What are the best ways to be a successful mentee in Entrepreneurship?

You will find the right mentor when you are ready for it. Or the right mentor will find you when you are ready. What this means? Mentorship is about positive transformation. And the only way to achieve positive transformation is to be ready for transformation from within first. Best tip on this I can give is: trust your gut.

What I have found useful is having a mentor in the organisation you work Someone who can talk for you in closed doors, someone who can promote you and your work to others in meetings and places where you’re not there. Mentor will help to open the doors for you and give you honest feedback about what you can do well and where you need to improve. Most mentors will give you a balanced view about your industry or sector and increase prospects of you succeeding. They have advocated for resources and support for me which helped me to achieve my goals in my job. In closing this journey is a two way street, you need to work hard to achieve results you need as well. Is not only the problem of the mentor. It can’t only be the problem of the mentor.

Encontrar el Mentor adecuado es un deporte de riesgo pero creo que lo más importante es saber discernir entre Mentores de verdad y mentores de mentira. En este mundo donde todo el mundo inventa cosas para ofrecer experiencia que no tiene el mejor antídoto para desenmascarar a los fake mentors es comprobar su experiencia profesional previa. Es imposible que una persona pueda mentorizar a otra si nunca ha navegado por las aguas profesionales de aquello sobre lo que quiere ayudar. La mentorización efectiva no consiste en decir cómo hacer, consiste en hacer pensar al mentorizado para que él mismo encuentre el camino correcto en el mar de dudas en el que se encuentra. Ningún mentor podrá ejecutar esto sin experiencia previa.

Finding the right mentor is pivotal in one's journey to success. A mentor offers guidance, wisdom, and perspective, steering you through challenges and aiding in personal and professional growth. Their experience becomes a compass, helping navigate complex terrains, offering insights that textbooks can't provide. A mentor's encouragement fuels motivation, fostering resilience in times of adversity. They share invaluable knowledge, accelerating learning curves and preventing costly mistakes. A mentor serves as a sounding board, nurturing confidence and fostering a supportive environment for honing skills. The right mentorship cultivates not just expertise, but a mindset indispensable for achieving aspirations and reaching new heights.

Trouver le bon mentor, c'est à dire quoi connait vos éléments clés : Secteur d'activité et/ou stage, marché, région, etc. est important mais l'engagement du mentoré est d'autant plus déterminant, s'il s'agit d'entreprenariat

A mentee can benefit the most from a mentor in entrepreneurship by actively seeking guidance, being receptive to feedback, leveraging the mentor's network, learning from their experiences, and applying the knowledge gained to real-world situations.

Me gustaría compartir algunas de las cosas que me han ayudado a lo largo de mi carrera: 1. Mentoría: Buscar mentores es una gran estrategia. Aprender de aquellos que han recorrido el camino antes que tú puede acelerar tu aprendizaje y ayudarte a evitar errores comunes. 2. Redes y colaboraciones: Conecta con otros emprendedores. Anímate a compartir experiencias y conocimientos, esto puede ofrecerte nuevas perspectivas y soluciones. Además, de generar comunidad. 3. Estar al día con las tendencias de tu mercado/sector: La industria y el mercado están en constante evolución. Mantente informado sobre las últimas tendencias, tecnologías y cambios en tu sector.

Think both long and short term. Long term is the north star of performing your role, and what's your vision for the business. Short term will take you there, as startups live and progress with daily victories.

Make sure the goals are achievable but also push the limits. It’s OK to fail, but fail early and don’t make the same mistake twice. You will - at some point in your career - face a goal that you can’t deliver on. 100% guaranteed. I promise. But, that’s OK. You could learn now and avoid that in the real world - further into your professional career.

- Be accountable and thoughtfully review progress to those milestones or deadlines. In other words, show up prepared to share specific actions, what is or isn’t working and have specific questions when faced with barriers or new decision points along the journey!

Schedule set times to meet with your mentor, and make sure you go prepared on what to discuss and your challenges. Be prepared to share your biggest challenge at that time with your mentor; it respects your mentors time and experience, and it allows you to be able to solve your issues.

