How can you find a career mentor who will help you advance?

In my experience, you need to be clear about your goals. Start with the end in mind then work backwards by determining the steps you need to achieve to attain your end goal. Knowing this will help you seek out deliberate guidance, and this clarity helps you find the right mentors for each step which was a powerful tool for my growth early in my career.

Every individual has a different perspective towards his career growth While working at junior or middle Management level we get an opportunity to work with different bosses . Working style of every boss is different and we as subordinate we get adjusted towards his needs As the time passes we find few amongst many bosses whom we like to work with because of the fact their way of working Co-relates with ours and he has succeeded in life. If we are looking only for career we try to have a mentor of our own organisation . However if we want to develop our personality and want to become a good person and a successful leader we can have mentors from anywhere

One of the best ways to become a more effective leader is to carefully choose a trusted mentor or two who can be an objective resource to help sharpen your skills, and provide unconditional support, guidance, constructive feedback, and provide wisdom and friendship to name a few benefits. Someone who is perhaps a generation ahead of you in your journey, and who has a proven track record in reaching career milestones.

"Inorganic" mentors are very hard to establish and more importantly, to maintain. Finding a single person who is able and willing to provide across-the-board guidance is like finding a unicorn. There are two good approaches: 1) Find someone in your current chain of command who can be a mentor and an internal "sponsor" for you. The relationship is already defined, access is easier, and you can bond on mutual objectives. Chemistry is important, so don't force it. If you can't find an internal mentor, consider seeking a variety of people with different skills that would be valuable to your portfolio, and cultivate "lighter", more subject-specific advisory relationships. This also broadens your senior network and can open more doors.

In my experience asking a mentee to have clear goals and expectations might just not be all that possible. If you genuinely want to mentor somebody you need to be open to a mentee that comes full of ambiguity and lack of clarity. I have career mentored people who were unclear or ambiguous about their goals. I have found this experience of helping others find what they want, and see them build a way forward, quite refreshing and rewarding. In short, do not expect a mentee to come with clarity and well defined goals, instead expect them to come to you full of motivation and desire and hesitant about many things.

The selection criteria cannot simply be “this person is senior and successful, so he or she should be my mentor”. If you meet someone at a work or industry event and immediately send a follow up email requesting for them to mentor you, you probably won’t receive the desired response. People aren’t generally walking around thinking to themselves, “I have so much free time, and today would be a good day to add another mentee to the list.” A more successful approach might be to research the person (e.g., a quick Google search) and develop a point of view on potential shared interests and/or commonalities. Understanding someone’s interests will help you establish genuine connectivity and build rapport over time.

Additionally, don’t think of the relationship as something you’re willing to take from someone. It should be about what they are willing to give. Take what’s offered then use what you need and lose what you don’t . I agree 100% with Sekou. Just remember you want a mentor that’s willing to help you drive your vehicle safely through your career. The traffic signs are in place for a reason not following them can cause accidents.

Having a genuine interest in aiming for excellence helps you come across mentors naturally. You can have many mentors at the same time. Depends on what you seek. Mentors like helping people who listen well, use the guidance given and provide feedback to the mentor on outcomes.

I feel like the mentorship comes organically from business relationships. When your work ethics and your values are aligned with somebody more senior in the industry then the mentorship relationship comes naturally. It might work when you get assigned a mentor but I find that the best mentor / mentee relations are formed organically.

“Take advice from those who are living the way you want to live.” - the best advice I ever received. It’s not the title or the paycheck that will ultimately make the difference in your journey. Your finances (and your ability to live below your means) will play a huge part but the quality of the relationships and experience of your life along the journey will ultimately determine your satisfaction and well-being. And, your values and expectations will likely change over time so give yourself a little grace. You will have multiple mentors along your career. Happy searching!

When reaching out and connecting, get to the point fast, by telling them "why" you want to connect, share your values so they see a little behind the curtain, and tell them your goals and what outcome you are looking for. People will value the efficiency of your request and the no BS approach.

One thing I have found helpful is identifying a specific person who exhibits strengths in areas you know to be weak. To successfully grow, it is important to surround yourself with people who push you beyond what you believe yourself capable of.

Time is incredibly valuable, especially for those in higher positions like your potential mentors, who prioritize efficiency. I recommend getting straight to the point about who you are and why you want to meet. Keep your message concise with bullet points to avoid it being overlooked or marked as spam.

The mentor must be a honest and qualified person who can advise you the right suggestion. Finding a wise mentor is not easy one should first evaluate his experience and how much he is successful in his career and what are his accomplishments and achievements. That is my study for searching the right mentor.

