Forj has provided suggestions below of Course designs to consider for enhancing your Mentorship program. These Course designs are examples that Learning Admins can edit and adjust to meet the needs of your specific Mentorship offerings. Note that this option is only available Forj Learn clients. 

Table of Contents

Mentor Foundations Course

Mentee Foundations Course

Micro Learning Course

MENTOR FOUNDATIONS COURSE

Mentor Foundations: Maximizing Your Mentorship Experience

Audience: Mentors
Estimated Completion Time: 45-60 minutes
Format: Video, Readings, Reflections, Agreement Statement 

Below is an example of this Course design, with possible learning objectives and assessment questions. 

Learning Objectives

Module 1: Purpose of Mentorship
Module 2: Your Role & Responsibilities
Module 3: Communication Skills 
Module 4: Setting Expectations
Module 5: Mentorship Styles
Module 6: First Meeting Checklist 
Module 7: Partnership Agreement
Module 8: Post-Assessment

Pre-Assessment Questions

Rate on 1–5 scale.

1. I feel confident supporting the professional growth of others.
2. I understand the difference between coaching and giving advice.
3. I feel prepared to set expectations during the first meeting.
4. I am comfortable giving direct but kind feedback.
5. I have time to mentor consistently.
6. I am familiar with the goals of this mentorship program.
7. I understand my responsibilities as a mentor.
8. I feel prepared to manage confidentiality and boundaries.
9. I feel confident facilitating group discussions.
10. I feel ready to serve as a mentor.

Open-ended:

• What strengths do you bring to mentoring?
• What support do you need from the association?

Post-Assessment Questions

Rate on 1–5 scale.

1. My mentee(s) made progress on their goals.
2. The structure of the program supported effective mentoring.
3. I felt prepared to lead mentoring conversations.
4. I feel more connected to the association.
5. I gained professional growth from serving as a mentor.
6. My mentee(s) were engaged and committed.
7. I used tools or resources from the program successfully.
8. Group/speed mentoring opportunities were valuable (if applicable).
9. I would participate as a mentor again.
10. Overall satisfaction with mentoring experience.

Open-ended:

• What worked well in your mentoring relationship(s)?
• What would help you be an even stronger mentor in the future?

MENTEE FOUNDATIONS COURSE

Mentee Foundations: Maximizing Your Mentorship Experience

Audience: Mentees
Estimated Completion Time: 45-60 minutes
Format: Video, Readings, Reflections, Agreement Statement 

Below is an example of this Course design, with possible learning objectives and assessment questions. 

Module 1: Welcome to the Mentorship Experience

• Overview of program purpose and benefits
• Types of mentoring available (1:1, group, speed mentoring)
• Expected commitment and professional conduct
• How matching works (if applicable)
   

Module 2: Understanding Your Role as a Mentee

• The mentee’s responsibilities
• How to prepare for meetings
• How to set goals with your mentor
• Boundaries & expectations

Download: Mentee Responsibility Guide (PDF)

Module 3: Goal Setting & Development Planning

• Difference between professional goals vs. session goals
• SMART goal template
• How to track progress
• Setting expectations with your mentor

Activity: Complete a Goal-Setting Worksheet to bring to your first meeting.

Module 4: Communication Skills & Professional Etiquette

• Preparing questions in advance
• How to ask for feedback
• How to communicate challenges respectfully
• Conflict resolution pathways

Download: “Conversation Starters for Mentees”

Module 5: Getting the Most from Group & Speed Mentoring

• Best practices for participating in group cohorts
• How to stand out (professionally) in speed mentoring
• How to follow up after events
• Building ongoing relationships with peers
   

Module 6: Final Steps & Program Agreement

• Review expectations
• Submit signed mentee agreement
• Submit pre-assessment
• Unlock community group (if using Forj Connect)

Pre-Assessment Questions

Rate on 1–5 scale.

1.  I have clear professional goals for the next 12 months.
2. I understand what I want to gain from having a mentor.
3. I feel confident asking questions or seeking guidance.
4. I am comfortable receiving constructive feedback.
5. I can commit time to meeting regularly.
6. I understand my responsibilities as a mentee.
7. I feel prepared to articulate my strengths and weaknesses.
8. I am open to trying new approaches or changing habits.
9. I have experience participating in small-group professional discussions.
10. I feel ready to begin a mentoring relationship.

Open-ended:

• What is your biggest hope for this mentoring experience?
• What is your biggest concern?

Post-Assessment Questions

Rate on 1–5 scale.

1. My mentor helped me clarify my professional goals.
2. I made measurable progress toward those goals.
3. I feel more confident in my abilities.
4. I learned new skills or strategies.
5. Communication with my mentor felt supportive and effective.
6. I feel more connected to the association.
7. I gained value from group or speed mentoring opportunities (if applicable).
8. I would recommend the mentorship program to another member.
9. I plan to stay engaged with my mentor or the community.
10. Overall, I am satisfied with my mentorship experience.

Open-ended:

• What was the most impactful part of your mentorship?
• How could the association improve the program?

