Initiating and Managing Change

For some mentees, the process of implementing their plans will be a difficult challenge. A clear issue for mentors will be assisting mentees who appear in cognitive control of the information and reasonably comfortable with the decisions, but who repeatedly do not follow-through on their own expressed intentions. If mentees understand what is required, why are they unable to take the actions required by their own education, workplace training, or career development plans?

From the standpoint of the human personality, the answer may be rather complex, but with respect to the mentoring relationship, the mentor can attempt reasonable interventions, as well as consider referring the mentee to a specialist if the occasion requires it.

Sometimes, the problem is more obvious, and can be explained by a mentee’s initial stress reaction as the pressure from the demands of new and multiple work and educational commitments rapidly builds, increases, and continues unabated.

As mentees regain their balance and confidence, however, their ability to learn and utilize effective coping strategies—especially with mentor advice and support during the period of change—usually provides the stability necessary for them to persevere and succeed. Also, most mentees can usually transfer such learning and independently pursue positive initiatives and productively manage their transitions through a variety of future events.

But for those mentees who are still struggling to achieve the balance required to formulate mature decisions and to pursue professional achievement, mentors may need to provide more direct support in the present as well as to assist more proactively with planning for the future.