Elo Mentoring - Recognize and apply effective mentoring behaviors
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Recognize and apply effective mentoring behaviors


How do you know where to draw the line with your mentee? Some behaviors, while benevolent on your part, can be detrimental to your mentee and it is normal to be unsure of how to help. In the context of a mentoring relationship, there are several behaviors that researchers have identified as effective and ineffective. It is useful to know how to distinguish between them so that you can support your mentee appropriately.

What behaviors are effective?

  • Adopt a positive attitude at all times,
  • Demonstrate listening skills and empathy,
  • Demonstrate a sincere curiosity about their mentee,
  • Be patient with the mentee’s progress and obstacles,
  • Be patient with the mentee’s progress and obstacles, Guide towards solutions,
  • Be honest and impartial; tell the truth,
  • Be motivating: inspire action and rejoice in success,
  • Be humble and authentic,

As can be seen from the list, effective behaviors usually emphasize the mentors’ listening skills, their benevolence and sincere interest in their mentee. Thus, it is important to adopt a positive attitude towards the mentee’s journey and progress, particularly by showing listening skills and empathy. By being open and interested in your mentee, you will be able to build a relationship of trust through which you will be able to guide them towards solutions. In addition, adopting a motivational approach will encourage your mentee to overcome obstacles. Finally, honesty and authenticity are essential to establish a solid foundation for the relationship.

What behaviors are ineffective?

  • Solve mentee problems,
  • Taking responsibility for the mentee’s problems,
  • Being overprotective,
  • Giving only negative feedback,
  • Avoiding difficult developmental work,
  • Protecting the mentee from obstacles,
  • Decreasing the sense of belonging,
  • Over-complimenting the mentee,

As for the ineffective behaviors on this list, they are often related to inadequate involvement on the part of the mentor. For example, when you try to solve certain problems for your mentee, when you try to overprotect him or her, or when you praise him or her excessively. These behaviors, while well-intentioned, do not allow the mentee to develop autonomy and critical thinking skills. Remember that, in the end, your role is to guide and advise!

yvette-fortier
In her testimony, Yvette Fortier explains how she applies effective behaviours with her mentee: “I listen actively. I ask the right questions to get the mentee to talk in order to find out his or her needs/objectives. I certainly don’t do the work for him. He has to do some homework. I guide him.”