You’re looking for a mentor in project management. What are some common mistakes to avoid?

The common mistake people make when selecting mentors is seeking out a leader based on the "halo" principle. Respectfully, such mentors are usually SMEs, with excellent track records and impressive credentials. While they may make good mentors, will they add value to your growth and learning? When seeking out mentors, ask yourself these questions? What are your goals and expectations as a mentee? Does the mentor in question have time and inclination to mentor? Are you approaching them for their influence, charisma and achievements, as opposed to the value they would bring to the table as mentors? What style of leadership do they have? Insights into the answers reveal reality...go for it if it is a win-win.

A mentor may be like a google map, he/she can navigate your actions and help to reach the destination on time. Sometimes google map may fail, some mentors may mislead you because of less domain expertise, mentoring without deep research on the goals to achieve. So I suggest few tips while selecting mentors will be - Sector speacific mentor with atleast 10-15 years of experience - Who achieved or worked on a project with similar goal aligned projects - Discuss clearly on renumeration - Build a Calender schedule of each mentoring session

When seeking a mentor in project management, avoid these common mistakes: 1.Not clarifying expectations ??:Ensure alignment on goals, availability and communication frequency. 2.Overlooking compatibility ??:Choose a mentor whose values, leadership style and expertise complement our needs. 3.Neglecting commitment ?:Both mentor and mentee should prioritize and dedicate time to the relationship. 4.Failing to listen ??:Actively engage with mentor advice and feedback, leveraging their experience. 5.Solely focusing on problems ??:Balance discussions with positive aspects and growth opportunities. By avoiding these pitfalls, we can foster a productive and rewarding mentorship experience. ????

There are 2 school of thoughts where a definition of a mentor is fit as a coach for other school of thought and vice versa. Each organization pick one definition so with an assumption that here mentor is an SME (subject matter expert) and can provide guidance and advise. During your project, you need to identify the key reason you are seeking a mentor. Also you need to be clear that your mentor is SME of that particular area where you need expertise. Your questions or concerns need to be clearly articulated. Also the duration of your mentorship as your mentor might already be overloaded.

To choose the right mentor for your team and projects, consider the specific skills and experience needed for the project, and then find a mentor who possesses those skills and has a proven track record of success in similar projects. It's also important to consider the mentor's communication style, availability, and willingness to be a mentor. Better still, provide project communication training to support their ability to be effective in the role.

My biggest advise is to find a mentor that is free (at first). If you're paying for a mentor, that is a coach or a scam. A mentor should be willing to help you because they want to and notice you have a need. If the professional relationship between the two seems to very fruitful, then and only then should price be mentioned if the mentor even requests it. Ensure you seek someone who is always willing to help you and provide the steps that are best for you for your relevant situation. Do not have a mentor who only says "Yes" or "No" but a balance between the two and also says the "why" and "how"

Mentor should be person who can think out of the box ?? and give different perspectives to the project. Initially selecting a mentor, PM may discuss with atleast three mentors from same domain. Then iterate how the all thinks, share insights, renumeration expectations(from starting or end of the project completion) and experience that benefits the productivity of the whole. Comparing all the options and select the right one to brainstorm ??

When seeking a mentor, clarity is a key component. Define your goals: Do you want to master a specific methodology, enhance your skills, or explore new horizons? Whether it’s career advancement, networking, or skill development, a well-defined objective can help you find a mentor who can help you achieve the goals you have set. Be clear, be realistic, and communicate openly.

Willingness to share and caring about your growth/progress are two main factors to consider when choosing a mentor. In my own experience people could see you as a potential competitor or just use you as a number on their list of followers. The first conversation will give you a fair idea of what role the mentor will play in your journey. Having said that, willingness alone is not enough. Its an uphill task finding the right mentor who matches your needs and is supportive.

Absolutely, finding the right mentor requires deliberate effort and consideration. It's about seeking alignment not only in experience and expertise but also in personality and values. While seniority can be attractive, it's not the sole indicator of mentorship suitability. Prioritize individuals who demonstrate a genuine willingness to engage, share insights, and provide meaningful feedback. Compatibility in communication style and mutual respect are crucial for building a fruitful mentor-mentee relationship. Remember, quality mentorship enriches both personal and professional growth, making the search worth the investment of time and effort.

Seja consciente do tempo e da energia do mentor: N?o monopolizá-lo. Agende reuni?es com antecedência e seja pontual: Respeite o tempo do mentor. Seja flexível com o tempo e a frequência das reuni?es: O mentor pode ter outros compromissos.

Respecting your mentor's time and boundaries is paramount in nurturing a productive and mutually beneficial relationship. Establishing clear communication channels, scheduling regular meetings, and preparing thoughtfully for each session demonstrate your commitment and appreciation for their guidance. While seeking advice and feedback, remain receptive to diverse viewpoints and suggestions, fostering a culture of learning and growth. Recognize and honor the distinct role of your mentor, understanding that their support is aimed at your professional development rather than meeting other relational needs. Striking this balance fosters a healthy and effective mentorship dynamic.

Before each meeting, prepare an agenda and share it with your mentor to make the discussion more focused and productive. Come up with specific questions or topics you need guidance on to show your mentor that you value their expertise and are engaged in the mentorship. Begin each meeting by reviewing the action items from the last session to demonstrate your commitment to applying their advice and growing professionally. Don’t hesitate to ask for their perspective on challenges you’re facing. Be clear about what kind of help you’re seeking, whether it’s advice, feedback, or just a listening ear.

