Because so much is riding on the complementary commitments each party makes to the other, they must work diligently to maintain accountability in the relationship.
It’s expected that a mentor should check in to make sure the mentee is doing what they said they would. If, for example, the mentor asks the mentee to contact ten potential employers before their next meeting, the mentor should keep after the mentee and ask for progress reports.
This critical accountability helps motivate the mentee to step out of their comfort zone and accomplish things that may be difficult for them, knowing that they’ll have to answer for their actions.
On the other side of the relationship, the mentee should expect to be pushed, and if they feel their mentor is going easy on them, or not taking ownership of the mentee’s success they can should them to account for that.
Accountability is the glue that holds a mentoring relationship together. The mentor pushes the mentee to be better and holds them to account when they fall short. The mentee holds themselves accountable as well and should be able to rely on the mentor to offer guidance, wisdom, and honest assessments to help them realize their goals.
When accountability isn’t maintained, trust is lost. The mentor may question the mentee’s commitment to their success. The mentee may feel abandoned or let down by a mentor that doesn’t contribute properly. In the end, if accountability is lost, the relationship risks dissolution.