Every mentoring relationship carries a natural imbalance. One person has more experience, networks, or influence, while the other is still learning to navigate those spaces. That imbalance isn’t a problem but it must be acknowledged.
When handled with awareness, power can be used to open doors and build confidence. When ignored, it can unintentionally silence or discourage. Recognising that dynamic early on helps both mentor and mentee approach the relationship with care and respect.
For Mentors: Using influence well #
Mentors hold a position of trust and authority. The way you use that influence shapes your mentee’s confidence and experience of the professional world.
You can model allyship through simple, consistent actions:
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Listen first, advise second. Don’t assume your mentee’s challenges mirror your own.
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Share access, not just advice. Introduce resources, networks, and opportunities that widen their visibility and understanding.
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Validate lived experience. Acknowledge that social class, race, gender, disability, or background can affect how someone is received in the workplace.
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Be mindful of language. Avoid assumptions about what your mentee “should” know or have done already.
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Create psychological safety. Make it clear that your mentee can be honest, ask questions, or share uncertainty without fear of judgement.
For Mentees: Owning your voice #
Power isn’t only held by mentors. Mentees bring curiosity, insight, and fresh perspective, qualities that can teach mentors a great deal. You can shape the dynamic too:
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Be open and honest. Share your goals and challenges early so your mentor understands how to support you.
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Ask direct questions. Clarity builds confidence.
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See yourself as a contributor, not just a learner. Your lived experience and perspective are valuable.
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Speak up if something feels uncomfortable. Silence benefits no one.
Allyship is a two-way practice; both mentor and mentee have power to build respect, understanding, and change.
Shared Responsibility #
Both people are responsible for ensuring the relationship remains balanced and respectful. That means:
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Checking in regularly about what’s working and what isn’t.
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Reflecting on how privilege or difference might be shaping your dynamic.
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Being open to feedback, even when it’s uncomfortable.
If either person feels the balance is off – whether through tone, assumptions, or lack of inclusion, it’s okay to pause and talk about it. Our team can also provide guidance or mediate if needed.
