The responsibility for learning and growth is with the mentee. It means that if the mentee is not making progress or meeting their objectives for the sessions, then it is the mentee who has the primary duty to act. When you work on this principle throughout the mentoring relationship, it enables both parties to retain a healthy perspective on situations. It stems from the need to place the ownership of the mentee’s results with the mentee, to encourage the mentee to feel empowered in their circumstances, and to help them build commitment.

Where there might be a natural tendency for us to want to ‘help’ or encourage success for the mentee, the potential to feel some ownership or begin to have a specific agenda for the mentee’s progress increases. The principle of responsibility for learning and progress resting with the mentee works best when agreed up front. You and your mentee can agree how you want to work together.