At the beginning of their mentoring relationship, mentors and mentees should discuss how they want to structure their partnership. This is a summary of the information covered in greater depth when we examine the process from the individual viewpoint of the mentor and the mentee in their specific training.
Step 2 - Discuss Your Overall Mentoring Goals: Make sure the mentor (and the mentee) is clear about what the mentee hopes to gain from the process. Step 3 - Create a Mentoring Partnership Agreement: Discuss and sign a letter of understanding that lays out time commitments, goals, and pledges about general rules of behavior understood by both parties. The partners have collaboratively created a mentoring agreement outlining what they wish to accomplish and when. Step 1 - Review the Top 3 Mentoring Goals: Mentees should prepare by reviewing their notes from the previous meeting and think about what they would like to focus on at subsequent meetings and in what order.
Each time they meet, mentors should then set a meeting objective based on those goals and assemble any supplementary materials in advance of the session. To see a copy of the Mentoring Action Plan worksheet, either click here or consult your Mentoring Workbook. Accountability in a mentoring relationship directly affects the amount of learning that can take place within the relationship. When mentoring future National Income Life leaders both parties should not only be held accountable, but should have a complete buy-in to the concept of accountability, recognizing that it brings with it high performance and effectiveness in the relationship. When mentoring National Income Life agents it is important to clearly establish the goals and expectations as well as a specific timeline.
Progress monitoring is crucial to an effective, and accountable, National Income Life mentoring relationship. Remember, the end goal is for you to teach (mentor) your agents to have a successful and rewarding career with National Income Life. Whether you are an experienced mentor or an inexperienced mentee, putting accountability into your mentoring relationship will make it effective and produce an end product that is worthwhile for all parties.

The resources on these pages are available to support you in having a successful mentoring relationship. The following outline, which is tied to the first two of the Evolution of the Mentoring Relationship phases covered in the prior section, can help partners plan their future work together. It is important at the very beginning of the mentoring process for the partners to get to know each other and clarify the overall mentoring goals.
Both partners should evaluate the mentee's progress toward the identified objectives and goals each time they meet. With your Mentoring Agreement in hand, also determine how many hours, days, or weeks it will take to complete each activity.
Demonstrate your understanding of mentoring thus far by indicating how you would apply each principle to the element indicated.
As learning is the primary purpose of mentoring, accountability must be a major part of the relationship. In the National Income Life mentoring relationship, each party plays an important role by focusing on four primary areas; goals and expectations, progress monitoring, and measurement and feedback. In doing so, both the mentor and the mentee understand what is expected from the relationship. Goals and expectations will be readdressed at every stage of the relationship as each discovers what does and does not work. Remember, this is a relationship that requires time, dedication and a certain amount of work. Positive reinforcement is healthy for both mentor and mentee and gives energy to the relationship. Sharing daily thoughts is a great way for the mentor and mentee to see how they are doing emotionally.
As you set goals and expectations, measure your progress and get feedback, you are investing in a mentoring relationship that will pay great dividends.

The end result of this conversation will be a Mentoring Partnership Agreement, a formal document signed by all members of a mentoring team that spells out the expectations and responsibilities of everyone involved.
Putting the goals, action steps, resources needed and a target completion date that are part of the Mentoring Action Plan onto paper helps mentees translate their goals into executable and attainable steps and allows the partners to plan and track their successes. Building this accountability into the mentoring relationship takes some time, but is certainly worth the payoff. By working on each of these areas, both mentor and mentee will maximize the effectiveness of the relationship, providing each with a high level of satisfaction.
If you fail to make changes, you will find yourself dreading meetings and ultimately falling away from the relationship. The partnership of mentoring with accountability will maximize learning, providing a positive experience for all concerned.
Additional vital information concerning the acquisition of the competencies needed to successfully navigate these phases will be provided within the personalized mentor and mentee training.
This vehicle helps create a safe environment for the mentee to examine behaviors or areas that they want to change or improve. These shared experiences strengthen the trust between the parties and make for a much more effective relationship.
A mentor can be a wealth of knowledge during this stage by sharing resources, developmental ideas, and opportunities to stretch and grow. Being overly casual, which can sometimes happen in e-mails and texting, may lead to more of a friendship than a mentor relationship.
Sticking as close to them as possible will help you both get the most, and give the most, from your mentoring relationship.

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