Respect Boundaries: Your mentor likely has other commitments and responsibilities; be considerate by scheduling meetings and interactions according to their availability and scheduling them appropriately.

Do your homework, prepare, plan your requests for specific information from your mentor, be organised, listen don't interrupt, reflect for a day before seeking clarity, accept you may not agree on points but unless you can offer a recognised alternative go with the flow, you can always suggest alternatives but again listen to others.... It also is a really positive action to sit with a senior member of staff of lower grading but has maturity of the business to ask for their opinion and finally, if you get a academically anal self professing mentor tough lol they can and will spout every academic quote, theoretical structures but have no idea how to actually do the job

The best thing giving back to your mentor is introducing to your peer network ??. That makes mentor deep relationship and more commitment with you. Some bonus tips that makes mentor more happy are : - Thank them in social pages like Linkedin, X. - Invite them for your team gatherings, celebrations ?? - Give them goodies, gift hampers

Ofere?a-se para ajudar o mentor de alguma forma: Isso pode ser ajudando-o em um projeto, oferecendo-lhe feedback ou simplesmente agradecendo-lhe por seu tempo. Mantenha contato com o mentor após o término da mentoria: Isso mostrará sua gratid?o e poderá levar a um relacionamento profissional duradouro.

In simple terms- Passing on knowledge and becoming a great mentor like the one you once had can be an inspiring and fulfilling experience.

Absolutely, fostering a culture of gratitude and reciprocity is essential in mentorship. Acknowledging your mentor's contributions and expressing appreciation not only strengthens the relationship but also motivates them to continue supporting your growth. Sharing your progress and achievements demonstrates the impact of their guidance, reinforcing the value of the mentorship dynamic. Additionally, offering assistance and feedback demonstrates your commitment to mutual growth and strengthens the bond between mentor and mentee. Remember, mentorship is a collaborative journey where both parties can learn and benefit from each other's experiences and insights.

Think about the concept of reverse mentoring, which is a two-way benefit. You could learn while giving support. Be yourself and provide guidance in your expert zone. Reverse mentoring is all about driving development between two different generations, each with great talent and high goals. As a generation X leader, I have had the great experience of working as the “Big Sister“ of a few of our youngest new hires from time to time, and by working together, I envisioned a new way of doing many things. The greatest experience in reverse mentoring was definitely received from my young professional kids at home, since once they started their careers, they brought home a lot of new concepts that caught my curiosity, like using the Chat Gpt App.

Learning for lifetime! Mentor can be a wellwisher/supporter travelling along in the whole journey. May avoid some common mistakes with mentors can be ○ Should be available when ever you want more ○ Picking sector wisely such as HR, Technology, Business Development, Finance which ever. ○ Learn, Re-Learn, Un-Learn

Absolutely, mentorship is a dynamic journey that requires ongoing commitment to personal and professional growth. While valuable, relying solely on one mentor can limit your perspective and development. Embrace a growth mindset by continuously seeking feedback from various sources and learning from both successes and setbacks. Remaining open to innovation and evolving trends in project management ensures relevance and adaptability in a constantly changing landscape. Finally, paying it forward by mentoring others not only enriches their journey but also reinforces and deepens your own understanding and expertise.

We sometimes fail to realize that mentorship is a dynamic exchange where both mentor and mentee engage in a reciprocal learning experience. While mentors share their expertise and insights, they also reinforce their own knowledge, gain fresh perspectives, and reflect on their leadership practices. By embracing mentorship as a two-way learning journey, mentors not only contribute to their mentees' development but also continue to evolve and grow as leaders themselves.

N?o devemos ter apenas uma fonte de conhecimento. Ter um mentor é importante, mas buscar boas práticas e li??es aprendidas sobre várias situa??es e outros projetos com complexidades diversas abre o horizonte para novas ideias

A mentoria é apenas um passo em sua jornada de desenvolvimento profissional: Continue aprendendo e aprimorando suas habilidades por conta própria. Participe de workshops e treinamentos: Leia livros e artigos sobre gerenciamento de projetos. Conecte-se com outros profissionais de gerenciamento de projetos: Participe de comunidades online ou presenciais.

When choosing a potential mentor, don’t just necessarily go after someone high on a corporate org chart. Being any particular position doesn’t make someone a god. Try to find someone who is a good fit with your values goals, and personality. A mentorship should be an enjoyable experience, and one where both sides find it rewarding.

While choosing a mentor, try to understand his vision of your goal... It is not advisable to choose a person who digests whatever you say and always supports you.. He should have his own vision and proven experience.

A mentoria é um processo de duas vias: Esteja aberto a aprender com o mentor e a compartilhar suas próprias experiências. Seja paciente: Pode levar tempo para encontrar o mentor certo e para desenvolver um relacionamento de mentoria eficaz. Seja positivo e tenha expectativas realistas: A mentoria pode ser uma experiência muito gratificante, mas n?o espere resultados instantaneos.

I think one common mistake when seeking a mentor in project management is failing to establish open lines of communication and actively seek feedback. A mentorship relationship thrives on honest and constructive dialogue. Without regular check-ins, feedback sessions, and the willingness to discuss challenges openly, the mentorship can become one-sided or stagnant.

On the other-side, it cannot be the mentor's vision and goals alone to impact our goals and ideas. Instead it must be a mutual give and take relationship