Mentoring is never just about production numbers; it’s about unlocking their potential and helping them discover what they’re truly capable of, and guiding them to get there.

<Title: Nurturing stronger and more productive relationships with your mentees>

Q: What forms the foundation for a strong mentoring relationship?

So, over the past 18 years, I’ve had the privilege of mentoring many incredible individuals — some entering the insurance industry — who went on to achieve MDRT or even Court of the Table. 

For me, mentoring is never just about production numbers; it’s about unlocking their potential and helping them discover what they’re truly capable of, and guiding them to get there.

A mentoring relationship is a lot like dating, it only works when both parties choose each other.

However, once trust is broken — whether through one-sided communication, top-down preaching, or a lack of understanding of the mentee’s motivations — the relationship begins to deteriorate.

Structure and communication are essential.

I always prefer to define clear parameters:

Where and how often we meet

What each session will focus on

A clear agenda for discussion

This keeps every session focused and productive.

Let me give you an example, so before each session, I will set a topic and ask the mentee to prepare questions in advance.

During the session, we:

Share approaches and insights
Role-play real scenarios
Fine-tune and improve techniques and skills for the mentees

We always end with a clear action plan, so the mentee knows exactly what to work on before the next meeting.

And it doesn’t stop there. Regular check-ins between sessions help maintain momentum and accountability.

The best relationships are those where mentee and mentor remain aligned and connected.

Q: What are some characteristics to look out for in potential mentees?

First and foremost, there must be chemistry, we need to “click.” I’m drawn to people who are fun, open-minded, and hungry to grow.

Resilience is non-negotiable. You must be able to take setbacks in stride and keep moving forward.

When it comes to key characteristics for individuals, I will always focus on:

Ambition – They want more for themselves

Curiosity – They ask questions and seek deeper understanding

Execution – They act quickly on what they learn

Questions I Ask Potential Mentees:

What are your goals?

What are your strengths and weaknesses?

What is stopping you from achieving your goals?

How determined are you to achieve these goals?

Why do you want me as your mentor?

So, a great example is one of my mentee.

For seven years in this industry, he had never achieved MDRT. When he came to me for guidance, he was both eager and relentless — constantly asking questions, implementing strategies immediately, and providing regular updates on his progress.

In 2018, he joined me as an MDRT Aspirant at the Annual Meeting in Los Angeles. Even though the event had reached full capacity and he was unable to buy tickets, he still made the trip with the intention of immersing himself in the experience.

Instead of attending the live conference, we participated together in the online sessions. Every evening, we debriefed, exchanged ideas, and shared key takeaways. That experience ignited a new level of determination in him.

When he returned home, he applied what he had learned with full commitment and achieved MDRT that same year. Since then, he has qualified every single year without fail.

Q: What mindsets do you recommend your mentees to cultivate?

My key advice to new mentees:

Come prepared: Know your challenges, strengths, and weaknesses so your mentor can provide tailored guidance.
Take responsibility for your learning: Don’t expect to be spoon-fed. Take notes and reflect on what you learn.
Be proactive: Share your perspective on your roadblocks so your mentor can help effectively. Ask thoughtful questions to deepen understanding.
Implement quickly: Mentoring only works if you act on what you learn.
Maintain a growth mindset: Always strive to be better

Nurturing stronger and more productive relationships with your mentees

Transcript

Author(s):

Eddie Yew