Use Mentor–Mentee Moves to Practice Leadership Weekly
Mentoring works best when it becomes a repeatable weekly practice, not an occasional “big talk.” Use these mentor–mentee moves as simple leadership skill exercises you can run in short bursts, then connect back to what you’re learning in structured classes or training.
- Set one weekly leadership “rep” and define success: Pick a single skill for the week, clearer updates, better delegation, calmer conflict, and write a one-sentence “win condition.” Example: “By Friday, I’ll run a 10-minute standup where everyone leaves with one clear next step.” This keeps mentoring strategies for leadership focused and gives you something concrete to reflect on in your next check-in.
- Run a 10-minute communication drill (record, review, retry): Choose one real message you need to deliver (status update, request for help, boundary). Say it once, ask your mentor for one improvement, then say it again. The power is the repetition; communication skills grow through one-on-one meetings where feedback is immediate and specific.
- Use the “three options + one recommendation” decision rep: Bring one decision you’re facing and list three workable options, each with a pro, a con, and the risk if you do nothing. Then pick one recommendation and explain why in 60 seconds. This builds decision-making development quickly, and it mirrors how many structured leadership courses teach analytical thinking: make assumptions visible, compare tradeoffs, commit.
- Practice adaptability with a “pace-of-change” check: When you’re pushing a new process or expectation, ask your mentor: “Am I moving people too fast, or not fast enough?” Aim to not push people forward faster than they can absorb while still keeping momentum through small, clear next steps. Try a micro-experiment for one week (one meeting format change, one new checklist) and evaluate before scaling.
- Create a mini leadership role you can own this month: If you don’t have a title, borrow responsibility: facilitate one meeting, onboard a new teammate, document a process, or lead a small improvement project. Ask your mentor to help you define scope (what’s in/out), stakeholders, and a simple timeline. The goal is real leadership practice that you can connect back to your coursework or training reflections.
- Build a feedback loop that’s safe and specific: End each week with two questions: “What should I keep doing?” and “What should I do differently next time?” Agree on one behavior to change, not a personality label, and set a follow-up date to revisit it. When feedback feels tense, use a shared script like “When X happened, the impact was Y; next time I’ll try Z” to keep it practical.
Written by: Steve Johnson