My experience as an EVE-LAC mentor

When I was invited to join the EVE (equal Voices in ELT) team of mentors to work with LAC (Latin America and the Caribbean TESOL), I was really happy. As a Latin American myself, I welcome the opportunity to help fellow teachers in my region and I was so lucky as to be paired with Larissa, a young and enthusiastic teacher from Paraguay. It has been an exciting journey where I learnt about my teaching styles and developed my own skills as a mentor.

What is a mentor?

In my experience, it’s someone who is approachable, knowledgeable and has the resources to help their mentee reach their potential. It’s all about keeping your mentees best interests in mind and delivering support in a way that makes sense to them.

Mentoring is also a two-way street, a partnership between someone with experience and someone who wants to learn but always putting your mentee at the centre of the process.

While a mentor needs to have specific knowledge that the other doesn’t, every mentoring experience I’ve been through has been thoroughly enlightening and I’m quite sure I have learned as much from my mentees as I hope they have through my mentoring.

Also, a key part of being a mentor is listening. When mentors actively listen, they not only absorb the information being shared but also gain valuable insights and perspectives from every sentence spoken by their mentees. By showing genuine interest and attentiveness, mentors create a safe and supportive environment where mentees feel comfortable sharing their thoughts, concerns, and goals. This rapport strengthens the mentor-mentee relationship, fostering effective learning. By listening carefully to what mentees say, mentors can identify patterns, underlying issues, and areas requiring further exploration. This comprehension enables mentors to tailor their guidance and support accordingly.

Mentors are by definition taking a leadership role, and as in most leadership roles this is not about proclaiming about how you are more knowledgeable or more experienced than the person you are trying to support, but about helping them understand their strengths and make the most of them through the channels of your vision and experience.

It’s being Yoda, not Luke!

It is implicit that as a mentor, your role entails motivating your mentee to aim for excellence. Your mentee seeks your guidance due to your possession of knowledge, connections, or experiences that they lack. At one point, you were in their position, embarking on your career or acquiring a new skill. The unknown future can be intimidating and daunting. Provide reassurance to your mentee and assist them in developing confidence in their abilities, skills, and self. This is your ultimate job as a mentor, and you will likely find it to be as equally rewarding an experience for you as it is for her.

When we started working together, we followed a number of steps.

1. Establishing expectations and ground rules

Upon introducing yourself to the mentee, it is important to create a comfortable environment by clarifying your role and addressing any queries they may have regarding the mentoring process. Clearly communicate your expectations from them, such as being prepared with problems to solve or questions to discuss, being punctual, and maintaining a professional and respectful relationship. Additionally, explain the support you are prepared to offer, such as coaching, teaching, and providing relevant opportunities.

2. Conducting a needs assessment

Inquire about the mentee’s priorities during your meetings. Understand which aspects of their job or career they are most interested in learning about and the areas they wish to improve upon.

3. Setting mutual goals

Determine the focus areas the mentee would like you to concentrate on as their mentor. Prioritize these goals together and establish the amount of time you will dedicate to addressing initial issues and the depth of exploration required.

4. Establishing a contact schedule

Decide how frequently you and your mentee will meet in person. Clarify whether you will be available for phone or email/text consultations throughout the workday and evening or only during specific time slots on particular days. Clearly communicate your availability boundaries, ensuring that you provide sufficient support without overwhelming your mentee.

5. Listening, inquiring, and advising

While you may possess a wealth of accumulated wisdom, it is essential to recognize that the mentee is not an empty vessel awaiting your knowledge. Prioritize listening to what the mentee has to say before offering your opinion. Engage them in conversations to understand their perspective and insights, which you may not have previously considered.

6. Allowing them to make their own decisions

As a mentor, you often possess more knowledge and experience than the mentee. It may be tempting to simply provide them with directives. However, this approach would hinder their ability to think critically, develop solutions, and learn from trial and error. Furthermore, even with your wisdom, you may not have all the answers.

7. Maintaining mutual accountability

If you make a commitment to address an issue or provide resources to the mentee, ensure that you follow through within the agreed-upon terms.

Mentoring is a process that leads to professional growth and improved educational outcomes for both the mentor and the mentee. Mentoring allows experienced educators to share their knowledge, guidance, and support with novice teachers, fostering a nurturing and collaborative environment. Through this process, mentors contribute to the development of confident and capable teachers, promoting continuous improvement in the education field and positively impacting student learning experiences.