Roles of Mentees and Mentors

A clear understanding of roles and expectations is essential for a successful mentoring relationship. Mentoring within the Industrial Mentorship Programme is based on mutual trust, open communication, and shared responsibility. The relationship is non-hierarchical and relies on active engagement from both sides.

The Role of Mentees

Mentees play an active and self-directed role in the mentoring process. 

They are encouraged to:

  • Take initiative and actively shape the mentoring relationship
  • Define personal goals and topics for discussion
  • Prepare for meetings and reflect on questions or challenges in advance
  • Be open to feedback and new perspectives
  • Communicate openly, reliably, and respectfully

 

Mentees are responsible for driving the process and making use of the mentor’s experience and insights. Mentoring does not replace academic supervision or career counselling services. 

The Role of Mentors

Mentors act as experienced guides and supporters based on their professional background. 

Their role includes:

  • sharing experiences, insights, and perspectives from their professional career
  • offering constructive and honest feedback
  • supporting reflection on career options and decision-making processes
  • providing impulses and, where appropriate, insights into professional networks

Mentors are expected to provide academic supervision, make decisions on behalf of the mentee, or arrange employment opportunities. It's optional, not mandatory.

Shared Responsibility

Mentees and mentors jointly shape the mentoring relationship and share responsibility for building a relationship based on trust. Open and transparent communication, mutual appreciation, and respect for each other’s time and commitment form the foundation of a successful mentoring partnership. The mentoring process should be reviewed regularly and adjusted together when necessary.

Clarifying Expectations

Clarifying expectations at an early stage supports a successful start to the mentoring relationship. During the initial meeting, goals, thematic priorities, organisational aspects, and approaches to exchange and feedback should be discussed. Clearly defining the boundaries of the mentoring role also helps prevent misunderstandings.

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