COMDTINST 5350.24C
mentor) reaches out to someone they know could benefit from their experience. These
relationships tend to grow over a long period of time and are effective and rewarding.
(7) Situational Mentoring. Situational mentoring is the right help at the right time provided by
someone when a mentee needs guidance and advice. It is usually short term addressing an
immediate situation but can transition to a more long-term connection.
(8) Supervisory Mentoring. Mentoring is an inherent responsibility of leadership and the Coast
Guard expects that supervisors will mentor their subordinates. The Individual Development
Plan outlines expectations for supervisory coaching and feedback. Most frequently, this
mentoring is informal, related to day-to-day guidance about the current job. As leaders,
supervisors should also encourage outside mentoring partnerships, informal and formal, and
allow their employees the time to work on them. Additional mentoring supplements
employee development when supervisors are not subject matter experts in every area of
interest to their employees. It can also provide a neutral resource to the employee who feels
awkward talking openly and honestly with their boss if the issue is difficulty on the job or the
desire to explore job changes.
b. Principle Elements of Mentoring Program.
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