Most mentoring programmes include some kind of training for mentors. However, since most mentoring in UK Higher Education (in particular) is mentee-driven, it is crucial to also prepare mentees to fully engage in the process. This article looks at effective training strategies for mentees, and explores how to support them to get the most out of a partnership.

Setting Clear Expectations

One of the most crucial aspects of mentee training is establishing clear expectations from the outset. As Dr. Lois Zachary, expert in mentoring, states, "Clarity of expectations is the foundation upon which productive mentoring relationships are built" (Zachary, 2012). Before they begin a mentoring partnership, Mentees should be encouraged to:

1. Define (their own) specific goals for the mentorship

2. Understand their (own) role and responsibilities

3. Recognise the mentor's role and limitations

They should also be prepared to share their goals and their understanding of each individual's role and responsibilities in some kind of 'contract' with the mentor, early on in the partnership.

By setting these expectations early, mentees can navigate the relationship more effectively and avoid potential misunderstandings or disappointments.

Maximizing Learning Opportunities

Effective mentee training should emphasise the importance of being proactive and taking initiative. According to a study by Ragins and Kram (2007), "Mentees who take an active role in their own development tend to reap greater benefits from mentoring relationships." To this end, mentees should be trained to:

• Prepare for mentoring sessions with specific questions or topics

• Take responsibility for developing their own solutions (with the mentor's support, instead of taking the mentor's solutions)

• Take courageous steps to enact change

• Be accountable for what happens, and reflect on their experiences and learnings

Navigating Non-Ideal Relationships

It's important to acknowledge that not all mentoring relationships will be perfect. However, learning to navigate and extract value from a less-than-ideal situation is a valuable skill in itself. We'll always find ourselves working with people who's opinions or approaches differ from our own, or who have a different communication style. We're not suggesting that you remain in a relationship that's unhealthy or toxic. There's certainly a time for breaking off a mentoring partnership and seeking a different mentor. But, rather, that even 'less than ideal' partnerships can actually bring huge benefit by teaching us to work with difference, understand different communication styles, stand our ground (in a professional way) and chart our own path.

Mentees should be trained to:

1. Identify and articulate their needs clearly

2. Understand communication styles, and be aware that their mentor's might differ from their own

3. Seek additional resources or support when necessary

4. Find learning opportunities in challenging situations

By developing these skills, mentees can turn potentially difficult relationships into opportunities for personal and professional growth.

Fostering a Growth Mindset

Central to effective mentee training is the cultivation of a growth mindset. Psychologist Carol Dweck's research shows that individuals with a growth mindset - those who believe abilities can be developed through dedication and hard work - are more likely to achieve success (Dweck, 2006).

Mentee training should encourage:

• Embracing challenges as opportunities for growth

• Viewing feedback as a tool for improvement rather than criticism

• Persisting in the face of setbacks

• Learning from the successes and failures of others

Conclusion

Effective training for mentees is crucial for unlocking the full potential of mentoring relationships. By setting clear expectations, maximising learning opportunities, navigating challenges, and fostering a growth mindset, mentees can position themselves to derive maximum benefit from their mentoring experiences. As leadership expert John C. Maxwell aptly puts it, "One of the greatest values of mentors is the ability to see ahead what others cannot see and to help them navigate a course to their destination" (Maxwell, 2008).

References

Cohen, W. A. (2010). Drucker on Leadership: New Lessons from the Father of Modern Management. Jossey-Bass.

Dweck, C. S. (2006). Mindset: The New Psychology of Success. Random House.

Maxwell, J. C. (2008). Mentoring 101: What Every Leader Needs to Know. Thomas Nelson.

Ragins, B. R., & Kram, K. E. (2007). The Handbook of Mentoring at Work: Theory, Research, and Practice. SAGE Publications.

Zachary, L. J. (2012). The Mentor's Guide: Facilitating Effective Learning Relationships. John Wiley & Sons.