The big "What if..." questions by Koleen

koleenkerski — 2025-09-09 20:09:31 UTC

...your mentee thinks their practices are fully aligned with the effectiveness markers and you do not? How do you share?

koleenkerski — 2025-09-09 20:10:54 UTC

...you are having trouble separating your role as mentor from your role as supervisor, wondering if your debriefings are clouded by wanting your mentee to succeed/preserve your supervisor/supervisee relationship or feeling pressure as an administrator to advance your mentee?

koleenkerski — 2025-09-09 20:12:06 UTC

...you observe your mentee engaging in behavior that suggests bias toward the family (e.g., your mentee suggests a strategy and when the family says that strategy doesn’t fit their family, your mentee drops the topic)? What if your mentee says something during your mentoring discussion that demonstrates bias (e.g., mentee is “just happy the family lets me in the door given all they are dealing with”)?

koleenkerski — 2025-09-09 20:12:44 UTC

...your administration does not see the value in mentoring toward the EIS Credential? How will you advocate/sell mentoring and the EIS Credential? Include fiscal considerations.

koleenkerski — 2025-09-09 20:13:30 UTC

...What if your mentee becomes very defensive/angry during your pre-observation discussion? How would you respond and sustain/repair your relationship?

koleenkerski — 2025-09-09 20:14:20 UTC

...your mentee is not progressing in the EIS Credential knowledge and practice indicators?

koleenkerski — 2025-09-09 20:17:36 UTC

...your mentee questions whether you can actually mentor them. For example, if they are older, have more years experience, or of a different discipline?

koleenkerski — 2025-09-09 20:18:22 UTC

...your mentee is also your supervisee? How do you separate the two?