Mentoring Styles

Being involved in a mentorship presents an opportunity to grow, learn new things, practice skills, and build your professional network. And different mentoring programs can serve different objectives.

But for any mentoring relationship to be successful, mentors need to know their mentoring style. There are eight mentoring styles. Knowing which one you are can help you get more out of your mentoring experiences. 

The Advisor. Mentors who are advisors often direct their mentees on the right course of action. They use their experience and expertise to offer advice.

The Protector. A protector is a mentor who creates a safe space for the mentee. They are often supportive but can be overprotective. They are ideal for mentees who are in a state of transition

The Coach. Mentors who feel more like a coach are good listeners. They’ll be able to identify possible challenges that mentees will face. When they notice good attributes in mentees, a coach will point them out and encourage them. 

The Broker. A connector provides growth opportunities for mentees. Once they find out what areas their mentor wants to develop, they’ll connect them with experts in those areas. 

The Challenger. Challengers are focused on helping their mentees develop strong problem-solving skills, and they often use tough love to do it. These types of mentors should be matched with mentees looking for someone who is a straight shooter. 

The Clarifier. A clarifier is more like a companion for a mentee. They will use their knowledge to help mentees better understand the organization. A clarifier is best matched with independent mentees who don’t need much direction. 

The Sponsor. A sponsor is a mentor who advocates for their mentee through their position in the company and their vast network. Mentees who are looking for some help advancing at the organization would do well with a sponsor-style mentor. 

The Affirmer. Affirmers are great listeners for mentees. They are happy to talk through tough situations and feelings. Mentees looking for someone to offer support will do well with an affirmer. 

It is possible for you to have two or three styles, but you will always have a dominant style. Shifting from your dominant style to the other styles can help make the mentoring relationship be more dynamic and responsive to your mentee’s objective.