Start >Setting Objectives >Dos and Don'ts
   
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MENTOR CHECKLIST FOR OBJECTIVE SETTING

Check these have been done ... Because
Are the objectives linked to the overall aim? Otherwise not assisting in reaching overall goal
Are they mutually agreed after consultation? Mentee needs to take ownership of objectives
Is the wording right? Easier to understand & measure
Are they SMART? Ensures that objectives can be used constructively
Is it clear how you will measure them? Mentee & mentor can identify progress & whether achieved
Are they prioritised?( must, should & could) Ensures that time is spent on the most crucial areas first
Are the objectives being used? Otherwise will de-motivate mentee
Are they monitored regularly? To provide feedback on progress
Were any changes agreed? Mentee needs to take ownership of objectives
Make sure you haven't ... Because
  • Set vague objectives
Both mentee & mentor will have trouble interpreting & measuring them
  • Set unrealistic targets
Will de-motivate mentee - it will be set up to fail from the start
  • Imposed objectives
 Mentee will view their involvement as being insignificant
  • Made the process too bureaucratic
Will stifle the benefits of the mentoring process - will be seen as a paper chasing exercise
  • Just left them collecting dust
Pointless in setting them - mentee will wonder whether the mentoring process is of any worth