Mentorship handbook

1. Mentorship
Handbook
Powering up your experience
Explore UiPath Community Mentorship and learn how to gain more understanding about
your role as a mentor or mentee, how to make the best of your mentorship meetings and
how to keep track of your goals and accomplishments.

2. 2
What is Mentoring? ............................................................................... 3
How to Use This Handbook....................................................................................3
Your Role and Responsibilities as a Mentee.......................................................4
Your Role and Responsibilities as a Mentor.......................................................5
How do you know you are an effective mentor?................................................6
The Mentorship Process ........................................................................................7
Your First Meeting...................................................................................................8
Mentoring Developing Plan....................................................................................9
Mentoring Agreement...........................................................................................10
Mentoring Journal.................................................................................................12
Mentoring Review Sheet.......................................................................................13
Common Development Topics - People Managers..........................................14
Common Development Topics - Individual Contributors................................15
Closing Thoughts..................................................................................................16

3. 3
What is Mentoring?
Mentoring is sharing knowledge, skills, and life experience to guide another towards reaching their full potential. It is
a journey of shared discovery. It is a people-focused development process that enables both the mentor and the
mentee to grow, learn, transform, and accomplish great goals.
Benefits of mentorship:
- Helps you identify and achieve personal and work growth goals
- Fosters higher levels of engagement and career vision
- Equips you with the tools necessary to perform to your highest capability
- Creates opportunities to meet and partner with others of different job titles, descriptions or cultural
boundaries
How to Use This Handbook
We believe that mentorship is a great way to build connections and accelerate your professional growth. Hence, this
handbook full of resources that can guide you with understanding more about yourrole as a mentor or mentee, how
to make the best of your mentorship meetings and how to keep track of your goals and accomplishments.
To gain maximum benefit from the handbook:
- Skim the entire material to get a general understanding of the content
- Choose specific sections that you think will be the most useful
- Review the guidebook prior to meetings with your mentor/mentee or when you find yourself in difficult
situations
- Bring the guidebook with you when you meet with your mentor/mentee
Before deep diving into specific tools and resources, let’s explore what does it mean to be a mentor or a mentee in
the UiPath Community Mentorship Program.

4. 4
Your Role and Responsibilitiesas a Mentee
You’re probably wondering why you need it. Let’s say you are unclear about what to do or how to act in a certain
situation. That is the perfect moment to reach out to your mentor and tap into their experience. This trust -based
relationship can guide you and get you to accomplish your goals faster.
Some basic premises of what makes ideal mentee are:
 Eagerness to learn and develop.
 Ability and willingness to work as a team player.
 Patience.
 A positive attitude.
What’s in it for you
 Assistance in defining your career goals, strategies, and desired outcomes.
 A meaningful professional relationship with your mentor.
 An increase of your professional connections and network.
 Increased knowledge of workplace expectations.
 Building of your self-advocacy skills and confidence.
 Access to potential job opportunities.
Your role
This is simple. Your role is to be actively involved in the mentorship relationship. Seek guidance and constructive
feedback on your professional development and career goals and be open with your mentor. Trust them to come up
with the right questions or examples to guide you, and at the same time, take ownership of your journey. Your mentor
is there to support you understand what you need to do, and you’re there to actually do the work.

5. 5
Your Role and Responsibilitiesas a Mentor
 Keep regular contact with your mentor and actively participate in the relationship.
 Assess your professional strengths, learning and developmental needs, values and short and long-term
career goals.
 Develop a plan with your mentor to achieve these goals.
 Follow through on commitments and goals.
 Respect the mentor’s time.
 Maintain confidentiality.
 Openly share successes and failures.
 Be receptive to feedback and coaching.
 Take advantage of the opportunities presented by your mentor.
By choosing to be a mentor you choose to pay it forward. Just by sharing your experiences and your knowledge, you
can positively impact the careers of others. And, at the same time, you can learn new things and expand your
horizon, because mentoring is a two-way street.
What’s in it for you
 You can share your expertise and knowledge.
 You have an opportunity to build or strengthen your leadership skills.
 You can enhance your skills in coaching, counselling, listening, and modelling.
 You contribute to the professional development of a colleague.
 You can gain insights and different perspectives from more junior professionals.
 You give back to the community.
Your role
As a mentor, your primary role is to provide guidance and support your mentee/s on their journey, helping them cover
their developmental needs. Effective mentoring doesn’t just happen. It depends on active involvement of both mentor
and mentee/s throughout the process.
Your responsibilities
 Prioritize the mentoring session. Mentees invest time preparing for these sessions. Try to prevent other
demands from bumping the session from your calendar.
 Set aside time and space. Ensure that you will be uninterrupted during the mentoring session.
 Prepare for the session. Review any email correspondence and notes you may have from previous
sessions.
 Give your full attention to your mentee/s. Let go of other urgencies, clear your mind, and focus on helping
the mentee during the session.
 Communicate openly and practice active listening. Focus fully on the mentee/s and show active verbal
and non-verbal signs of listening.
 Share resources. Collect and share any resources that might be useful to the mentee/s.
 Share experiences. Be open to sharing your mistakes, failures and lessons learned.
 Wear multiple hats:
 Coach to advise the mentee/s on how to set and accomplish their goals.
 Sponsor or champion to provide guidance and help increase the mentee/s exposure to new
experiences. Celebrates milestone and achievements with the mentee/s.
 Teacher to provide learning opportunities.

