Your Complete Guide to 121 Mentoring

A 121 mentoring relationship, when done properly, will be a transformative experience for both the mentor and the mentee. It’s a mutually beneficial exchange of wisdom and knowledge. Offering personalised guidance and support, this mentorship approach provides structure, growth and personal development for both mentor AND mentee.

If you’d like to know more about 121 mentoring, keep on reading as we explore the pros and cons of – and the differences between – one-on-one mentoring and group mentoring.

What Is One to One Mentoring?

One to one mentoring is an exclusive relationship between a mentor and a mentee. There are different types of 121 mentoring, including peer mentoring, but the most common arrangement is the classic mentorship style, in which the mentor is usually (but not always), older and more experienced in their field than the mentees.

Just like other types of mentoring, the main goal of one-on-one mentorship is to help the mentee gather more experience and develop the skills they need to progress in their career. The main reason why one-on-one mentoring is very effective is that it allows you to give your full attention to your mentee, reducing the chances of missing any important details.

121 Mentoring Activities

There are numerous activities you can engage in with your mentees during one to one mentoring sessions to help them get the most out of the learning experience.

1. Career Mapping

Being a mentor is like being a Sat Nav for your mentee’s career. You get to guide them through the twists and turns of professional development and make sure they don’t take any wrong turns. This is especially useful if you’re mentoring someone in a similar role to one you’ve performed and know the specific challenges of that industry and job role.

By creating a career map, you can help your mentees break down long-term goals into smaller, more manageable steps, allowing them to make progress without feeling overwhelmed. When you assist your mentees in setting achievable timelines, significant milestones, and actionable tasks, you give them structure and guidance which helps them succeed.

2. Skill Building

You can plan a mini-workshop session focused on the skill they need to develop. Immerse your mentee in a world of interactive learning during the mini-workshop by providing them with hands-on exercises and activities that will help them hone their skills.

3. Go to a Virtual Conference Together

Going to a virtual conference creates a unique opportunity for both the mentor and mentee to learn and grow together. By diving into fresh and exciting subjects as a mentor, you can broaden your horizons, glean valuable knowledge from seasoned professionals, and keep yourself in the loop regarding cutting-edge developments and emerging trends within the industry. You’ll then both have a sounding board that has been through exactly the same learning, and you get to learn what each other took away from the conference.

4. Write SMART Goals

SMART is an acronym for:

Specific

Measurable

Achievable

Relevant

Time-Bound

You should help your mentees set goals that make their objectives clear and achievable. When the actionable steps are clearly stated, it’s much easier to track progress, provide feedback, and conduct evaluations to ensure they are making steady progress towards their specific goals.

Benefits of One-On-One Mentoring

This type of mentoring provides a nurturing and supportive space for mentees to learn, grow, and thrive, while mentors have the chance to make a meaningful impact and help shape the future of their industry. Here are some key benefits of one-on-one mentoring:

Better Communication

Some mentees may struggle to express themselves in a group mentoring setting, and as a result, they may complete the mentorship programme without benefiting from it. One-on-one mentoring is a closed relationship between you and your mentee; no one else is involved, so if your mentee is shy in a group setting, this will provide them with a sense of safety and security.

Accountability

Accountability is a must in any professional relationship if growth is important. One-on-one mentoring makes accountability easy, as there are only two people involved. You can be your mentee’s personal cheerleader, ensuring that you don’t slack off and that they stay on track and follow the goals you’ve set for them.

Centre of Attention

Another of the benefits of one-on-one mentoring is that it makes the mentee the centre of attention. They can’t get lost in the sea of other mentees in a group setting. One-on-one mentoring sessions make it easy for you as a mentor to have meaningful, intentional and genuine conversations with your mentee. They also make it easier for the mentee to relax and feel comfortable as they’re not competing with other mentees, some of whom may be louder and have more forceful or demanding personalities.

Personal Development

As a mentor, it’s important to reflect on your personal experiences and analyse your strengths, weaknesses and the valuable lessons you’ve learned throughout your journey. Through the process of reflective practice, you can gain a deeper understanding of your own expertise and refine your knowledge and skills. It’s easier to do this when you’re doing more 121 mentoring sessions than when you’re doing group sessions, when you’ll likely spend a lot of time just checking all the mentees are engaged.

Cons of One-on-One Mentoring

Although one-to-one mentoring is widely respected, it’s important to acknowledge some possible drawbacks.

Possibility of Mentor Bias

Since mentors have their own unique perspectives, there is a chance that their guidance may be influenced by their biases without them realising it. Mentors might unknowingly influence their mentees to pursue particular career paths or adopt certain perspectives that align with their personal biases or past experiences. It’s important the mentor doesn’t live vicariously through the mentee.

Over Reliance on the Mentor

At times, mentees may become overly reliant on their mentors, depending entirely on them for advice and making choices. That is down to the mentor not setting appropriate goals and boundaries. Mentees should be able to develop their own critical thinking and decision-making skills, even when they have the guidance of mentors. Relying too heavily on a mentor can hinder a mentee’s ability to develop self-sufficiency and independence. There’s less chance of this happening in a group mentoring session.

Limited Perspectives

In a one-on-one mentoring relationship, the mentee benefits primarily from the perspective and experiences of a single mentor. This can limit exposure to a variety of perspectives and alternative approaches to problems. The mentee may miss out on the chance to learn from other mentors like they would in a group mentoring session, where there will be diverse expertise and differing points of view.

Become a Career Navig8r

Now that you understand 121 mentoring is the best method for both the mentor and mentee, all you need to do is fill in your details on the Career Navig8r mentor sign up page and start your mentoring journey/side hustle/new career today.