Mentoring Future Leaders

Mentoring Future Leaders
Remember: The NINJA Principle:
“Never Interfere, Never Judge or Advise.”
© Learning Link International
April 2005
(Sir Christopher Ball)
Terminating Skills
It is important to discuss the total duration of the
process as well as the expected duration of each
mentoring session right from the start. An hour should
normally be sufficient to warm up, pick up from the
previous session, work on the particular issues or
objectives, and wrap up at the end.
A summary at the end of a session is essential to tie
the loose ends together and for both parties to leave
with a feeling of progress and closure. Either or both parties can do the
summary. A summary can be initiated by words such as “Tell me how you
think about the situation after our discussion”, or “Let’s look at what we’ve
done today. As I see it …”
Reference to the next meeting is a polite way of ending a session, as
well as standing up or glancing at a watch or getting your notes together.
One can also recap what the mentee has committed him/herself to do
before the next session.
Sometimes the most significant issues are shared towards the end of a
session. If time allows, a few extra minutes can be granted, as long as
this doesn’t become the norm.
Mentoring sessions should be tapered off towards the end, leaving both
parties feeling satisfied and looking forward to the next session.
Respect for personal issues is crucial. Should a mentee want to explore
issues beyond the ethical boundaries of mentoring, the mentor should
indicate that this is beyond the boundaries of the relationship and offer
to assist with a referral to an appropriate professional therapist.
Towards the end of the agreed upon mentoring term, both mentor and
mentee have to take stock and decide on outstanding issues and
decide where to go to from there. The opportunity for feedback or followup
meetings should always be left open. Over staying one’s welcome
rarely adds value to the mentoring relationship.
Module 4 - Mentoring Skills Page ! 1