Structure and goal setting are the foundation of every successful mentoring relationship. While your mentee likely has a general vision for where they want to go, they may not know the actionable steps they should take to get there. They’ll be looking to you to help them clarify and accomplish their goals.
To help you get started with your mentee, we’ve prepared a 6-step goal setting process to guide you through your initial conversations.
Start by asking your mentee, “What is the one bottleneck that’s stopping you from growing your business?” This will help align any goals you set with the core business problem they’re facing, rather than with less important issues or specific solutions that they may have jumped to prematurely.
They may come to the table with a simple answer, like “I’m not making enough money,” but that just speaks to the broad issue, not the root cause. Help your mentee unpack the problem to arrive at a more specific answer, like “I’m not attracting enough customers to achieve profitability.” A focused answer like this clearly articulates your mentee’s objectives and makes it easy to identify the appropriate goals—in this case, attracting more customers and increasing profitability.
Working toward a goal that can’t be accomplished will likely lead to frustration and disengagement, so it’s important to determine whether or not your mentee’s goal is feasible given their circumstances. Start by asking your mentee the following questions:
If you feel like their goal is not realistic, be honest and encourage them to direct their time and energy toward goals they are more likely to reach or smaller milestones along the path to achieving the long-term goal.
Once you’ve determined that your mentee’s goal is realistic, work with them to define what success would look like. Help them identify specific indicators of success—e.g., metrics like profit margin or number of new customers per month.
Next, take a benchmark of what those metrics have looked like up to now and assist your mentee in setting a numerical target for each indicator that will tell them exactly how they’re doing at a glance—e.g., increasing daily sales by 30 percent or attracting ten new customers.
Now that your mentee has defined goals, key metrics, and targets, it’s time to set a schedule for achieving them. Your mentee may already have a deadline in mind, but it’s important to steer them toward an achievable timeframe.
Similar to when you were determining the goal’s overall feasibility, keep your mentee’s circumstances in mind by asking the following questions:
Based on these answers, assign a date to the numerical targets you’ve established—e.g., gaining those ten new customers in the next quarter or increasing daily sales by thirty percent within the next six months. Set a timeline that’s long enough for the goal to be realistic, but short enough for the mentee to stay motivated.
Now that you have a target and a deadline in place, it’s time to help your mentee define the actionable steps that will help them reach their goal.
Start by determining your overall strategy. For example, if your mentee’s goal is to attract new customers, you could suggest that they:
Once you and your mentee have agreed on the overall strategy, map out individual tasks in a calendar. Set specific “mini-goals” by day, week, or month—e.g., “launch my company’s Facebook page by the end of next week” or “hire a PR firm by the end of this month.” These mini-goals help keep momentum going to ensure that your mentee can stay on track with their timeline.
Once your mentee has put their plan in place, make sure they are tracking their progress using the benchmarks you established together. When your mentee can see how close or far way they are from hitting a target, it can be extremely motivating and encouraging. That will help keep them engaged and on the path toward achieving their goals.
Goal setting is a critical part of initiating a successful mentoring relationship. By following these practices, you can ensure a productive, rewarding experience for both you and your mentee. Ultimately, it’s about finding a system that works best for your unique mentoring relationship, so feel free to use our suggestions as a starting point for developing a goal-setting process that makes the most sense for you.Next: Provide great feedback