Mentoring Program Toolkit


Determining defined and clear goals will give the relationship a clear direction and purpose. Take the time in the beginning of the relationship for both the mentor and mentee to discuss what benefits they are looking to obtain from the pairing.

  • Determine what you are looking to get out of the relationship (e.g., competency development, career advancement, leadership skills development, gain knowledge in a particular topic area, etc.)
  • Set reasonable benchmarks and the steps you can take to continue to work towards your ultimate goal
  • Discuss what challenges you may face on your way to achieving your goal and how you can best prepare to work around them (e.g., availability of advancement opportunities, need to further your formal education, length of time needed to develop a new skill or competency)
  • Implement the benchmarks into your mentorship timeline by determining meeting topics of conversation and homework

Mentor Relationship Timeline

The 2020-2021 Envestnet Institute on Campus’ Women in Wealth Management Mentoring Program involves active participation of both the mentor and mentee over a 12-month period. Participants will join the program in May 2020 and ‘graduate’ in May 2021.

Mentee Responsibilities

  • Initiate, schedule, and adhere to monthly engagements either via phone, Skype, or in-person meetings
  • Ask questions, prepare GoToMeeting’s, and proactively contribute
  • Serve as a sounding board for ideas
  • Accept feedback and coaching
  • Maintain confidentiality at all times
  • Create LinkedIn page and professional resume
  • Submit resume and profile to Resume Hub

Topics of Conversation

Make the most of your mentor/mentee relationship by determining compatibility and establishing chemistry early-on. We suggest these conversation topics to kick-start and grow the relationship:

  • Industry news and trending topics
  • Industry challenges and opportunities
  • Career goals and progression
  • Determining the right corporate culture fit
  • How to adjust to changes in employer, role, and responsibilities
  • Continuing education recommendations
  • Achieving work/life balance
  • Plan and managing your finances after college
  • Getting involved with “extracurricular activities” after graduation


Companies with higher levels of gender diversity and with HR policies and practices that focus on gender diversity are linked to lower levels of employee turnover. 4

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