Mastering the Mentor-Mentee Dynamic
On June 3, NYWICI’s professional development series Next Level You held the Mastering the Mentor-Mentee Dynamic event. The webinar was moderated by NYWICI member and industry professional Jackie Hyland and featured Kaplow Communications executives Samara Finn Holland and Julia Brown. Holland and Brown shared powerful insights into the success of their mentor-mentee relationship, along with key strategies for advancing professional growth.
Here are some tips and advice they provided to help mentees and mentors thrive in their dynamic.
What is Mentorship?
Holland first explained how she became a mentor to Brown at Kaplow Communications, where they were matched through a formal mentoring program. She defined mentorship as “supporting and encouraging people to manage their own learning so they can maximize their skills and improve their performance.”
Although they met through a formal mentoring program, Holland emphasized the nuances of mentorship and outlined different types: informal, formal, peer, and reverse mentoring. Each type offers unique benefits, and she noted that reverse mentoring remains particularly under-utilized.
Holland highlighted the importance of viewing mentorship not as a means to land jobs, but as a mutually beneficial relationship where both parties can learn from each other. At its core, mentorship is built on mutual respect and trust. She spoke about three key dimensions of mentoring: clarity, category, and chemistry.
She stressed that there must be a genuine connection between the two individuals for the mentorship dynamic to work.
Brown emphasized the importance of mentees being open about their goals and vulnerable with their mentors, allowing them to grow together. A successful partnership requires willingness, adaptability, and openness to all possibilities.
What Sets the Tone in the Relationship?
Holland mentioned that mentees should take the lead in the relationship by managing scheduling and outlining their goals so mentors know how best to support their growth. It’s also important to cover logistical details, such as whether meetings will be online or in person, and to clarify the mentee’s objectives—whether related to professional development, interpersonal skills, or a combination of both.
Brown spoke about the preparation needed from the mentee’s side. She explained how she studied her mentor beforehand to understand her better and identify specific areas where she wanted support.
Common Mistakes in Mentorship
Holland noted that a common mistake mentors make is overcommitting, which can lead to disappointment on both sides. She emphasized the importance of tailoring one’s mentoring style to the needs of the mentee.
Keeping It Going
Brown and Holland shared strategies for maintaining a mentorship relationship, stressing the importance of prioritizing the time set for meetings and avoiding rescheduling. A mentorship is a valuable relationship that deserves protection.
They also discussed the importance of self-reflection and regularly measuring the success of the relationship—whether through organizational surveys or bi-annual check-ins. It’s essential to balance pushing the mentee toward growth while also providing support.
