What are three steps to establish a mentoring plan with a subordinate?

What are three steps to establish a mentoring plan with a subordinate?

• A. Identify development activities and milestones.; Schedule regular check-ins.; Define goals and expectations.
• B. Schedule regular check-ins and adjust as needed.; Identify development activities and milestones.
• C. Define goals and expectations, identify development activities and milestones, schedule regular check-ins and adjust as needed.
• D. Provide immediate feedback only at year-end.

Answer: (C)

The main idea here is to build a mentoring plan that starts with clear expectations, translates those expectations into concrete steps, and then keeps the plan moving with ongoing feedback. Start by defining goals and expectations with your subordinate so both of you know what success looks like and what you’re aiming to develop. This gives you a solid target and helps ensure you’re both on the same page about what improvement or growth should look like. Next, identify development activities and milestones that will lead to those goals. Turning goals into actionable steps and specific checkpoints makes the plan tangible. It creates a roadmap your subordinate can follow and provides measurable moments to gauge progress. Then set up regular check-ins and be prepared to adjust as needed. Frequent conversations keep the mentoring on track, enable timely coaching, and allow you to tweak activities or timelines if priorities shift or obstacles arise. Relying only on year-end feedback, by contrast, slows development and makes course corrections late, reducing the plan’s effectiveness. That combination—clear goals and expectations, concrete development activities with milestones, and ongoing check-ins with adjustments—delivers structured, actionable mentorship that aligns with desired outcomes.

The main idea here is to build a mentoring plan that starts with clear expectations, translates those expectations into concrete steps, and then keeps the plan moving with ongoing feedback. Start by defining goals and expectations with your subordinate so both of you know what success looks like and what you’re aiming to develop. This gives you a solid target and helps ensure you’re both on the same page about what improvement or growth should look like.

Next, identify development activities and milestones that will lead to those goals. Turning goals into actionable steps and specific checkpoints makes the plan tangible. It creates a roadmap your subordinate can follow and provides measurable moments to gauge progress.

Then set up regular check-ins and be prepared to adjust as needed. Frequent conversations keep the mentoring on track, enable timely coaching, and allow you to tweak activities or timelines if priorities shift or obstacles arise. Relying only on year-end feedback, by contrast, slows development and makes course corrections late, reducing the plan’s effectiveness.

That combination—clear goals and expectations, concrete development activities with milestones, and ongoing check-ins with adjustments—delivers structured, actionable mentorship that aligns with desired outcomes.