Quelles sont les meilleures façons de s’assurer que les mentors diplômés sont bien guidés ?

Alumni networks are often the first, and strongest, networks that you will have access to as a professional, but not all alumni are created equal! When you begin outreach, you will have champions, and you will have people that are upfront and cannot take on a mentorship role, but you will also have people who feel obligated but do not have the time to spend on a mentorship relationship. It is important to be upfront about your expectations so you can get past the “no” and “obligated” folks because why will not be able to help you effectively (and may waste your time).

Choose a mentor who has seen quite a bit in personal and professional life. While it is not mandatory that mentors should have experience, wisdom gained through experience matters a lot.

We provide mentor training to all of our mentors including alumni mentors. We engage our mentors in our office, invite them to participate in programming and career events. We trust that our alum can relate our students and to their struggles. Our alum are empathetic and compassionate and want to give back and guide our students.

Clearly communicate your goals and expectations to your mentor. This helps them understand how they can best support you. Clearly outline your goals and what you hope to gain from the mentorship. This will guide you in selecting a mentor whose experience aligns with your objectives.

To extract valuable guidance from alumni mentors, establishing clear communication channels is paramount. Firstly, create a structured mentorship program that defines goals and expectations for both mentors and mentees. Encourage regular one-on-one meetings, fostering an environment where mentees can openly discuss challenges and seek advice. Additionally, leverage networking events or online platforms to facilitate broader connections, enabling mentees to tap into a diverse range of experiences and insights. Ultimately, nurturing a culture of mutual respect and continuous feedback ensures that the mentorship relationship thrives, providing meaningful guidance to mentees from alumni mentors.

Setting clear objectives and expectations is crucial in a mentoring relationship. It provides a roadmap for both mentor and mentee, ensuring that their efforts are aligned and productive. When defining objectives, mentees should articulate their goals, whether they're related to career advancement, skill development, or personal growth. Expectations should encompass communication frequency, feedback mechanisms, and desired outcomes. By establishing this clarity upfront, mentees and mentors can build trust, stay focused, and measure progress effectively.

Assess whether your communication styles, personalities, and values align. A good mentorship relationship often thrives when there is compatibility between mentor and mentee.

Here are a few thoughts: Seek mentors with rich personal and professional experiences aligned with your goals—they often provide more insightful guidance. Start with a discussion on your objectives and shared expectations to keep the mentorship focused and productive. Come with specific questions and a clear agenda. Preparation ensures meaningful, actionable insights. Be punctual, attentive, and receptive to advice, even if it challenges you—growth often comes from different perspectives. Apply your mentor's advice in real-life situations and share your progress to illustrate your dedication. Regularly ask for feedback and reflect on your progress. This strengthens your learning and keeps the mentorship on track.

Take the initiative to schedule regular meetings or check-ins. Come prepared with specific questions or topics you'd like to discuss. Proactivity demonstrates your commitment to the mentorship.

Mentorship doesn’t just take place in the meetings, it’s a commitment that takes self-work (which sometimes means homework). I’ve noticed a trend lately, where everyone is understanding of each other’s busy lives, however, if you continually find that you are unable to get your work done between sessions, it’s time to reevaluate either the time you to have to commit, or the type of assignments you’re getting between the meetings.

Honest feedback (especially necessary critical feedback) is such a benefit from a mentorship relationship. If you notice your mentor is not able or willing to give you feedback that elicits improvement, or disagrees with you every so often, they may be better for a sponsorship role than mentorship. (Sponsors are outspoken advocates for you in rooms where you are not present, which takes a completely different skill set).