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Programs were thus culturally-tailored to mentee needs.
The matching of mentors to mentees either in terms of mutual connections [ 30], gender and ethnicity [ 29]; socio-economic and cultural background [ 25] and/or areas of interest/expertise [ 23, 25] according to mentee needs [ 25, 27] was evidenced in five cases.
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Both the mentor and mentee need to make judicious use of teaching observations and review of course materials combined with an iterative process of reflection by the mentee.
Programs were culturally-tailored to meet mentee needs, both through implementing the integrated model approach (inclusion of Elders, families and communities) and acknowledging Indigeneity by ensuring cross-cultural training was provided to mentors.
During that time, a mentee needs to formulate what Tobbell calls "smart objectives --specific, measurable, realistic, and time-bobjectives --specificeer gobjectives --specificat it's likely to take to reach those objectives.
Mentees need to remain in the saddle until the very end.
We found that 10 programs (45%) allow mentees to choose their mentors, while the remaining 12 programs (55%) assign mentors to mentees.
Talk to mentees about their feelings.
Talk to mentees about their mentoring experiences.
There is also potential to improve financial feasibility: using a cohort of trained peer mentors to train future mentors and/or tailoring peer mentoring training to the needs of local mentee populations may result in more focused and cost-efficient training.
Mentoring supported students to deal with a wide variety of topics, ranging from academic to personal, according to the needs of individual mentees.
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