Mentoring Strategies & Techniques Flashcards
7 cards from real CLM practice questions. Tap to flip, then mark Knew It or Still Learning — missed cards come back until you master them.
Read the first 7 Mentoring Strategies & Techniques flashcards as text
A mentor notices their mentee is resistant to feedback. Which technique is most effective for reducing defensiveness?
Answer: Use 'I' statements and focus on observable behavior
Using 'I' statements and focusing on specific, observable behavior reduces defensiveness by removing personal attack from the feedback.
Which mentoring approach is best suited when a mentee needs to develop self-directed learning skills?
Answer: Facilitative questioning to encourage independent problem-solving
Facilitative questioning empowers the mentee to discover solutions independently, building self-directed learning capacity.
When should a mentor use the 'stretch assignment' technique?
Answer: When the mentee has mastered current skills and needs growth challenges
Stretch assignments are most effective when a mentee has mastered current skills and is ready for challenges that expand their capabilities.
What is the primary purpose of creating a 'mentoring contract' or learning agreement?
Answer: To establish shared expectations, goals, and boundaries for the relationship
A mentoring contract establishes mutual expectations, goals, confidentiality boundaries, and meeting cadence to align both parties.
A mentee shares a personal crisis that is affecting their work performance. What is the mentor's most appropriate response?
Answer: Listen empathetically, then refer to professional resources if needed
Mentors should offer empathetic support while recognizing boundaries and directing mentees to professional resources when personal crises exceed mentoring scope.
Which strategy best supports a mentee from an underrepresented group navigating organizational politics?
Answer: Share insider knowledge and actively advocate for their visibility
Sharing insider knowledge and actively advocating for the mentee's visibility helps bridge systemic gaps faced by mentees from underrepresented groups.
What does the '70-20-10' learning model suggest about effective mentoring strategy?
Answer: 70% of learning comes from on-the-job experience, 20% from relationships, 10% from formal training
The 70-20-10 model indicates most learning occurs through experience (70%), followed by social/mentoring interactions (20%), with formal training representing only 10%.