The do’s and don’ts that make for stellar apprenticeships
Nichole Parsons & Gwen Pirkle
(Editor’s note: This feature was adapted for the newsletter from Apprenticely’s
Mentor Orientation booklet.)
Welcome to Mentorship!
You were selected to be a mentor for an apprentice or for multiple apprentices. Your selection was most likely due to some of the following reasons:
- You have a wealth of knowledge and experience.
- You have exhibited a strong sense of empathy and patience.
- You want to help others.
- You have a strong sense of professionalism and are likely a high performer.
Why is a Mentor Needed?
Put yourself back in the shoes of a new hire. Now let’s double it!
- Starting a new career or gaining new responsibilities can be exciting and intimidating.
- Information overload is real—processes, software navigation, do’s and don’ts, etc.
- Pressure/struggling with imposter syndrome
- 144 hours of training on top of it all
Mentor Responsibilities
- Build strong relationships with mentees to foster trust and open communication
- Provide expert guidance and advice to mentees in [relevant field]
- Assist mentees in defining and reaching their goals, both personal and professional
- Give constructive feedback and encouragement to promote growth
- Coach mentees to develop essential skills and knowledge
- Monitor mentees’ progress for their related technical instruction (RTI) and report concerns to program coordinators or supervisors
- Work with fellow mentors and program staff for a cohesive mentorship experience
Commitment
- Be willing and able to support the mentee throughout their apprenticeship
- Be an accountability partner, encourage their RTI completion
- Advocate as needed—come to us with concerns as they arise
- Be able to commit to weekly/bi-weekly/monthly meetings with your mentee: We recommend weekly for the first 30 to 60 days, monthly recurring meeting minimum
- Stay connected (i.e., encourage text, IM, open door for communication) Maintain confidentiality
Biggest Apprentice Pitfall—Not Completing Their RTI
Related Technical Instruction (RTI) is often self-paced, which can create issues of tardy completion.
- As you meet with your mentee, ask how their RTI training is progressing.
- Ensure that your mentee is documenting formal training, not on-the-job learning.
- If there is a lack of time allotted to complete their RTI, or they struggle with which courses to focus on, please let us know. A member of the Apprenticely team can assist with further clarification of training expectations.
Establish Trust & Respect
- Be approachable—create an environment in which the mentee feels comfortable asking questions.
- Be reliable—follow through on commitments and be consistent in your interactions.
- Set clear expectations:
- Work with your mentee to define what their goals are and help them set SMART goals.
- Discuss your role as the mentor and their role as the mentee.
- Set clear expectations going forward on who schedules meetings, how often, etc.
- Foster open communication: Show genuine interest in their concerns and feedback, and be present in the conversation. Reinforce that asking questions is a key part of learning.
Meeting Topics in Mentorship
Getting Started
- What got them started in this industry?
- What are they passionate about?
- Preferences: How do they receive feedback best? What is their learning style?
Skills Development
- Identify the required skills for the mentee’s role or career aspirations.
- Help the mentee create a plan for acquiring these skills (Soft skills, technical skills, certifications, courses, etc.)
Progress Review
- Reflect on their achievements since the last meeting.
- How is their RTI going?
Work-Life Balance
- Discuss techniques for managing time effectively, balancing work responsibilities with personal life.
- Help mentee set boundaries
Mentee Accountability
Identify the issue
- Is the mentee overwhelmed, unmotivated, or unclear about expectations?
Addressing Accountability
- Have an honest conversation with the mentee. Ask open-ended questions to understand their perspective.
- Revisit goals—simplify, adjust, or escalate as needed.
- Ask mentee to bring their learning journal to established meetings so you can review it together
Provide constructive feedback
- Be specific.
- Offer solutions.
- Encourage self-reflection.
Practice Patience—Development Is a Gradual Process
Focus on the long term
- Remind yourself and the mentee that this experience is a journey. The end goal is to help them become self-sufficient and successful in their endeavors.
Practice empathy
- Try remembering how it felt to be new. Everyone learns at their own pace. It might take a couple of times to “get it.”
- Revisit learning styles to make the most of the coaching session.
Life Happens
Apprenticely registers all apprenticeships with the Department of Labor (DOL). If changes occur during an apprenticeship, please let us know so we can update records and remain in compliance with the DOL.
Apprentice Changes
- Apprentice leaves the organization or changes job responsibilities (promotion, lateral move)
Mentor Changes
- You leave the organization or step away from mentoring during someone’s apprenticeship
You Are Not Alone!
Apprenticely is invested in the success of our apprentices. We’re here to help apprentices benefit and succeed from this life-changing opportunity. If you or your apprentice needs something along the way, please reach out. That’s what we’re here for!
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Nichole Parsons is Apprenticely’s Program Manager for Work-Based-Learning and Gwen Pirkle is one of two Project Managers.