PART I: Managing Mentoring Relationships – Tips for Mentees

Perhaps you are a summer intern or you are managing a summer intern?

Regardless of your role, managing the mentor-mentee relationship can be a difficult task.  Attempting to creating a good personality fit  and work style with your mentor, and effectively offering and using feedback, all while managing ever-present demands in the workplace can prove to be a tough and confusing experience for both mentors and mentees.

Wondering how you can better choose and create a positive working relationship with your mentor or mentee?

Here are some ideas for mentees:

Take control of your career path, even when under the wing of a mentor. Even when you’ve found a mentor and created a good relationship, it is up to you to direct and own the relationship. So show leadership and direct it towards what you need. Once you’ve found a mentor, it is easy to sit back and assume that your path is set to go, or to defer to the mentor for all thoughts and directions. This can be a dangerous mindset to fall into though, because it removes you as an agent in your own professional future. Beginning mentoring relationships with a clear discussion of mutual goals and expectations is crucial. In a similar vein, as you continue in your relationship with this mentor, an ongoing periodic checkup is also important, to continually evaluate these mutual goals and expectations, and to assess whether the mentorship is still beneficial.

Become an expert at receiving feedback. It is always easy to accept a compliment, but part of becoming successful in any professional enterprise is accepting and working on your weaknesses. Therefore, it is crucial to be receptive to both positive and negative feedback given to you by your mentor. This means that you listen carefully, demonstrate that you understand, make your best attempt to adjust your performance based on this feedback, and then, after some time and effort, seek additional feedback on how well you’ve progressed. A helpful tool in improving receptiveness to feedback is to focus on your mentor’s communication style, how they offer feedback, and in turn, how you react to it. Also, remember that mentoring is a two-way street, and giving feedback to your mentor can be a valuable tool in boosting your working relationship.  This could come in the form of asking clarifying questions regarding directions or in advocating for yourself by saying, “I tend to work best when ____. Could we find a way to accommodate this?” 

Transition effectively if it is not working out.It is easy to become demotivated if you find that your mentor relationship is not working out the way you want it. Despite this, it is important to keep in mind that mentoring relationships can be complicated by many factors, including: differences in work style, communication style, changing motivations, and evolving workplace dynamics. Make sure to keep focused on your goals, and to leave emotions out of it. Once you find a new mentor, you can work to continuing to achieve your goals.

It cannot be overstated how important and complex the mentor-mentee relationship is. For the mentee, it could very well be a jumpstart into a lifelong career. For the mentor it could be an opportunity to profoundly impact a young researcher, as well as improve the mentor’s own communication and leadership skills. To ensure success, stay engaged, be clear in your communication, and take ownership of the opportunity.

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Next week, in Part II, we will discuss tips for mentors.

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