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Office of the Chancellor

Mentor and Mentee Discussion Ideas

Consultation Sessions
Mentees and mentors will schedule one-on-one monthly consultation sessions. The date and time of the individual consultation sessions are determined and scheduled by the mentor and mentee. Consultation sessions are formal and informal:
  • Formal: At the beginning of each month, the CAMP committee will send an email with talking points pertaining to the goals of the month. For example, in September, formal talking points will focus on how to establish a career paths and how to find resources in your area of expertise. Share your career expertise. Everything you can access via documentation.
  • Informal: Share your career expertise. Everything that is not written down; that you have had to learn along your own career path.
 
Topics to discuss
Career Tracks Career Pathing
  • You were matched based upon your expertise in the field and your desire for career growth.  Discuss your interests.  Mentors, share your personal and professional journey.  Mentees do the same.  Use the Career Tracks family and functional information to help inform your discussions – really, it is helpful information (I promise!).
  • Mentors, share your formal and informal networks. What are the conferences, who are the people, and what type of information should your mentee know?  What type of training should your mentee receive to grow in this field?  Be specific and give specific resources.
  • Mentors, give your mentee networking tasks to complete, and follow up.  Who are the operational, personal and strategic colleagues they should they meet from your network and help them make those connections.
Signature Strengths and Group Work
  • During the July session, mentees completed a Strengths Finder assessment and identified their talents and strengths.  Identifying talents and strengths are important for reaching both individual and team goals.  Discuss the mentees top signature strengths.
  • Signature strengths were then identified as either executing, influencing, relationship building, or strategic thinking and groups were formed comprised of each signature strength.  Each group was charged with the objective: “By the end of the CAMP program, we will show, do or present…” The task is to create a 5-7 presentation, which will be presented during the closing ceremony.  This is a creative endeavor meant to spark the creative, collaborative and networking spirit of our staff.  There are no guidelines or instructions, but the presentation must not break policy. 
  • Mentors, talk with your mentee about the group presentation.  Are they making progress?  How do they feel about presenting in front of groups?  Mentees, ask for help, if you need it.  
Discover How to Bring our Authentic Selves and our Creative Selves to our Work.
Vision & Goals for Your Career Plan
  • Having a clear vision of the end state we are trying to achieve before we take action to reach our goals is the key factor in accomplishing any goals that we set. Building off of their signature strengths, mentees developed a draft Vision Statement. 
  • Mentors, have your mentees share their vision statement.  The vision statement should represent a draft “picture” of what your mentee aspires to in their work life.
  • Mentees, share your vision statement.  How can your mentor help you refine your vision statement? 
  • Read, share and discuss Harvard Business Reviews: 5 Questions to Help Your Employees Find Their Inner Purpose
Build an Individual Development Plan (IDP)
  • During November’s session, mentees completed Individual Development Plans (IDP). An Individual Development Plan (IDP) is the document created by each employee to identify and track progress to reaching goals. A good development plan can position employees to build the skills needed to achieve short-term and long-term career goals. 
  • The Staff Guide: Building and Using an IDP is available for your review. Using the Staff Guide and the resources linked below, mentors and mentees are encouraged to meet in January or February to discuss progress made on implementing IDPs.
  • Mentors: During your meeting, please:
  • Mentees, your IDP’s should be thought of as works in progress. Remember, your success depends on the people you ask to help you. By sharing development goals with your manager, peers, and/or mentor, you engage support to ensure you are building a strong IDP.