can be supported, encouraged and given constructive feedback. With each strategy, it is important to be aware of its purpose, appropriateness, the likely impact and its value to the Mentee. Strategies can include: • Giving advice – offering the Mentee your opinion on the best course of action • Giving information – giving information on a specific situation (e.g. contact for resource) • Taking action in support – doing something on the Mentee’s behalf • Observing and giving feedback – work shadowing and observation by either or both parties. Observation coupled with constructive feedback is a powerful learning too • Reviewing – reflection on experience can develop understanding allowing one to consider future needs, explore options and strategies David Clutterbuck’s four helping styles is a useful way of thinking about how to best support a Mentee. These styles will probably change as a relationship develops. It also helps when considering professional boundaries. Counselling in particular is one in particular to pay attention to. Mentoring is an empowering experience for the Mentee and whichever strategy is selected, it is chosen to encourage the
Mentee towards autonomy. The Mentee is expected to negotiate the forms of support needed at the initial contracting stage; by making use of
processes that are self-helping such as learning logs, self review journals, reviewing meetings and feedback. The relationship can be used to develop skills for both parties and is dependent on clear communication. This all- important communication can benefit from analysing a number of key skills, active listening and questioning.
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