Mentors are most effective when they build a trusting environment and sense of connection with mentees. Meeting regularly helps accomplish this, and mentors should meet at least twice a a semester with mentees. Mentors assist the mentee with realizing the individual's stated goals and with their advancement, offer advice and feedback, ask questions and encourage reflection, build connections, and help create a supportive environment.
It is the responsibility of the mentor to schedule meetings with the mentee. If that does not happen, a mentee should reach out to the mentor and should also feel free to contact the department chair (for the department mentor) or the provost (for the college mentor).
Department and college mentors can cover similar topics. The college mentor should make it clear that departments have authority over recommendations for reappointment, tenure, and promotion. If a mentee is receiving conflicting feedback, the person should express that to the mentor(s), with the goal of finding a resolution to the disagreement. Mentees should be encouraged to discuss issues of concern with the department chair, the faculty equity and inclusion officers and/or a member of the provost's office.
Topics to discuss include but are not limited to the following: research progress and decision making, teaching goals and challenges, needs surrounding resources, service interests, guidance on setting and meeting short-term and long-term career objectives, development of professional networks, advising and student support, how to navigate faculty governance and college resources and culture, faculty personnel processes (reappointment, tenure, and promotion), community and social support, and work/life and work/work balance.
For suggestions on how to build connections and run mentoring sessions, see Tips for departments, mentors, and mentees for successful mentoring sessions and relationships.