Mentoring with Structure

Setting Expectations

Misaligned expectations are one of the most common reasons mentoring relationships go sideways, even when both a mentor and mentee have good intentions. When expectations are implicit, mentees are left guessing how to prepare, how often to reach out, what kind of feedback is “normal,” and what success looks like. Making expectations explicit or visible creates a shared reference point. This directly reduces the “hidden curriculum” problem, whereby only some mentees are advantaged, but not others, simply because they already know unspoken norms or feel more comfortable asking. 

Written agreements are one practical way to build transparency. Putting expectations in writing (goals, meeting rhythm, communication norms, feedback expectations, boundaries, confidentiality, and follow-up) reduces misunderstandings, supports accountability on both sides, and makes it easier to revisit and adjust as needs change. This can be a formal compact or a simple email that captures what you agreed to.

Setting expectations does not require a formal contract; it can happen over email or in the first few minutes of a conversation. The key is transparency about goals, communication, feedback, boundaries, and what follow-up is expected, so the relationship can support learning and growth without guesswork.

Mentoring Compacts and Agreements

A mentoring compact is a short document that clarifies how a mentor and mentee will work together. It makes expectations explicit early, so both mentor and mentee can spend less time guessing and more time focusing on growth, learning, and follow-through. 

At minimum, mentoring agreements should include the purpose and desired outcomes, meeting cadence, communication norms, feedback process, boundaries, confidentiality, and how you’ll revisit or end the arrangement. Mentoring agreements also benefit from making explicit the mentor's philosophy. The goal is to create a shared reference point to return to when priorities shift or when something isn’t working.

Individual Development Plan (IDP)

An IDP is a structured way to align day-to-day work with longer-term learning goals and professional development. They’re common in STEM doctoral training but adaptable anywhere: the core is setting goals, identifying skill-development priorities, planning milestones, and revisiting progress over time. Used well, an IDP supports both accountability and agency by keeping the mentee’s values and aspirations visible as plans evolve.