TUT2 R2 Setting the Stage

Setting the Stage

The initial phase of a mentoring relationship where expectations, goals, boundaries, and a structured plan are established to build trust, rapport, and a strong foundation.

Checklist for Setting the Stage

Setting the Stage should include:

1. Develop a shared vision

2. Set SMART goals

3. Clarify roles

4. Establish boundaries

5. Build a mentorship plan

Purpose of Setting the Stage

Ensures the mentor and mentee begin with shared expectations, clear goals, defined boundaries, and a plan that supports a successful, high-quality mentoring relationship.

Developing a Vision

Creating a shared picture of the future that aligns both mentor and mentee around common goals, direction, and purpose.

Elements of Vision Development

Based on Kayes et al. 2005

• Build rapport → share personal stories, values, and coaching interests

• Explore motivations → why each person cares about coaching and mentorship

• Create a shared vision → agree on a future direction

• Assess feasibility → ensure the vision aligns with both individuals’ goals and contexts

Good Vision Checklist

A strong vision should be:

• Growth-oriented

• Motivating and exciting

• Realistic and clearly measurable

• Aligned with both mentee and mentor values

Goal Setting

Turning the shared vision into actionable steps that increase commitment, drive behaviour change, and build confidence.

Types of Goals

There are different types of goals:

• Learning goals

• Performance goals

• Process goals

• Outcome goals

Learning Goals

Goals focused on gaining knowledge or developing new skills.

Performance Goals

Goals aimed at improving specific, measurable aspects of performance.

Process Goals

Goals centered on behaviours, strategies, or steps required for improvement.

Outcome Goals

Goals focused on end results, achievements, or milestones.

SMART Goals

Goals that are Specific, Measurable, Adjustable, Realistic, and Timely.

Ten Principles of Effective Goal Setting

Summarized from Seijts & Latham 2012

1. Choose learning vs. performance goals appropriately

2. Ensure clarity and specificity

3. Include appropriate challenge

4. Collaborate with relevant people (mentor)

5. Provide rationale for each goal

6. Give frequent feedback/monitor progress

7. Break large goals into sub-goals

8. Identify barriers early

9. Evaluate behaviours helping/hindering progress

10. Modify goals as needed

Clarifying Roles

Explicitly defining and revisiting the responsibilities of both mentor and mentee to ensure alignment and effective collaboration.

Mentorship roles should be explicitly discussed and re-evaluated over time

Mentor Roles

Common mentor functions such as teacher, adviser, coach, role model, sponsor, or confidante.

Mentee Roles

Responsibilities including active engagement, taking initiative, reflecting regularly, being open to feedback, and maintaining professionalism.

Boundary Setting

Creating guidelines around communication, behaviour, expectations, and personal comfort levels within the mentoring relationship.

Examples of Boundaries

Preferred meeting locations, contact times (avoid evenings/weekends as needed), communication methods (text, email, phone), comfort with personal discussion, rules about social activities, and expectations around workplace interactions.

Special Considerations for Boundaries

Awareness of identity factors (e.g., gender, culture, age), comfort with personal topics, and the need for continuous, honest discussions about limits.

Mentorship Plan

A structured organizational tool that formalizes expectations, roles, timelines, communication patterns, boundaries, and success indicators for the mentoring relationship.

Purpose of the Mentorship Plan

Provides a clear guide for how the partnership will function, ensuring shared understanding, accountability, and direction.

Components of a Mentorship Plan

A complete mentorship plan should include:

• Description of partnership

• Timeline (6–12 months recommended)

• Meeting frequency (weekly/biweekly/monthly)

• Communication preferences

• Expectations, responsibilities, and boundaries

• Conflict management strategies

• Confidentiality plans

• Indicators of success

• Key learning & performance goals