6. 6
 Protector to provide a safe environment in which the mentee/s can make mistakes without losing
credibility.
 Counsellor to enhance the mentee/s self-esteem through supportive, non-judgmental discussions.
 A role model to walk the talk and demonstrate the behaviours necessary for success.
How do you know you are an effective mentor?
Your handling of the process
 Do you keep your agreements, e.g. arrive for sessions on time, send information as promised, etc.?
 Do you appear engaged in the process, e.g. appear positive and optimistic in relation to the sessions, or do
you appear unenthusiastic, often cancel at the last minute, etc.?
 Do you appear committed to the mentee’s progress, e.g. demonstrate interest in them and their challenges,
share personal learning and insight, etc.?
Your approach
 Do you share appropriate personal and professional information in support of the mentee’s progress and
learning?
 Do you demonstrate an understanding of the operating principles of mentoring, e.g. encourage the mentee to
retain responsibility for their learning?
 Do you focus on barriers and blocks in order to help the mentee remove them?
Your behavioural skill
 Do you build rapport easily, i.e. do you put the mentee at their ease, promote openness and trust?
 Do you bring appropriate levels of challenge to conversations, e.g. observations, opinions and constructive
feedback?
 Do you facilitate the mentee’s thinking processes, e.g. through effective listening, offering summaries, asking
open questions, etc.?

7. 7
Introductions
• Learning
about the
mentee and
mentor's
experience
and drivers
Clarifying
expectations
• Completing
the mentoring
agreement
• Clarifying
expectation
fromprogram
and each
other
• Agree best
communicatio
n medium
Preparing for
1:1 or group
session
• Summarize
goals and
expectations
of the
mentoring
partnerships
• List topics you
w ould like to
discuss
Logistics
• Working
together
• Meeting
schedule -
how often do
w e meet,
w here and
how ?
• Formal or
informal
approach?
• When/if to
include other
people?
Recurrent
meetings
• Sharing
"homew orks"
• Review
meetings at
the end with
w hat went
w ell, w hat
could be
improved?
• Calibrate the
process as
needed
The Mentorship Process
On average, a mentorship process lasts around 3-6 months, but it really depends on how many goals you plan
toachieve with your mentor/mentee and how you decide the flow of your relationship. Below is a representation of
themain activities in a mentorship relationship:

8. 8
Your First Meeting
What can you do for a great first meeting?
Here are some activities that you could try to complete by the first meeting with your mentor/ mentee. Once you start
your first meeting, you may realize that you also talk about other things. This is ok. Go with the flow. However, do not
lose focus of what’s given below.
1. Complete and agree on the Mentoring Development Plan
It is a good idea to fill this document up BEFORE you go meet your mentor, so that you spend your time with the
mentor more productively.
2. Talk about your Mentoring Agreement
Cover the following areas when talking about the mentoring agreement:
 Goals
 Boundaries
 Accountabilities
3. Get acquainted with your mentor/ mentee in the first meeting.
Some appropriate questions may be:
Ask your mentor: Ask your mentee/s:
 What should I know about you that are
important for the mentoring relationship?
 What experiences do you bring that
would be valuable to my developm ent
and me?
 Why are you interestedinmentoring?
 Describeyoucareer in UiPath.
 What expectations do you have of a
mentee?
 How do yousee both of us fulfillingeach
of our roles for a successful mentoring
relationship?
 How do you plan to manage the
difference in our duty timings and/ or
locations (if any)?
 What are the topthree things that you
value in a working relationship?
 Describeyour career sofar
 Why are you interestedinmentoring?
 What areas do you want to develop?
 What are your expectations of me as a
mentor?
 Have you completed your ‘Mentoring
Development Plan’?
 What are your interests?
 How do you plan to manage the
difference in time zones and/ or
locations (if any)?
 What are the three top things that you
value in a working relationship?
 What shouldI know about you that are
important for the mentoring
relationship?