It’s important to meet with your mentor before a big decision that you need to make, not when there is time pressure to make the decision. You need time to absorb advice and decide whether to act on it or not.

Use your mentors to bounce your ideas , Share your dilemmas ,anxiety and what you plan to do about them . Mentors usually would have gone thru simular experiences and they can understand your situation. They may share their lessons for you to pick up . You must be open to learn and unlearn .

It is important to communicate, 1. Remove second guessing. If in doubt, ask. 2. It is always better to communicate your ideas, even if it is half baked, you will hone your ideas stronger and better from each sharing.

My perspective on effective communication within a mentorship emphasizes the importance of consistent and respectful engagement. It involves being well-prepared for each interaction, valuing the mentor's time and setting clear boundaries. Prioritizing active listening and being receptive to the mentor's insights and experiences is key. Taking notes during discussions ensures that valuable advice and feedback are remembered. Following up with a thank you note and a summary of key points demonstrates appreciation and a commitment to applying the mentor's guidance. This approach not only fosters a strong mentor-mentee relationship but also maximizes the learning and growth opportunities from the mentorship.

Failure is often used as a bad word. It should not be. Failure comes before success. This means failure is a necessary part of the process. Accept failure for the value it brings in lessons learned to reach your goal. In this way, the journey is as valuable as the end. What you learn is what you share with the world. In others be adaptable to learn from failure.

No mentor can add more water (value) into the glass which is already completely filled with water....... same goes for the mind.......So be ready to unlearn/ forgo less valued stuff to learn/adapt to new and more valued stuff

What can help you in being open-minded is reminding yourself that mentors are there to help you. This assumes that you have established as basic level of trust between each other when starting the mentor-mentee relationship. From that point, every time you hear something that you find offensive, hurting, or unpleasant in other way around - take a step back a think about the person who is there only to help you. If he is saying the things you don't like - what are the reasons for him to do that if he wants to help?

Cultivating openness and adaptability in mentorship is key to extracting maximum value from the mentor's experience, but its very tough. This involves: - Constructive criticism - Embrace new ideas - Foster innovation and personal growth. Navigating the uncertainties of entrepreneurship demands a positive and flexible mindset, adapting strategies while respecting the dynamic mentor-mentee relationship. When faced with feedback that may be challenging, take a step back, considering the mentor's intention to assist you. Recognize that their critique aims at guiding you toward improvement, fostering a mental shift from defensiveness to collaboration and reinforcing the mentor's supportive role in your entrepreneurial journey.

Reflecting on my recent conversation with Bill Gates, his insights resonate deeply, especially in the context of mentorship. Gates emphasized that young people's ability to drive innovation stems from not being constrained by past limitations. This perspective is a powerful reminder for those in mentorships. It encourages us to embrace new ideas, be open to constructive criticism, and step out of our comfort zones, much like young innovators unburdened by traditional notions. As we navigate our professional journeys, let's remember to be adaptable, flexible, and always value the diverse experiences and perspectives our mentors bring to the table.

Mentoring should be different from consulting. In the latter, clients often already know what they want to hear and are willing to pay someone to tell them and affirm what they already believe. Mentoring is the opposite. A great mentor will tell you what you don't already know and believe, and you use that wisdom to do what you wouldn't otherwise be able to do.

I find that many entrepreneurs aren’t looking for honest feedback as much as feedback to enforce their own narrative. It’s called confirmation bias. Entrepreneurs should have the attitude to find where their thesis doesn’t work, and then dig in deeper. You aren’t learning if everyone is telling you you’re right.

Feedback is key in any relationship. When you ask for feedback, know what kind of feedback you want and what kind you are getting, so you receive it effectively. 3 types of feedback: Appreciation (great job, keep it up), Coaching (here's what you can do differently next time), or Evaluation (you're progressing, but still have more to learn). Framework from the book Thanks for the Feedback, by Douglas Stone and Sheila Heen.

Feedback from a mentor to a mentee is crucial because it provides guidance, fosters learning, and encourages personal and professional growth. It helps the mentee understand their strengths and areas for improvement, allowing them to develop their skills and knowledge more effectively.

