b'FEATUREcontinued from page 11Are You a retention of a quality employee. In this case, the mentor might help the personGreat Mentor? stay inspired and feel empowered.Keep to a schedule. Decide how frequently you will get together and howHow well do you mentor your employees? long the relationship will last, says Avdoian. Its best to enter meeting timesFind out by scoring yourself on each of these on a calendar. A well meet when we can approach never seems to work out10 questions. Total your score and check out because theres always something else to do. As for the venue of the meetings,the results at the bottom of the chart. establish some designated area which is relaxing and allows for uninterrupted1. Do you ask mentees for insights on the conversation.kind of mentoring they need? And respect the mentors work schedule. The mentee may think that theNever: 0 Seldom: 4 Often: 8 Regularly: 10 mentor will be available at any time for a consultation, says Goruk. Thatsunreasonable. Map out working parameters before the process begins.2. Do you share your bad as well as goodexperiences?Never: 0 Seldom: 4 Often: 8 Regularly: 103. Do you maintain an objective stance andavoid promoting an agenda?Never: 0 Seldom: 4 Often: 8 Regularly: 104. Areyouwillingtoperformtheworkrequired?Never: 0 Seldom: 4 Often: 8 Regularly: 105. Do you schedule time with your mentees?Never: 0 Seldom: 4 Often: 8 Regularly: 106. Doyoudefinethescopeofyourmentoring initiatives?Never: 0 Seldom: 4 Often: 8 Regularly: 10Discuss privacy. The issue of confidentiality should be put on the table, says7. Doyousetmentoringgoalswhen Frankel. The mentor should assure the mentee that any shared informationappropriate? will remain private. The mentor might want to ask the same of the mentee toNever: 0 Seldom: 4 Often: 8 Regularly: 10 facilitate candid and unguarded discussion.8. Do you discuss mutual privacy concernsBe honest. Dont be afraid to say you do not have the answer to a particularwith your mentees? problem for the mentee, says Star. Take steps to help them find the answerNever: 0 Seldom: 4 Often: 8 Regularly: 10 and you will both learn in the process.9. Doyousolicitfeedbackaboutyour HOW ARE YOU DOING?mentoring initiatives? Assess the quality of your mentoring effort by asking mentees for feedback.Never: 0 Seldom: 4 Often: 8 Regularly: 10 Periodically seek insight into how the initiative is going, says Goruk. If you10. Doyoushareyourexperienceswith get a blank stare when you ask How am I helping you? maybe you have notother mentors? been very helpful. Remember that you are engaged in a process of developingNever: 0 Seldom: 4 Often: 8 Regularly: 10 new leaders. If you are not doing that you are wasting your time as a mentor.You should also assess the quality of your organizations overall businessWhatsyourscore?Over80:Congrat- training initiatives. Start with a 360-degree survey, to find out where yourulations. Your mentoring performance is mentoring program is now, says Goruk. Then redo the survey a year down theterrific. Between 60 and 80: Time to fine road to see how well you have advanced. Identify areas for improvement andtune your mentoring to better manage your encourage mentors to work on them.mentees. Below 60: You need to improve A quality mentoring program will ensure that your business retains criticalyour mentoring IQ. Re-gear by instituting skills and expertise when good employees leave. Try to extend the mentoringideas from the accompanying story. process to every individual who shows promise, no matter what the work level.Says Goruk: The further down you can take your mentoring program in yourorganization, the more profitable you will be.12 FABRICARE'