What are the best practices for setting and reviewing mentoring goals and expectations?

The #1 mistake most store managers commit is that they think being a mentor is a one-way street. They develop a superiority complex where they think only they are training their mentee. In reality, a mentoring relationship should be a two-way street. Both the store manager and the mentee should equally benefit from it. Store Managers should surely find some of their areas of improvement and use these mentoring opportunities to become better in those areas.

Be up front with objectives. Give clear visibility to the end result. Consistent follow up and course correction are key. Be careful not to micromanage. Allow the learner to have input and ideas. Growth is not found following one way to accomplish a task but the end result should be the same.

Setting and reviewing mentoring goals and expectations is essential for a productive and successful mentorship relationship. Here are some best practices for this process: Setting Goals and Expectations: 1-Define Clear Objectives 2-Mutual Agreement 3-SMART Goals 4-Prioritize Goals 5-Identify Expectations Reviewing Goals and Expectations 1-Regular Check-Ins 2-Open Communication 3-Feedback 4-Adjust as Needed 5-Celebrate Achievements 6-Document Progress 7-Evaluate the Relationship 8-Exit Strategy 9-Feedback on the Mentoring Process Effective mentoring relies on clear, well-defined goals and expectations, ongoing communication, and a willingness to adapt and improve the mentorship relationship over time.

Transform goal-setting into a collaborative art by envisioning your mentoring relationship as a dynamic, evolving project. Start with a shared vision board—physical or digital—where both parties can add their aspirations, challenges, and milestones. Review and adjust goals regularly, making space for feedback and real-time reflections. This visual and interactive method not only clarifies expectations but also keeps motivation high, fostering a sense of ownership and continuous alignment.

When setting and reviewing mentoring goals and expectations, it's crucial to ensure clarity and alignment between both parties. Start by discussing individual objectives and desired outcomes, focusing on areas for growth and development. Establish SMART (Specific, Measurable, Achievable, Relevant, Time-bound) goals that are realistic and actionable. Regularly review progress, openly communicate any challenges or adjustments needed, and celebrate achievements together. Maintaining an open and trusting relationship, with clear communication and mutual respect, is key to a successful mentoring partnership.

Be on the same page. It's key to seek to understand that the mentee be able to relay the ask back to you and understand how to accomplish the task. Did you set them up with the tools and time to complete the ask.

Approach mentoring like designing a bespoke outfit—customized and adaptive. Start by discussing each other's strengths, challenges, and visions, just as you’d tailor a suit to fit perfectly. Use a shared digital platform to track progress, set milestones, and celebrate wins. This visual tool helps keep everyone aligned and accountable, and it makes adjustments smoother. By treating each goal as a unique piece of the overall design, you ensure that the mentoring relationship evolves organically, just like fashion trends.

Think of setting mentoring goals like planning a travel itinerary. Start by crafting a shared vision, as if you're plotting the ultimate journey together. Use a digital journal or shared document to sketch out milestones, just like marking key stops on a map. Regularly check in on this “itinerary” to ensure you’re on track and make course adjustments as needed. This way, you keep the journey dynamic and responsive, ensuring both parties stay engaged and motivated throughout the mentoring process.

The old way to showcase true accountability is to supply your colleague with a clear written task list AND follow up. If there is no follow up. Accountability is meaningless without checking up and measuring the success of the ask.

Imagine your mentoring journey like tending a garden. Regularly revisit your goals and expectations as you would check on your plants. This means adjusting your approach based on growth and feedback, not just sticking to a plan. Celebrate small wins and recognize areas needing more attention. This ongoing care keeps the mentoring relationship vibrant and responsive, ensuring both parties flourish and grow together.

Feedback both good and constructive are necessary for complete understanding and recognition. When the one who proposed the ask doesn't know how to accomplish the task itself there is little point in asking another to do the task. The key to follow up and accountability is knowing what is involved in completing a task yourself.

Seeking "Constructive" feedback is important. Ask yourself if the feedback is " Helpful" and insightful. Anyone can give feedback and criticise but leaders offer helpful feedback with the goal of allowing your Mentee the opportunity to succeed.

Think of goal-setting in mentoring like gathering different puzzle pieces. Seek feedback from a range of people—peers, mentors, even customers—to get diverse perspectives. This approach helps you fit together a more complete picture of your progress and areas for growth. Each piece of feedback adds depth and clarity, guiding you to refine your goals and expectations in unexpected ways. It’s like having multiple maps to navigate the same journey, ensuring you’re on the right track and discovering new routes to success.

One way to receive the feedback from others is to have the mentee utilize the skills they have been learning with others. This will help both the mentor and the mentee understand how well the skill has been grasped. It will also help show where the gaps are and where additional training or understanding is needed. If the mentee can turn around and teach the skills they have been working on to others, then they likely truly understand or have reached mastery of the skill.

Think of your mentoring journey like crafting a story. After each chapter, pause and review how your skills and perspectives have evolved. Reflect on the impact of the guidance you’ve received and the contributions you’ve made. This isn't just about celebrating achievements but also recognizing how these experiences weave into your personal and professional growth. Use these reflections as plot points to guide the next chapters, ensuring you're writing a narrative of continuous development and meaningful impact.

One of the most important aspects of any mentoring relationship is 'measuring the outcome of mentorship.' Most store managers spend their time and energy on mentoring, only to realize that the mentee doesn't see a major benefit. It's important for store managers to mandatorily do feedback or retrospective sessions weekly to know if both, the mentor and mentee are benefiting from it. If not, the approach of mentorship needs to be changed without further delay.

Consider setting mentoring goals as if you're designing a unique fashion collection. Each goal should be like a distinct piece, tailored to fit the bigger vision. Regularly review progress like fitting sessions—adjusting and refining as needed. Use feedback creatively, not just to correct but to innovate. Share these stories and adjustments openly; they’re not just milestones but integral to the evolving design of your development. This way, your mentoring relationship becomes a dynamic, evolving project where growth is continually reimagined and refined.