This is primarily a resource for WANBAM mentors. We made it public incase it helps other mentorship/community building programs. Any questions please reach out to Kathryn

WANBAM started in 2019 with a group of volunteer mentors. As we build and grow the program, we collaborate to create and test mentorship resources. During our first two rounds, we produced two mentor resources. We encourage mentors to start here:

In March 2021, WANBAM held a sharing session with twenty-five of our mentors, where we discussed insights and useful resources on mentoring. This resource document builds upon that discussion and will be refined over time. Additionally, mentors made recommendations on specific resources they find helpful. Those have been added to the second resource above.

It is important to note that WANBAM mentees consistently rate their mentorship very highly. This is not intended to recommend a “one-size-fits-all” mentorship style but to provide insights into what other mentors have found helpful. We are incredibly grateful to our mentors for their expertise and guidance. 

On setting goals with mentees: 

Mentees have varying goals and support needs. The first meeting is ordinarily to get to know one another and explore how to work together productively. The second delves further into goal-setting. While optional, this encourages mentees to consider how we can best assist them and make meetings as productive as possible for both parties. When setting goals, our mentors have found the following helpful:

  • Ask your mentee to reflect on their goals prior to your meeting and then refine them together. This gives mentees time to reflect on and research their ideas independently.
  • Consider how you can realistically assist and set expectations with your mentee about how much help you can provide. Setting expectations in advance about the time you have is incredibly helpful in ensuring mentees feel supported while protecting your time.
  • Break goals into long and short-term goals: Set goals for the duration of the mentorship while encouraging the mentee to think of how this can inform their longer-term aspirations. For example, if you have a mentee who wants to be promoted to Head of Staff in the longer term, short-term goals may be to identify opportunities for skill development and create a plan.
  • Consider working together: A great way to tie mentorship to your own personal development is to include your mentee. For example, if you are both developing your management skills, you could pick a resource to explore and discuss together.
  • Encourage mentees to focus on their well-being and sustainability when goal-setting. A resource we have found helpful to spark these discussions is Sustainable Motivation by Helen Toner. 
  • Provide examples of the types of goals you would be happy to assist with: This can be particularly helpful when a mentee feels stuck or uncertain. For example, “I’d be happy to recommend the following resources. Would it be useful for you to explore them, and we could discuss what really resonated with you during our next meeting?”
  • Using Objectives and Key Results (OKRs) can be helpful. You can find more information about OKRs here.

On building a relationship with mentees: 

Our mentees report that a core value of mentorship is having someone who listens and is genuinely invested in their progress. Our best-reviewed mentors are those who build a kind and supportive relationship with their mentees. As such, we have found managers and community-builders are frequently some of our most successful mentors. Some recommendations on building trust and understanding are:

  • Empower your mentee to lead the session: this also allows you to tailor mentorship based on the needs and preferences of the mentee.
  • Encourage feedback on what style of mentorship is most helpful.
  • Practice active listening: Try not to jump into solution mode too quickly but listen and reassure.
  • When appropriate, share failures and lessons learned: Showing vulnerability and sharing times where things haven’t progressed as smoothly as you would have hoped can be really valuable in normalizing failures and challenges as par for the course.
  • Explore deeper values together: A source of values may be Effective Altruism. One of our mentors found that using the 80,000 Hours’ key ideas helpful to prompt these discussions.
  • Consider attending an event together: If you are comfortable, this could be something outside of a professional context in an interest area you both share.
  • Encourage mentees to make full use of the WANBAM Slack, events, and peer groups. Mentees will be informed of all activities via email when they are onboarded.

Some logistical tips:

  • Consider using the Guidance Sheet as a helpful starting point to spark discussion.
  • Suggest to mentees that they send questions or topics prior to your meetings: This helps you to explore resources and reflect on guidance in advance. Mentors usually don’t make this required, but emphasize it as an option. A simple Google doc template to fill out in advance can be useful.
  • Book meetings in advance: Some of our mentees can be nervous to reach out and worry about “wasting their mentor’s time.” Setting meetings in advance reduces this concern for mentees and stops them from self-selecting out of the program. It also removes logistical pressure.
  • Use Kathryn and WANBAM as a resource: Any challenges you may be having, please reach out!

Concluding note:

We are here to help! If you have any other suggestions, please reach out to Kathryn at eamentorshipprogram@gmail.com. Thank you so much for your incredible work and for being such an integral part of our community.

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