Early Career Insights: Establishing a Successful Mentor-Mentee Relationship  

Good mentorship is a two-way street, and both roles come with their own challenges. In this article, we’ll explain how to avoid situations that can damage a mentoring relationship, including mismatched expectations, lack of structure to the partnership, or unhelpful/harmful feedback.

Setting Expectations

Before a mentorship can begin, both parties should express their desires, needs, and preferences. The mentee’s desires and needs could include formal learning opportunities to gain specific clinical skills, such as ultrasounding a stifle or pulling wolf teeth. If the mentor devotes their time to teaching rounds, they likely expect the mentee to prepare in advance so they can actively participate.

Establishing Structure

Structured mentorships often result in greater productivity. For example, the mentee could create a list of competencies they wish to prioritize that align with their professional goals. The mentor can use this list to plan monthly teaching hours, or they can give the list to the reception staff so they can identify cases the mentee could attend with the mentor. While structure is important, both parties must be flexible and understanding when scheduling conflicts arise.

Reciprocal Mentoring

Many traditional mentorships are hierarchical, one-way relationships in which the mentor dispenses wisdom and the mentee passively receives direction. Although mentors have more experience in the profession, mentees bring their own perspectives, life experiences, and talents to the relationship. The best mentoring is reciprocal and benefits both parties through a bidirectional movement of knowledge. This improves the mentee’s confidence and self-worth.

Veterinary schools are often at the forefront of new diagnostic and treatment protocols that take time to filter down to smaller practices. Early-career veterinarians should never assume the treatment methods they encounter in veterinary school are the current standard across the industry. As such, the mentee should ask questions if the mentor suggests using an unfamiliar treatment approach. It’s usually best not to ask questions in front of clients; wait until you are back in the truck or the office. Finding a recently published abstract can be a great way to introduce a new technique to your mentor, saying, “When I was in school, I saw this new approach used for the condition we saw yesterday in that Friesian gelding. I found a paper to share with you, and I’d love to know what you think.”

As mentees and mentors get to know each other, sharing personal information can strengthen the relationship. The mentee might have a great sourdough recipe, and the mentor might know the best place to get sushi.

Constructive Feedback

Everyone has a personal preference for how they best receive feedback. Share your preferred feedback method with your mentor. Do you want to receive feedback at the end or beginning of the day? At the end of the week, before a day off, or never before time off? Immediately, regularly, or intermittently? Obviously, some feedback requires immediacy, but it should be given in private away from clients and team members when possible. Some people prefer to go for a walk rather than have a conversation in the office. If the mentor expects a response, the mentee should communicate how much time they need to formulate one.

Communication is often best when it centers on “What went or is going well?”, “What could go or could have gone better?”, and “What can I do that would be most helpful?” Research shows that short, weekly feedback sessions are most successful. It’s also important for the mentee to give thoughtful feedback to their mentor.

Final Thoughts

Mentors have been said to have seven functions. These include being:

1. A teacher who passes on skills and knowledge.
2. A sponsor who introduces the new entrant to others in the industry.
3. An advisor who answers questions when uncertainties arise.
4. An agent who removes obstacles when necessary.
5. A role model who walks their talk and lives their values.
6. A coach who encourages, motivates, and pushes when necessary.
7. A confidante who listens, maintains confidentiality, and is trustworthy as well as reliable.

Filling these roles as a mentor is a responsibility and an honor. Mentees should always show respect and gratitude for these gifts.

Related Reading

• Early Career Insights: How Equine Vets Can Develop Foundational Skills
• Guiding the Next Generation: Mentorship in Equine Veterinary Practice
• Business Briefs: Mentoring a New Equine Veterinary Graduate

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