Frequently Asked Questions
Frequently Asked Questions about the Mentoring Platform
How much time commitment will it take?
The minimum commitment is to a process of three sessions of an hour held over a period of three to six months.
The usual frequency is monthly. Sometimes the first two sessions may be closer together to help momentum build. Watch out for a third session ‘dip’ as the mentee sometimes feels that the early boost they experienced in the earlier sessions is not so evident.
The length of each session can vary but is typically no less than one hour.
Experience shows that virtual sessions by phone, video or audio Skype or similar can be equally as effective as face to face sessions, so physical distance should not be a barrier to partnering with the mentor that is the best match for you.
How do I clarify the nature of our relationship?
The clearer both can be on what it is they will work on and how they will work together, the greater the success your mentoring process will have. We recommend a short chemistry-check call or meeting to ensure both mentee and mentor feel there is a good basis to work together founded on mutual respect for the mentee’s desire to learn and professionalism and the mentor’s track record of achievement.
We to suggest to fill-in the Mentoring Relationship Guidelines.
How do I meet or speak to my Mentor/Mentee?
The IESE Mentoring Platform allows users to interact in video conferencing, you can download the APP or use the platform in your computer.
How should we monitor the process?
The test of a good mentoring process is that it is useful for the mentee. It's recommend to do this during each session. Both the mentee and mentor should not hesitate to highlight if a course correction or adjustment in either way is required. Keeping a learning log with notes on what was discussed during the meetings and the action plan for the mentee after each session is highly recommended.
Is an end of the process evaluation necessary?
Yes, it’s recommended that the mentee and mentor review their contract and check if the original aims were met, relating to both the what and the how. Learnings for each party can be identified for future processes they may be involved in. There will also be an evaluation survey run by IESE.
Please keep in mind what a MENTOR is NOT:
In mentoring, the mentor has ‘travelled the road before’ and offers advice based on their own experiences. In coaching, a trained coach ‘accompanies their coachee along the road’ helping them find their own way through the application of specific coaching techniques, therefore the coachee does most of the talking, while the coach asks questions and listens. A mentor will talk more than the mentee in response to his interests.
IESE Career Advising
The IESE Career Advising is a service provided by a team of advisors with experience as head hunters or HR directors of large companies focused on all matters relating to career management including career review, reorientation and practical approaches to career advancement like development of personal brand and networking.
A Job Search or Introduction Request
The mentee shouldn’t enter the process looking for a job or contacts and mentors shouldn’t feel under an obligation to offer jobs or make introductions, although that may be a natural outcome of the relationship as it develops.
A Talent Search
The mentor shouldn’t enter the process to discover talent or conduct an extended job interview.
A Consulting deal
Mentees should not expect mentors to act as management consultants, helping them with specific projects or technical support required in the mentees job.
A Brain Dump
Mentees should not expect to their mentors to download every last drop of their expertise and mentors should not fear that all their ‘crown jewels’ will be given away so easily. Of course, there’s sharing of knowledge and expertise but mentoring is an interactive learning process in which the mentee works hard to apply acquired insight or information to their own specific context.