Setting Mentorship Goals: How to Guide Your Mentors and Mentees

Have you ever noticed that some mentees struggle to define clear, achievable goals?

Or that, despite good intentions, mentoring sessions lack real direction due to the absence of clear objectives?

One of the most critical success factors in a mentoring program is goal clarity. And yet, for many mentees, defining goals is one of the most difficult steps—and it can hinder the success of their mentoring experience.

Why are goals so essential for mentoring pairs?

A clear goal—even a simple one—gives direction to the mentoring relationship.

For the mentee, it becomes a point of reference. It helps maintain motivation, better structure expectations, track progress, and provides a sense of accomplishment.

For the mentor, it offers a framework for more meaningful interactions, allowing them to tailor their advice, adapt their experiences, and guide with more impact.

And for program managers, goals provide a clearer picture of the evolution of pairs and the overall impact of the program.

Why defining goals is often difficult

Many mentees start their journey without enough perspective to articulate what they really want. It can be hard to turn a broad intention (“I want to grow”) into a concrete goal (“I want to improve my ability to lead a team through change”).

On the mentor’s side, some may feel unsure of their role: should they lead? Ask questions? Wait for the mentee to arrive with ready-made goals? It’s not always obvious.

And for program managers, the challenge is often: how can we equip participants without overwhelming them, while still maintaining a minimum of structure?

How to support participants effectively through this step

Here are a few best practices we share with our clients:

1. Clarify expectations from the start

Even before the first meeting, it’s essential to ensure that all participants clearly understand the program’s goals and how it works. It’s also recommended to discuss the roles of both mentor and mentee, and the expectations for each.

2. Train mentors and mentees

We strongly recommend offering an initial mentoring training to all mentors and mentees. In fact, studies show that success rates for mentoring relationships increase from 33% to 90% when participants are trained in mentoring and their respective responsibilities.

For mentors, initial training helps them understand the key skills and attitudes to develop in order to be effective.

For mentees, it helps them grasp the importance of clearly defining their goals and taking initiative in the relationship to gain the most value from it.

3. Provide participants with concrete tools and resources

Examples of methods for setting mentoring goals

Methods like the SMART method or Gap Analysis offer useful criteria or guided reflection questions that are often appreciated in a mentoring context.

Self-assessment questionnaires or reflection sheets

These are excellent starting tools. They include sample goals, skills, or themes to explore (e.g., communication, leadership, confidence, career transitions), and invite mentees to assess their level of comfort or confidence with each. This helps clarify priorities without starting from scratch.

Competency profiles

Another good way to help mentees start thinking is to refer them to the competency profile associated with their current or target role. These profiles—often provided by their organizations or managers—outline the key skills expected. By reviewing them, mentees can identify what they already do well (and can strengthen through mentoring) and spot development areas to work on.

Lists of discussion topics

These tools also offer accessible starting points for mentees.

4. Encourage participant introspection

Encouraging both mentees (and mentors!) to take a moment to reflect—before and during the relationship—through a journal or self-assessment tool can deepen conversations and reinforce engagement.

5. Ensure light but meaningful follow-up

Midway or at the end of the cycle, it’s helpful to suggest that each pair do a check-in, organize a sharing circle for participants to discuss their progress, or send a survey. This helps mentees track their goals and allows you to measure progress, identify roadblocks, and sometimes reignite the mentoring experience.

In conclusion

Talking about goals and refining them as a pair is part of the mentoring process. It’s what gives the relationship meaning, and what turns a series of meetings into a true growth journey.

As a program manager, you have a key role to play in creating the conditions for this clarity—by equipping, training, and supporting reflection.

Start or optimize your mentoring program with Elo’s tailored solutions.

Elo’s solutions help organizations easily launch and manage a mentoring program through consulting services, training, and even a dedicated mentoring platform. Our experts are here to support you at every stage—from design to implementation to evaluation. Program managers, mentors, and mentees all benefit from personalized coaching.