CPM Mentoring Principles & Relationship Building 2 — Questions and Answers
Question 1: A mentor notices their mentee is resistant to feedback during sessions. What is the BEST initial approach?
- Discontinue the mentoring relationship immediately
- Explore the mentee's past experiences with feedback to understand the resistance (Correct answer)
- Deliver feedback more directly to break through the resistance
- Avoid giving feedback and focus only on goal-setting
Correct answer: Explore the mentee's past experiences with feedback to understand the resistance
Understanding the root cause of resistance allows the mentor to tailor their approach and build psychological safety for feedback.
Question 2: Which of the following BEST describes the concept of 'developmental readiness' in mentoring?
- The mentee's academic qualifications for a role
- The mentee's willingness and capacity to engage in growth-oriented activities (Correct answer)
- The mentor's preparation before each session
- The organization's support infrastructure for mentoring programs
Correct answer: The mentee's willingness and capacity to engage in growth-oriented activities
Developmental readiness refers to the mentee's motivation, openness, and capability to engage meaningfully in the learning process.
Question 3: In a formal organizational mentoring program, who typically holds primary responsibility for driving the mentoring relationship forward?
- The program coordinator
- The mentor
- The mentee (Correct answer)
- The mentee's direct supervisor
Correct answer: The mentee
Best-practice mentoring places the mentee as the primary driver, ensuring ownership of their own development.
Question 4: What is 'contracting' in the context of a mentoring relationship?
- Signing a legal agreement about confidentiality
- Establishing mutual expectations, boundaries, and working agreements at the outset (Correct answer)
- Negotiating compensation for the mentor's time
- Documenting the mentee's career goals for HR
Correct answer: Establishing mutual expectations, boundaries, and working agreements at the outset
Contracting creates a shared understanding of how the relationship will operate, including roles, frequency, and confidentiality.
Question 5: A mentee shares a personal struggle unrelated to their professional goals. How should a CPM-certified mentor respond?
- Redirect immediately to professional topics to maintain focus
- Listen empathetically, then collaboratively assess whether and how it relates to their development (Correct answer)
- Refer the mentee to a therapist and suspend sessions
- Document the disclosure for program administrators
Correct answer: Listen empathetically, then collaboratively assess whether and how it relates to their development
Whole-person mentoring acknowledges that personal challenges often affect professional development, requiring empathetic and discerning navigation.
Question 6: Which communication technique helps a mentor ensure they have correctly understood the mentee's message?
- Paraphrasing and reflecting back what was heard (Correct answer)
- Asking multiple questions in rapid succession
- Sharing a personal story that parallels the mentee's situation
- Summarizing the session agenda at the start
Correct answer: Paraphrasing and reflecting back what was heard
Paraphrasing demonstrates active listening and gives the mentee an opportunity to clarify or confirm the mentor's understanding.
Question 7: What ethical principle requires a CPM mentor to disclose any potential conflicts of interest at the start of a mentoring engagement?
- Beneficence
- Transparency (Correct answer)
- Autonomy
- Non-maleficence
Correct answer: Transparency
Transparency obligates the mentor to be open about circumstances that could compromise their objectivity or the mentee's best interests.
CPM Mentoring Principles & Relationship Building 2
A mentor notices their mentee is resistant to feedback during sessions.
What is the BEST initial approach?