Many employees have a high level of enthusiasm prior to and during the first few weeks or months of a mentoring program. However, after a while, some organizations recognizes that a small number of mentorees start to lack the enthusiasm that they originally started out with. Some reasons could be: lack of trust, a sense that the mentoring relationship is not flourishing, lack of communication, lack of resources, etc. These mentorees start to wonder what happened to their perfect mentor. For that reason, mentorees should be informed prior to participating in a mentoring program that there is no “perfect” mentor. Each and every mentor is unique in their own way. Most organizations choose exceptional and distinguished employees to be a mentor so that they can serve as a role model and assist the mentorees to develop their skills and help them reach their full potential. Mentors should not be compared to one another because each one brings their own experiences and expertise to the relationship. Creating guidelines for mentors and mentorees is an effective way to help each mentoring pair understand what each of their roles is in a relationship. If you are not sure how to create the guidelines, or what type of information to include in the guidelines, please give us a call to set up an appointment to discuss the ways we can help you. Keep in mind that not only can we create a new mentoring program, but we can also help you to enhance your current program as well.