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Running Head: MENTORING PORTFOLIO 1

Mentoring Portfolio

John Dandoy

Azusa Pacific University


MENTORING PORTFOLIO 2

Mentoring Portfolio Outline

As a mentor, one has a responsibility to their mentee to be open, to be honest, and to call it as

they see it. This type of relationship is unique, few relationships in life give us a real

opportunity to engage with the other person, the begin to know them, to understand their context

motivations, and to let them see who we are (Zachary, 2012, p. 95). In order to positively

influence a mentee and begin the process of meaningful self-development, the mentee and

mentor must build a bond of trust. This bond of trust is, in many ways, the backbone of the

mentee/mentor relationship. As Howard Schultz put it, I had to find a place where I could be

myself (George, 2015, p.17). This authenticity is only developed when there is psychological

safety or a safe space for both participants to share freely. This environment supports growth

through asking questions, expressing ideas, and acknowledging errors (Lindsay et al., 2002,

p.534).

The following secessions are a proposed guideline for to establish rapport with a mentee, build

trust, listen to their expectations and goals, and effectively influence the mentees beliefs to

impact their behaviors and ultimately their outcomes.

Session 1

Session one should be a meet and greet. This is an opportunity for the mentor and mentee to get

to know each other and garner some basic information about each other. It is the first pillar of

establishing trust and creating rapport.


MENTORING PORTFOLIO 3

Session 2

Session two will be a basic and short recap of the information obtained in Session 1 and a further

exploration of items of interest. Additionally, session two would include assignments for the

mentee on issues of importance and relevance for the initiatives the mentee would like to explore

at the next meeting. In this secession the mentee will also be given an assignment to further

elaborate on who they are as a person, what makes they tick, in their own words.

Session 3

Session three would be the time to actively engage the mentee in discussions about the issues and

objectives important to the mentee. The mentee ideally would feel comfortable, safe and

confident sharing freely their goals and objectives in a safe space with the mentor after the first

two sessions. Based on the information obtained in the first two sessions, the mentee will most

likely be ready to actively engage in all initiatives assigned by the mentor.

Session 4

This session will be spent reviewing the mentees progress on working on their (his/her)

initiatives. The mentor will review, discuss and breakdown the information in order to assist the

mentee with moving forward in the pursuit of their objectives. In short, helping them achieve

their goals.
MENTORING PORTFOLIO 4

Session 5

This is the session wherein you review and evaluate your mentees progress and add additional

suggestions or resources in order for the mentee to continue on their path to success. This

forward moving path is a result of the superior coaching and mentorship of the mentor towards

the mentee.
MENTORING PORTFOLIO 5

References:

Zachary, L. J. (2012). The mentor's guide: Facilitating effective learning relationships (Second
ed.). San Francisco, CA: Jossey-Bass.

Lindsay, D. R., Day, D. V., & Halpin, S. M. (2011). Shared Leadership in the Military: Reality,
Possibility, or Pipedream?. Military Psychology (Taylor & Francis Ltd), 23(5), 528-549.

George, B., Craig, N., & Snook, S. A. (2015). The discover your true north fieldbook: A personal
guide to finding your authentic leadership. Hoboken, NJ: John Wiley & Sons.

George, B. (2015). Discover your true north (Second ed.). Hoboken, NJ: John Wiley & Sons.

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