MICRO-LEARNING COURSE

Conversation Techniques for Mentees

Estimated Time: 5–7 minutes
Audience: Mentees
Placement: Mentee Foundations Communication & Relationship Building

Learning Outcomes

After completing this micro-module, you will be able to:

• Ask effective questions that lead to meaningful mentoring conversations
• Drive dialogue confidently, especially in early meetings
• Use conversation tools to navigate goals, challenges, and feedback
• Strengthen your partnership with your mentor over time
   

Welcome Message (Instructor Block)

Effective mentorship isn’t about having all the answers — it’s about knowing how to ask the right questions. As a mentee, your curiosity and preparation will shape the depth of your relationship and the value you receive.

In this quick micro-lesson, you’ll learn conversation techniques that help you:

• Break the ice
• Set goals
• Ask for feedback
• Navigate challenges
• Engage during group mentoring
• Lead productive sessions
   

Section 1 — The Mentee’s Role in Conversation

Mentorship research consistently shows that relationships succeed when the mentee drives the conversation. That means:

Your job is to:

• Bring topics or questions
• Share challenges honestly
• Ask for clarification when needed
• Follow through on commitments
• Reflect on progress

You don’t need to be perfect — you just need to be prepared.

Section 2 — Conversation Frameworks You Can Use

Here are simple frameworks to help you structure any mentoring conversation.

A) The “3Ps” Conversation Opener

Progress → “Here’s what I worked on since our last meeting…”
Problems → “Here’s what felt challenging…”
Plans → “Before our next meeting, I want to focus on…”

This opener immediately gives your mentor context and direction.

B) The “Clarify → Explore → Decide” Model

Use this when navigating a complex question or challenge.

Clarify:
“What’s the core issue I need help with?”

Explore:
“What options or approaches should I consider?”

Decide:
“What’s my next step, based on our conversation?”

C) The “Ask → Learn → Apply” Loop

A simple way to keep your mentorship active and iterative.

Ask a question → Learn from your mentor’s insight → Apply it before the next meeting.

This is how growth compounds over time.

Section 3 — Conversation Starters for Different Moments

Here is a curated set of prompts you can use in various mentoring contexts.

Starting Your First Conversation

• “Here’s what I hope to gain from mentorship — does that align with what you can support?”
• “Which of my goals do you think we should prioritize first?”
• “What expectations do you have for our time together?”
  
   

When You’re Unsure What to Ask

• “What would you do in my situation?”
• “What should I be thinking about that I might not see yet?”
• “What skills made the biggest difference early in your career?”

When You Want Feedback

• “What strengths do you see based on what I’ve shared?”
• “If I could only improve one skill this quarter, which should it be?”
• “Can you share an example of how I might approach this differently?”
   

When You’re Facing a Challenge

• “I’m stuck on ________. What angles am I missing?”
• “Have you ever navigated something similar?”
• “Which option feels most aligned with my long-term goals?”
   

For Group Mentoring or Cohorts

• “What’s one insight everyone has gained this month?”
• “What topic should we explore in our next group meeting?”
• “Who has faced something similar and how did you handle it?”
   

Section 4 — Tips for Keeping Conversations Productive

1. Come with 2–3 prepared questions each meeting

This ensures you’re always ready to lead.

2. Share updates from your Personal Development Plan (PDP)

This grounds the conversation in progress and outcomes.

3. Be honest when something feels unclear

“What you just said is helpful — could you give an example?”

4. Keep a shared notes document

Use the Mentorship Meeting Template to track:

• Wins
• Challenges
• Next steps
• Feedback

5. End each meeting with commitments

“What should I focus on before our next conversation?”

Section 5 — Practice Activity (Optional Knowledge Check)

Choose one scenario below and select the BEST conversation starter.

Scenario 1: You’re not sure how to advance in your career.
Which opener is strongest?

A) “I don’t know what to ask today.”
B) “What skills or experiences would make the biggest difference for my career trajectory?”
C) “Do you think I should get a new job?”

Correct: B
(Shows initiative, is specific, and opens a meaningful discussion.)

Scenario 2: You need help navigating a conflict at work.
Which opener is strongest?

A) “My coworker is impossible.”
B) “Can I tell you about a challenge I’m facing and get your perspective on possible approaches?”
C) “Don’t you hate difficult coworkers?”

Correct: B
(Direct, constructive, and solution-oriented.)

Section 6 — Apply What You Learned

Before your next mentorship meeting:

Choose TWO conversation starters from this lesson and add them to your meeting agenda.

Your mentor will appreciate the preparation — and your discussions will be more meaningful.

Section 7 — Downloadable Resource

Download: Conversation Starters for Mentees (PDF)
(Add this as a File in Learn.)

Section 8 — Continue the Conversation in Your Community

Prompt mentees to deepen engagement in Connect:

“Share in your Mentee Group: What’s one conversation starter you plan to use in your next meeting?”

This boosts early-cycle engagement and normalizes asking great questions.

Completion Criteria

To complete this micro-learning module, learners must:

✔ View all content
✔ Complete knowledge check
✔ Download the Conversation Starters resource
✔ Mark module as complete