Link Overview:


The Professions...


What the...
mentoring program is, what is is not...

Benefits of a
Mentor/Protege Relationship...

The Mentoring

and Definitions...

Mentoring Styles

Attributes, Skills
and Functions of an Effective Mentor...

Attributes of a
Receptive Protege...

The Mentoring

Important Issues

A. Source
B. Activities
C. The Mentoring Contract

The Mentoring Contract

Establishing Expectations in your Mentoring Relationship

Development Planning Process

First and foremost, the protégé must have a general understanding of the goals and objectives that he/she wishes to gain from the mentoring relationship. Once these have been well defined by the protégé, the mentor and the protégé must review the goals and objectives and determine an action plan for attaining them. Definitions of goals, objectives, and the action plan are outlined below.


The goal is a long-term result or outcome. The goal needs to be well defined so that results can be clearly measured. Finally, why the protégé wishes to develop the competency must be articulated.


Objectives are short-term, single outcomes that take you along the path towards the goal. They are measurable in terms of results, or some degree of change.

Action Plan/Negotiated Agreement

The action plan, or negotiated agreement, should include both short and long-term actions that both parties will take. For example, times and dates for meetings, resources needed, and dates for completion of short and long term tasks should be included.

The Mentoring Contract
Establishing Parameters for the Mentoring Relationship

The following points should be considered when the mentor and protégé are putting together their negotiated agreement.

  • Determine time and frequency of meetings.

  • Define the expectations and goals for the protégé's development and the relationship.

  • Agree that a certain level of confidentiality is required and expected.

  • What does success of the relationship look like?

  • What you will celebrate and how?

  • How will the two communicate (i.e. by telephone, in person, via email, etc.)?

  • What will you not do?

  • What points will feedback be given on (for both the mentor and protégé) and when will they occur?

  • Agree upon the duration of the mentoring relationship. Will it be six months? A year?

  • 'Off-ramp' provisions - that is, how the relationship will be ended if the pair feel it is no longer adding value?

  • Will you include a no-fault, automatic expiration through inaction by both parties?

  • Potential conflicts?

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