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Why Mentoring Needs a Clear Process Before It Begins
Imagine talking to a new client and diving straight into advice without first understanding who they are, what they're trying to achieve, or what's actually getting in their way. You wouldn't do it in any other professional relationship - and mentoring is no different.
Mentoring works best when it's treated as a long-term partnership, not a quick fix.
What's the ideal mentoring process?
Simply put:
you learn about the person
you understand the context, and
you build something step by step
That's why a clear process matters. Mentoring isn't just a series of conversations; it's a cycle of exploration, planning, action and reflection that constantly adapts as the mentee grows. When you follow a structure, the relationship stays purposeful, progress becomes visible, and the outcomes last far longer than the sessions themselves.
The Risk of Rushing In
Entering a mentorship relationship too quickly - without taking time to understand the context - often leads to unstructured and ineffective conversations. In our experience, this is when mentoring tends to stall; sessions drift, the underlying issues never quite get addressed, and both sides can feel they're circling the same ground without real progress.
A structured approach changes that. It gives the relationship clarity and direction, keeps both people aligned, and stops the sessions being swallowed by busy schedules. It may feel a little formal at first, but putting shape around the process is what turns mentoring from a good intention into a genuinely impactful partnership - and this structure is best understood through four clear stages.
What are the four main stages of mentoring?
The four main stages of a mentoring process, namely Analysis, Planning, Progression and Evaluation can be applied to many mentorship relationships - regardless of the mentoring types used in the sessions. As with all processes, it is important to follow each step thoroughly to achieve success. Skipping steps or focusing too heavily on one aspect while disregarding others can lead to confusion and subpar outcomes.
Stage 1) Analysis: Assessing Current Performance
Mentorship can only commence once the mentee recognises their desire and need for improvement in their performance or work habits. It is the mentor's responsibility to aid in the development of this recognition, as mentorship cannot be successful without the mentee's willingness to change. One approach to fostering recognition and awareness in the mentee is through using questioning that assesses their current performance and compares it to their desired level. Self-assessment exercises can serve as a strong foundation for future discussions. Our mentoring platform includes built-in tools such as SWOT and G-STAR to support this process.
Stage 2) Plan: Developing a Personal Learning Plan
A mentor should not force learning onto the mentee; instead, the mentee must actively participate in the process. As a result, creating a Personal Learning Plan (PLP) is a valuable step in the second stage.
The Personal Learning Plan (PLP) should address the following points:
- What is the desired outcome - what the mentee hopes to achieve through the mentorship.
- How it will be achieved - the steps or strategies the mentee will take to reach their goal.
- Where it will take place - the location or environment in which the mentee will implement their plan.
- When it will start and end - the timeline for the mentorship process.
- How it will be measured - the methods or criteria used to evaluate the success of the plan.
- Who will be involved - the participants or stakeholders who will play a role in the mentorship.
For optimal results, the Personal Learning Plan (PLP) should concentrate on one or two targeted development goals that are SMART: Specific, Measurable, Achievable, Relevant, and Timebound. Our mentoring platform includes an inbuilt SMART Goal Tool to aid in this stage of the mentorship process.
Stage 3) Progression: Implementing the Plan and Making Progress
At this stage, the mentor's role is to offer support to the mentee as they work towards their goals. The mentor must create a secure environment for exploration, self-discovery, and genuine learning as the mentee navigates their professional and personal hurdles. This stage is the most extensive and will require the most interactions and engagement. It is advisable to hold regular evaluations and to acknowledge any milestones that have been accomplished to monitor progress.
Stage 4) Evaluation: Reviewing Progress and Setting New Goals
This final stage entails evaluating the outcome of the goals, assessing any alterations made to the original objectives and Personal Learning Plan, determining the advantages gained from the mentoring process, and considering what the mentee (or mentor) has learned that might influence their future approach.
Do the mentee and mentor require a revised PLP and set of objectives to maintain the progression?
If additional improvement is still required (and the need for continuous improvement of performance is a common occurrence in the mentoring process) a new PLP and set of goals can be created and the initial mentoring relationship can be considered finished within the mentoring platform, but it is possible for the relationship to continue with a new plan and potentially a new mentor.
Frequently Asked Questions
How long should each stage of the mentoring process take?
There's no fixed timeframe. Some pairs move through a cycle in a few months, while others take
longer. The key is steady progress, regular check-ins, and keeping the goals relevant. If
something changes, you simply move back to an earlier stage.
Do we have to start with Analysis every time?
It's the most helpful place to begin, but not a rule. If the mentee's situation evolves – a new
role, new priorities, or unexpected challenges – you can revisit Analysis at any point.
Mentoring is meant to flex with real life.
What happens if our original goals change halfway through?
That's normal. Goals often shift as the mentee gains clarity. When it happens, you pause, review
what's changed, and update the ‘Plan stage' so everything stays aligned.
How often should mentor and mentee meet?
Most pairs meet monthly, but the ideal rhythm depends on the goals. The important thing is
consistency. Even short sessions help the relationship stay focused and productive.
What if progress stalls?
Stalling is usually a sign that you need to reset. Go back to the Analysis or Plan stage, refine
the goals, and make the next few steps more actionable. A brief ‘course-correction' meeting
often gets things moving again.
Can a mentoring cycle end?
Yes - and it's a positive sign when it does. Once the mentee achieves their goals, you can close
that cycle and begin a new one if needed. The Evaluation stage helps you capture lessons and
decide what comes next.
Do we need to record everything?
Not everything, but capturing key decisions, goals, and reflections helps both sides stay
aligned. A Personal Learning Plan or structured notes make it easier to see progress and review
what's changed over time.
Is mentoring always long-term?
Not at all. Some mentoring relationships are short and focused, others last years. What matters
is clarity about what you're working on and regular alignment on whether the relationship is
still meeting those needs.
Do You Need a Platform to Manage The Mentoring Process in Your Organisation?
That's easy to find out...
There's a free, 3 minute quiz that will help you decide whether a mentoring program is the right fit for your organisation.
And, once you've taken the quiz, you can simply book a free, no-obligation demo or get in touch if you want to see a mentoring platform in action, first hand.
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