If we remove would be "know-it-all" founders, then the founders should genuinely listen to guided steps from their mentors and follow it to achieve the set milestones, to keep up the fire on both sides, if you miss a step then the next ones are quite difficult to achieve. I feel mentors need recognition for their creative skills, that they use to solve start-up challenges, money can be part of the package but not package itself.

Give first is the default where I am from in Boulder, Colorado. We were named startup city and capital multiple times. Because we live by Give First. Techstars, the original mentor driven accelerator started there. My guess is every one of their mentors would agree that founders showing their thanks is enough. Just being expressive and saying you are grateful works. Support mentors by sharing your knowledge in areas they may have interests. You are likely younger and motivated and seeing a new perspective or new tech or ideas they've not yet seen. If it's relevant, drop a note to say thanks, I was thinking of you, and share an insight or article. And, over the coming years keep them connected by offering them what they may be missing.

To win over my mentors through appreciation and gratitude, I did the following: I regularly thanked them for their time, advice, and guidance being specific about what I appreciated. I showed my mentors that their guidance is fruitful by actively working on the goals or skills they've helped me set or improve. I shared with my mentor how their guidance has positively impacted my career or personal growth. This can be very fulfilling for them. I tried to find ways to support my mentor, ie assisting them in their projects or simply being there to offer help if needed. Finally, Don’t Forget to Stay in Touch. Regular communication, even after the formal mentorship may have ended, shows that we value the relationship.

???????? ???????????? ???? ???????? ?? ????????????- think about how you can help them by helping you - ???????? ??????????????. Regardless of your junior, look for ways to add value - share specific knowledge, introduce people, and offer your skills. - ???? ?????????? ???? ?????? ??????. State explicitly how they can support your career goals. Help them help you. - ?????????????? ?????? ????????. Circle back to show how their guidance moved you forward. Make sure they know their time was worthwhile.

A coachable mentee is rare and a selfless mentor rarer. You would do well to set the expectations right in the beginning about how will the mentor be rewarded for his efforts. Saves heartburn and bad blood.

Well OK... my point of view here might be naive. When I agree to be a mentor for someone, it is a voluntary commitment and my way of "giving back"; no strings attached no reciprocation expected. If my mentee finds value he/she will continue the dialog. There are other circumstances where I will advise and/or consult and those have "strings attached" monetarily or otherwise. Thx, GAP

Frankly the best way to make the time and wisdom a good mentor invests into you the best return on their investment is to be successful. A great mentor would appreciate recognition but not require or expect it, would love a partnership or commissions/equity some day but doesn’t require or expect it, and would be honored for you to pay it forward some day but again, it’s not the expectation. If you take what they taught you and are successful - that’s the ultimate “pay back”.

I've been involved in a formal mentorship programme and have seen firsthand the challenges of achieving positive outcomes from it. Out of 10 of us mentors in the batch, only 3 of us achieved success. And by success I mean successfully seeing the programme through, with the assigned regular meetings, in order for the mentee to derive some benefits. The main issue was the lack of chemistry, and I would say that is largely down to 1) the lack of flexibility between the parties and; 2) the lack of proper profiling and hence matching of mentor and mentee. The above points cannot be disregarded no matter how structured and well thought out the programme is.

Respecting time commitments is crucial; arrive on time, manage meetings efficiently, and communicate changes promptly. Acknowledge mentor's schedule, prepare for discussions, and follow through on commitments to ensure a positive and effective mentoring relationship.

I wonder how many mentees are actually going to read this and take the advice. Like who is searching “how to be a good mentee”? But if you did and you are, the above is great advice and the best way to take it is to not take feedback personally. It’s business and you are in a position to execute a strategy or tactics to achieve specific objectives and goals. That’s it. Not taking things personally is a hard thing to do but if you are reminded of it and can remind yourself, it helps with your mental health.

Most mentors I have come across do not expect anything in return. However, demonstrating a sense of gratitude by either recognising or acknowledging their contributions could go a long way to cement a long term relationship. The mentor - mentee relationship could be extended beyond the initial stages of the venture.