SAMPLE 360⁰ Mentor Feedback Questions

The following list includes potential questions that could be posed to a Mentor’s circle, to provide feedback on perceptions of his/her behaviors, competencies, skills and effectiveness as a Mentor.  The questions may be further tailored to the Mentor’s role, circumstance, experience and interests.  Open ended questions might be included for Mentees.

Roles and Models for the Mentoring Relationship

  • How does the Mentor communicate with his/her Mentee?
  • What are the Mentor’s best attributes and strengths in the role of Mentor?
  • How does the Mentor provide feedback?  How effective is the mentor in providing feedback?  How often does the Mentor provide feedback?
  • How accessible is the Mentor?  How frequently does the Mentor formally meet with the Mentee(s) and is this sufficient?
  • What are the Mentor’s most effective roles (advisor, sponsor, coach, teacher etc.)?
  • How does the Mentor respond to “stressful” situations which require mentoring assistance?

Structuring the Mentoring Relationship: Expectations and Boundaries

  • How effectively does the Mentor establish clear timelines and framework for the Mentee’s progress?
  • How well does the Mentor identify other potential collaborators/projects for the Mentee?
  • How does the Mentor structure the expectations of the Mentor-Mentee relationship?
  • How does the Mentor assess the effectiveness of the Mentor-Mentee relationship?
  • How does the Mentor ensure that the Mentor-Mentee relationship is working?
  • How effectively does the Mentor predict, recognize and handle problems early and responsively?
  • How well does the Mentor recognize and effectively respond to changes in the mentoring relationship?
  • How well does the Mentor negotiate in challenging situations? 
  • How effectively does the Mentor engage the mentee to join in problem solving?

The Life Course of Mentorship: Stages, Evolutions, and Transitions

  • How effective is the Mentor in creating and ensuring smooth transitions as the Mentees develop in their careers?
  • How frequently does the Mentor evaluate and redefine the Mentoring relationships with regards to changes in the Mentor’s and Mentee’s professional situation?  Is this sufficient?
  • How does the Mentor facilitate the transition to successful mentee independence?
  • How effectively does the Mentor communicate the roles and responsibilities when there is a transition in mentorship?
  • How well does the Mentor provide clarity and guidance regarding authorship decisions?
  • How effective is the Mentor at balancing collaborative research with individual recognition through authorship?

Mentoring Across Like and Different Identity Groups

  • When issues of difference arise, how does the Mentor communicate and respond?
  • How does the Mentor incorporate differences into a positive mentoring relationship?
  • How does the mentor reward and recognize accomplishments of all mentees?
  • How does the mentor exercise openness and foster parity in career development opportunities across different Mentees?
  • How does the mentor seek information about – and demonstrate sensitivity regarding – family responsibilities, community responsibilities, etc. and their impact on career goals?
  • How does the Mentor demonstrate sensitivity to generational differences?
  • How does the Mentor create transparency in decision-making?
  • How does the Mentor inquire to learn facts (before making assumptions)?

Mentoring for Career Development

  • How effective is the Mentor in establishing a diverse developmental network for him/her self?
  • How effective is the Mentor in introducing and engaging her/his Mentees to members of her/his developmental network?
  • How does the Mentor utilize a developmental network to achieve his/her career goals?