9. 9
MentoringDeveloping Plan
Use this form to help you define your goals and track your development as you progress through the mentoring
program. Link these objectives to your Self Development plan.
Establish development objectives for your mentoring agreement by answering the following questions. Your answers
will help you build the framework for your agreement and help to clarify your objectives.
Questions to consider:
 What is an issue or challenge you are facing?
 What is an area that you would like to learn more about?
 What skills or knowledge would you like to build?
 What perspective would you like to gain?
 What would make you a more capable leader or a stronger contributor?
What are my Mentoring Goals?
1.
2.
3.
What can I do to make my mentoring relationship successful?
1.
2.
3.

10. 10
Mentoring Agreement
Taking ownership of your own development will yield you the most fulfilling results from your mentoring relationship.
This means not only clarifying what your objectives and needs are to yourself, but also articulating them to your
mentor.
A mentoring agreement, whether written or verbal, can help calibrate expectations of the relationship. This can
include the following areas:
1. Learning Goals – Sharing your development plan will give your mentor an idea of the capabilities and
behaviours you would like your mentor to help you develop. It will also allow the mentor an opportunity to
assess whether he/she can adequately support you in reaching your learning goals.
2. Boundary Descriptions and Confidentiality Ratings – In order to have an effective relationship, it is
important to discuss up front the personal and professional boundaries of the relationship. For instance, you
may not want to discuss personal issues outside of work. The following checklist can help you think through
such boundaries:
 Current experiences
 Career aspirations
 Relationship with peer(s)
 Professional habits
 Past experiences
 Development feedback
 Relationship with subordinates
 Personal habits
 Development Plans
 Relationship with superior(s)
 Technical habits
 Non-work issues
You may also wish to set confidentiality ratings for each boundary, for example:
 Hold in complete confidence
 Discuss with me before sharing
 Open to share with others without my permission
3. Methods of Accountability – Identifying what the mentee and mentor will be responsible for in the
relationship can make it more effective.
The methods of accountability might include:
 Preparing a written document that summarizes what was learned, how it was applied, and what the
business results were
 Showing up on time for agreed-upon meeting times or calling to reschedule two days prior to the
meeting.
 Agreeing to review reading material and to identify specific questions for discussion prior to the
mentoring meeting
 Setting up specific times and agendas to assess how the mentoring relationship
4. Other considerations – The ‘other’ considerations could be many, considering personal interests, styles
etc. However, given below are some examples of considerations worth discussing:

11. 11
You may want to include the following:
 Overall duration
 How often to meet
 Preferred day(s) of the week
 Preferred time
 Media option (face to face, phone, Zoom, WebEx, etc.)

12. 12
Mentoring Journal
Keep an electronic journal to capture thoughts, ideas, quotes, concerns, wants, and needs. Continually ask yourself,
"What do I want?"
Do not settle for the first thing that comes to mind. The more you understand yourself, the less effort it will take to
accomplish those things that you really want. Be sure to write answers to this question in your journal on a regular
basis. You may want to share your insights and action items with your mentor so that you both can track and review
your progress towards your goals.
 Meeting#
 Date:
 Time:
 Meeting place or technology:
What I want out of this meeting (questions I want to ask, desired outcomes):
What I got out of this meeting (new ideas, contacts, advice):
My next steps:
Mentors next steps:
Other comments/insights:

13. 13
MentoringReview Sheet
In your relationship you and your mentor should check in with each other on how the relationship has
progressed. You can do this verbally, or exchange reviews in writing.
Below is a sample review you can use with your mentor:
1. My initial goals for the relationship were:
2. In this mentoring partnership, I gained the following knowledge and/or skills:
3. Other benefits I received from this mentoring relationship
4. Ways that this mentoring partnership could have been more effective
5. What I could have done differently:
Feedback for my mentor:
Other comments

14. 14
Closing Thoughts
Being a mentor for someone requires us to gather what we have experienced, what we have learned and what we are able
to do, then consolidate that into suitably wrapped experiences to offer them. For a mentee, the gifts of being mentored
includepractical assistance, learning, growthandpersonal support that confirms that they are bothvaluable and valued.
Whenyou recall how your own mentors have made you feel about yourself, youconnect with the potential contributionyou
can make as a mentor for others.
We hope you have benefited from the ideas in this guide and that they continue to support you over time. In the meantime,
enjoy your journey and if you are in doubt, do reach out to us at community@uipath.com.