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Establishing the mentor-mentee relationship

The mentor-mentee relationship is a very important one in an organization. In a large way, the mentor-mentee relationship defines and determines the destiny of the organization. Although there are no rules or laws for the mentor-mentee relationship; an organization in which this relationship functions in a haphazard and unstructured manner is not likely to benefit from it.

Some of the general principles on which the mentor-mentee relationship should be built could include the following:

  • It should be based on mutual trust and definition and recognition of each other’s roles and responsibilities
  • The mentor-mentee relationship should be mentor-guided, but mentee-driven
  • There should be alignment of business goals and strategy between the mentor and mentee
  • There should be complete honesty and openness in the communication between the mentor and the mentee.

The mentor-mentee relationship is vital for an organization

Implementing a mentor-mentee relationship is a vital need for organizations that identify and plan to develop and adapt an effective and painless succession transition. The points mentioned above are broad attributes of a mentor-mentee relationship. The way in which these and other related characteristics of this relationship work varies from one organization to another.

Each organization that embarks on a mentor-mentee relationship has to identify the specific dynamics of the organization to understand what it takes to build a successful mentor-mentee relationship. Such an organization has to first get down to understanding the need for putting a mentor-mentee relationship in place. It has to understand the factors that facilitate a successful mentor-mentee relationship program.

Get an understanding of the ways of implementing an effective mentor-mentee relationship program

The effective and proper ways of adapting and implementing a successful mentor-mentee relationship will be taught at a webinar that is being organized by TrainHR, a leading provider of professional trainings for the human resources industry. At this webinar, Megan Little, who works as a Senior Consultant at Integral Talent Systems Inc., will be the speaker.

To enroll for this learning session and gain the benefit of a mentor-mentee relationship program, register for this webinar by visiting 

This webinar has been approved for 1 HR (General) recertification credit hours toward aPHR, PHR, PHRca, SPHR, GPHR, PHRi and SPHRi recertification through HR Certification Institute (HRCI).

Insights for developing a good mentor-mentee relationship program

At this session, Megan will offer insights that will help participants understand the tools and tips necessary for:

  • Establishing the business case for mentorship programs
  • Mentor matching
  • The role of the mentor
  • The role of the mentee, and
  • How to establish a lasting and effective relationship.

She will cover the following areas at this session on mentor-mentee relationship:

  • The Business Case for Mentorship
  • Role Clarification
  • Defining Mentoring
  • Identifying Role of a Mentor vs. Manager for Development at Eisenmann
  • Mentor Matching
  • Deciding how Mentors should get a Assigned (or if they should)
  • Identifying who should Become Mentors and Why
  • Tools and Tips for:
  • Mentorship Conversations
  • Maintaining the Relationship

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