71 Questions for a Mentor to Ask a Mentee

Wondering what questions to ask your mentee? You’re not alone on that one. Mentoring can be a tough topic to broach, especially if you don’t know where to start.

That’s why we’ve put together a list of possible questions you can use to get to know your mentee better, assess their goals and needs, and help them maximize their potential. This way, you can help them grow professionally and personally. Trust us, your mentee will appreciate your help!

71 Questions to ask a mentee:

  1. How are you doing today?
  2. What’s on your mind?
  3. How was your weekend?
  4. What did you do yesterday?
  5. What are your plans for today?
  6. How is your week going so far?
  7. What was the best part of your day?
  8. What was the worst part of your day?
  9. What are you grateful for today?
  10. What are your thoughts about (topic)?
  11. What are your feelings about (topic)?
  12. How would you handle (situation)?
  13. Have you experienced (a situation) before? If so, how did you handle it?
  14. What are your professional goals?
  15. What’s your definition of success?
  16. How do you work best – alone, in pairs, or as part of a team?
  17. What are some of your greatest strengths and weaknesses?
  18. How do you handle stress and pressure?
  19. Are you an analytical or creative thinker?
  20. Do you like to talk things out or think them through on your own first?
  21. What have been your most difficult experiences at work?
  22. How did you grow from those experiences?
  23. What makes you feel most fulfilled in your work?
  24. Do you have any tips for maintaining a good work-life balance?
  25. How do you manage your time and prioritize your tasks?
  26. Who are some of your professional role models? Why do they inspire you?
  27. Have there been any major changes or transitions in your life recently that we should know about (e.g., a move, starting a family, etc.)?
  28. How have these changes affected your work and career goals?
  29. Are there any pressing concerns you’d like to discuss with me?
  30. Is there anything currently preventing you from reaching your full potential at work?
  31. How can I help you overcome these challenges?
  32. If money were no object, what would be your dream job or career path?
  33. If you could go back and give yourself one piece of advice from when you started in your current job, what would it be?
  34. What’s your career background?
  35. How did you become interested in [your field/industry]?
  36. What are your long-term career aspirations?
  37. Where do you see yourself in 5-10 years?
  38. What are your specific goals for our time together?
  39. What kind of advice or feedback do you hope to get from me?
  40. Are there areas where you need help or want to improve?
  41. Are there specific skills or knowledge you’d like to learn more about?
  42. Who are some people in your field/industry that you admire and why?
  43. Are there challenges or obstacles you’re currently facing in your work?
  44. Have you ever faced challenges or prejudice based on [your background/identity] in your career?
  45. What have been some of your most successful projects or achievements?
  46. On the flip side, what has been your biggest failures or setbacks?
  47. How would you most like to receive feedback – positive or constructive – and how often would you like to receive it?
  48. Would you like me to be more hands-off or hands-on in our sessions together?
  49. What type of communication do you prefer – email, text, phone call, in person – and how often should I check in with you outside of our sessions?
  50. Is there anything else about your work or professional life that you think I should know?
  51. Do you have any questions for me about my experience or career journey?
  52. What can I do to best support you during our time together?
  53. How well do you handle criticism?
  54. How well do you work in a team environment?
  55. How well do you take direction from others?
  56. Are you comfortable working independently?
  57. What are your preferred methods of communication?
  58. Do you have any experience in a particular industry or skill?
  59. Are you open to feedback?
  60. What about your availability and schedule?
  61. What’s your learning style? (i.e. visual, auditory, kinesthetic)
  62. What’s your preferred method of receiving feedback (i.e. in person, by email, etc.)?
  63. Do you have any questions or concerns you’d like to raise at this time?
  64. Is there anything else you think I should know about you or your situation?
  65. What do you think about (particular issue)?
  66. How would you approach (a particular situation)?
  67. Do you have any other questions for me or anything else you’d like to discuss?
  68. What are your biggest challenges right now?
  69. What have you done in the past to achieve your goals?
  70. What are your priorities?
  71. How would you like to be remembered?

Frequently Asked Questions

How do you prepare for a mentor-mentee meeting?

Typically, both the mentor and mentee prepare for a meeting by going over the goals they want to discuss during the meeting. This allows them to think about possible solutions and strategies ahead of time. In addition, it’s often helpful if both parties go into the meeting with an open mind and are willing to listen and learn from each other.

What can a mentee expect from a mentor?

A mentee can expect his/her mentor to accompany, support, and advise him/her on his/her career path. The mentor helps the mentee set and achieve goals and provides feedback on their progress. The relationship is a two-way street, and the mentee should also be willing to provide support and feedback to his/her mentor.

What does a mentee gain from a mentor?

A mentee can gain a wealth of knowledge and insight from a mentor. A mentor can guide and support him/her, give advice, and share their experiences with them, which can help the mentee achieve their goals. The mentee can also learn how to handle difficult situations and build relationships.

In addition, the mentee can benefit from the mentor’s networks and resources. Overall, a mentee can gain a great deal from a mentoring relationship and it can be very beneficial to their personal and professional development.

What makes a successful mentor?

Mentors are successful when they can help their mentees achieve their goals. A mentor builds trust, establishes a relationship characterized by mutual respect, and provides guidance and support. He or she must also listen carefully and be patient. A successful mentor is someone who can help their mentee reach their full potential.


Asking the right questions is essential for a successful mentor-mentee relationship, it’s important to ask the right questions – but it’s also important to tailor those questions to the individual mentee and their unique needs and goals. Using the above questions as a starting point, you can get to know your mentee better, assess their strengths and weaknesses, identify the areas they want to work on, and set them up for success.

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