men·tee | \ men-ˈtē \
Based on Merriam-Webster, mentee definition is "one who is being mentored." Essentially, a mentee is an individual who is willing to learn and be coached from a senior person.
Mentorship is a relationship that focuses on future career and personal development. Usually, the mentor (senior person) will advise and share on knowledge with the mentee (junior person). The purpose of mentorship is to provide support, feedback, and guidance to the mentee throughout their careers.
P.S. – We also have a coaching skill guide! Take a look at examples of coaching leaders, our coaching do's and don'ts, and professionals that can benefit from this skill!
The word mentee isn’t in most dictionaries. Some usage experts have even claimed that the word mentee is “unnecessary” and is a “less elegant, replacement for “protégé.”
However, the Oxford English Dictionary coined the word mentee an American word that can be traced back to 1965. But just to be clear, the word mentee was used for many years before in academic publications. While there wasn’t an official debut of the word mentee, it’s been around for a long time and it’s not going anywhere anytime soon.
Synonyms of mentee include intern, trainee, stagiaire, and protégé. While there are many variations to mentee, they all have the same superpower: Mentees hold the power to foster the best versions of themselves.
Receptive to learning: Take this mentorship as an opportunity to learn as much as you can. Jot down notes, ask your mentor about their career successes and failures, share your roadblocks, and seek solutions to better yourself and the relationship. When you show that eagerness to learn, this will lead your mentor to invest more time and energy into your growth.
Asking questions: Mentorships are only effective if the mentee is receptive to learning and come prepared with questions. Whether it’s an open-ended, follow-up, or even close-ended questions, just ask. Also, your questions don’t have to be career-focused, your mentor is there to provide you advice on personal aspects of life.
Showing mutual respect: We touched on this one in the previous points, but make sure you give thanks where needed. Whether it’s before or after a meeting, in a text, or in an email, saying “thank you” can go a long way. Simply showing your gratitude (and we mean genuinely) makes your mentor feel appreciated.
Candor's definition does not include the following antonyms: mentor, teacher, guide, trainer, and coach. This is what we don't want to exude in the workplace. The critical ingredient for a candid culture is directness not bluntness.
Giving commands: Facilitating open conversations don't harbor negative or harsh emotions. Speaking aggressively leads to high tensions and defeats the purpose of candor. Aggressive communication can hurt others and result in broken relationships.
Talking at someone: There’s no such thing as the “perfect moment.” That only exists in movies. When it comes to candor, don't wait. It’s about immediacy and seeing the impact of that learning moment right away.
Lack of listening skills: Candor's definition targets the issue, not the person. Instead, focus on actionable feedback and brainstorm alternative methods to improve your peer's workflow.
There’s no such thing as the perfect mentee, but there are ways to strive to become the best mentee you can be. At the end of the day, you get what you put out in the world. If you really want to achieve your career goals and become the best version of yourself, then start with cultivating a mentorship relationship that will transcend beyond your wildest goals.
