Mentoring Future Leaders

Mentoring Future Leaders
© Learning Link International
April 2005
Terminating the Relationship to
Encourage Independence
David Clutterbuck explains the need for independence as follows:
“We feel that after a couple of years the role loses its importance and may
become a more negative element than a positive one. That is, after a few
years in the business it is more important that an individual be achieving on
his own rather than with the special help from a senior-management-level
mentor.” (2001, p.139) Remember …
• It should be explained right from the start, that mentoring
relationships have clear beginning and end point.
• Once medium-term objectives have been achieved, termination of
the relationship should be considered.
• “Over-staying one’s welcome” can spoil a good relationship, leading
to recrimination and bad feelings. Protégés normally experience
mixed feelings of wanting to fly solo, yet being scared to leave the
safety net behind.
• Preparation for separation includes:
• Stocktaking of the benefits derived from the relationship, e.g.
personal growth, newly acquired skills and behaviours or
confidence.
• Identification of what has not yet achieved and where and how to
find it.
• Elements of the relationship that might continue for years to come,
e.g. mutual support and friendship.
• It is normal for both parties to have intense, mixed feelings, such as
joy, sadness, separation anxiety, pride, loss, confidence and fear, all
at the same time.
• The relationship is now one of equal peers – more like a friendship
where there is give-and-take, rather than where the one party is
being put on a pedestal.
Module 4 - Mentoring Skills Page ! 1