Mentor Guide

When We Grow Others, We Grow Ourselves

Shape Your Future (SYF) is a selective and free-of-charge mentoring programme connecting motivated mentees with more experienced mentors, providing guidance and encouragement in choosing the right path during what can be for many a critical period. The purpose of this project is to build long-lasting and productive mentor-mentee relationships. Shape Your Future mentorship is an initiative of Global Shapers Luxembourg A.S.B.L.

Global Shapers Luxembourg is a non-profit organization under the umbrella of the Global Shapers Community, a youth movement aiming to bring positive social impact to local communities. Through the Shape Your Future mentorship, the Global Shapers Luxembourg aspires to contribute to the development of young people with the potential to grow into Global Shapers, demonstrating character, excellence, entrepreneurial leadership and civic engagement, regardless of their socio-economic background.

What do we expect from our mentors?

Length and frequency: The mentoring for any one mentor-mentee couple lasts for 5 months. We recommend scheduling your meetings at least once per month. Mentors and mentees can withdraw from mentorship with notice to the SYF Organizing team.

Mentoring: Mentor-mentee couples devote their meetings to various activities specific to needs of each couple; depending on the mentee´s wishes and the mentor´s availability the activities can revolve around personal development, consulting, feedback, information resources, “Shadowing”, networking, etc.). It is important that the mentor and the mentee share the same expectations towards the range of activities.

Training session: Mentors who will work with mentees seeking the political asylum in Lux., will be invited to attend 1h training organized by RYSE Luxembourg and Passerell NGOs to help you better understand your mentees’ needs.

Commitment: SYF is not just a matching facility for mentors and mentees. We focus on quality of mentor-mentee relationships over their quantity. We expect you to have defined a set of measurable expectations and agenda upon the first meeting with your mentee.

Impact measurement: Your impact will be measured using surveys filled in by mentees during and after the mentorship.

Your mentoring relationship will likely reflect four developmental stages with each stage forming an inherent part as described below.

Stage 1: Building the Relationship

During this stage, you will get to know each other and begin to establish trust. During your first meeting, discuss your backgrounds, experiences, interests, and expectations for the mentorship. The first meeting represents a mentorship agreement, defining the conditions under which their relationship will work. The 1st meeting is to eliminate divergence between the mentee/mentor’s expectations. The mentoring couples will discuss rules of their mentoring relationship. This mentorship agreement can include specifics of what is the mentor willing to help the mentee with.

Stage 2: Exchanging Information and Setting Goals

During this stage, you will exchange more information and set goals. Your relationship and trust will deepen. As the mentoring relationship unfolds, be attentive to practicing active listening and consistently expressing encouragement. Mentors can provide their mentees with input and support on a great variety of issues and challenges. Encourage your mentee to discuss with you his or her goals, what are the potential challenges and the optimal process and timeline of the goals accomplishment. Coach your mentee to keep track of progress towards his or her goals periodically as a way of refocusing on the goals and measuring progress.

Stage 3: Working Towards Goals/Deepening the Engagement

During this stage, you will help your mentee work towards achieving the goals through conversations, sharing written materials, trying various learning and development activities, and introducing the mentee to other people from your network. This is a good point in the journey to reflect on progress toward goals and on the relationship itself.

Stage 4: The Formal Mentoring Relationship and Planning for the Future

During this stage, work with your mentee to define the types of support he or she may need in the future i.e. after the formal mentoring period. You may want to connect him/her with friends/colleagues from your network who can provide benefits other than those provided by you. Reflect together on accomplishments, and progress you have made and challenges ahead of him/her.

  • Ask your mentee to have an agenda of questions or discussion topics prepared for each meeting
  • Maintain a friendly tone and be positive
  • Be aware that your mentee may have different cultural/socioeconomic background
  • Encourage development opportunities for your mentee as opposed to focusing on immediate problem solving
  • Invite the mentees to your workplace. We encourage “SHADOWING”. Introduce him/her to the day to day in your professional life
  • Bring the focus back to relevant topics when the conversation veers away
  • Set measurable goals with your mentee
  • Be committed, be on time for your meetings
  • Be cautious of safety and security of your mentee. Keep this in mind throughout the mentorship, when choosing venue and time for your meetings (especially if your mentee is under 18)
  • Ask open questions
  • Find the right balance between inspiring by sharing personal anecdotes, and overwhelming the mentee with stories the mentee cannot relate to
  • LISTEN. Hear what your mentee says without actively thinking about what to answer. Your focus should always be about how you can help your mentee and that means to understand her/him first
  • Don’t attempt to resolve your mentee’s problems yourself instead of leading your mentee to find answers on his or her own
  • Don’t allow your mentee to have unrealistic expectations without explaining why they are unrealistic
  • Don’t take over the conversation. Give your mentee ownership of the conversation as well. Don’t talk too much about yourself and what you did in your younger years. Your path when you were younger should not necessarily serve as a universal “how to do it”
  • Don’t use words others might find offensive
  • Don’t allow the focus of the conversation to get away from the agenda
  • Don’t discuss confidential information and don’t share private information
  • Don’t set up a meet up point or meeting time, unappropriated for your mentee
  • Don´t ask “leading” / closed questions