Generally, you want to appear grateful to the mentor for his or her time and willingness to accept the mentor role. In a discussion with the mentor, talk about how you both benefited from the experience.
If the relationship has stalled, then talk directly with the mentor about what can be done to improve the relationship, such as how and when to discuss things.
Mentoring is meant to be a process by which a new member of an organization or profession develops under the guidance of a more experienced person. Common expectations are for the mentee to learn skills or understandings. This requires the mentor to dedicate time and to have patience.
The relationship may fail because the mentor does not have the skills or background to help the protégé. Sometimes the two people have styles that are difficult to mix, or they just don't get along. Sometimes people in assigned relationships may not wish to significantly help; for instance, a mentor may be reluctant to share information or may see the protégé as competition.
The relationship should be concluded when you've gotten out of it what you wanted or were expecting to get or when you realize that you as the protégé will no longer benefit from the relationship.
It is always helpful to set out expectations and boundaries in the beginning. That way, both parties have a better understanding of what the commitment is.
As you leave the relationship, try to keep the doors open for you to return in the future. Your mentor may have information that you need at a later day. You never know when someone in your network has what you need.