Eliminate hesitation from your approach. Often, individuals hesitate to reach out to senior professionals for mentorship, doubting whether these executives would be willing or able to help. However, you might be pleasantly surprised to find that many leaders are open and even eager to mentor. The key is to approach them with a well-defined agenda and a genuine request for assistance. Clear communication and respect for their time can open doors to valuable mentoring relationships.

With a mentoring program that is conducted by your professional group, methodology is formalised. Mentor/mentee establish the goals, how often they meet, whether online or face to face. It’s a joint relationship and both have to agree on to make it work. I have done this for two years as a mentor and it’s rewarding.

When a potential mentor agrees to mentor you, it's important to formalize the relationship and set clear ground rules. Together, discuss and agree on the goals, expectations, roles, and responsibilities within the mentorship. Determine the frequency, duration, mode (such as in-person, phone, or video calls), and agenda of your mentoring sessions. Establish boundaries around confidentiality, feedback, and conflict resolution to ensure a comfortable and productive environment for both parties. It's beneficial to create a mentoring agreement, a document that outlines the terms and conditions of your relationship, and have both parties sign it. This step helps in setting a solid foundation for a successful and structured mentorship.

All the points mentioned are good and reasonable ones. However, addressing these issues in the context of more casual conversation might prove to be more effective.

To me, the best mentor relationships have a two-way component. The person being mentored should look for ways to give back to their mentor. This could be some research of interest to the mentor, introductions to people or groups or even understanding their aspirations and goals so you can look for ways to contribute.

Consider building your mentoring relationship by collaborating on a mutual project or task. This approach goes beyond traditional mentoring sessions, allowing you and your mentor to learn from each other in a real-world working environment. Working on a project of mutual interest provides a chance to apply specific skills and knowledge directly. Regular meetings to discuss progress, exchange feedback, and plan next steps can form the foundation of your mentoring relationship, helping to define goals, expectations, and boundaries. This method offers a practical and dynamic way to build a mentoring relationship, enhancing the experience beyond conventional discussions. #Mentoring #CareerDevelopment #Collaboration #LinkedInTips

In my experience, proactive outreach enables you to connect with almost anyone. However, sustaining subsequent meetings can be challenging if your message lacks impact or if you don't have compelling topics for continuous discussion. It's crucial to convey your energy and vibe, and more importantly, actively contribute to becoming a valuable resource for your mentors as well. A one-sided approach is destined to falter. (For business) Without establishing mutual interests as the foundation of the relationship, maintaining a long-term connection becomes unfeasible.

Maintaining relationships is by far the most critical element of extracting the best out of our network. Any relationship where we become “ out of sight becomes out of mind “ and during a need for mentorship or any other connects for career advancement the relationship becomes largely irrelevant. Reaching out by simple things like liking posts or resharing / commenting also helps keep the connect alive So remember that opportunities compound with good relationships and connects over time

Maintaining and nurturing your mentorship relationship is key to its success. Regular communication, following up on action plans, and tracking progress are crucial. Mutual respect for each other's time, opinions, and feedback is essential. Always express appreciation and gratitude to your mentor for their support and guidance. Engage in a two-way exchange of constructive feedback and be proactive in addressing any issues or challenges that arise. This approach ensures a productive and rewarding mentorship for both you and your mentor, fostering a strong and effective partnership.

Maintenance of the relationship is the hardest part. It is a two way street. Both partners have to be committed to engage. Sometimes work gets in the way, but if engagements are postponed too often, force yourselves to get together and evaluate. The mentor should be as excited to get together as the mentee. And vice versa. If that situation does not exist, look for a new partner.

To me it‘s most important to show and to prove that you are trustworthy and deeply interested in your mentor‘s advice. Asking for feedback and accepting their point of view without interpreting or judging is crucial for personal growth. Try to adapt but don‘t contradict your personality because your are and will stay unique. Give feedback yourself so that your mentor will learn about the value and meaning of his role and will be able to adjust as much as proves to be beneficial.

As you maintain the relationship with your mentor, keep in mind that ideally your mentor will confront your way of thinking, you may feel uncomfortable at times, but it will be for the better and for your growth and development.

My perspective is slightly different. You should not be changing/terminating mentorship. Mentor-Mentee relationships are very strong connections. Your mentor should be your life Guru (teacher). You can have different/various coaches/consultants for specific areas but your mentor should be only one.

Evaluation is a bit of a technical term. I think the benefit of mentoring shows up in many different ways, depending on the personalities and expectations of mentor and mentee. To some it is more like an analysis, to others it maybe turns out as an emotional pattern. For me it‘s both and it needs to be balanced. Facts only don‘t work, neither do small talks. Know your mentor and you will probably find even more messages in their statements and behaviour.

Regularly reflect on the mentorship's progress. Are your goals being met? Is the relationship beneficial? Honest self-assessment and open dialogue with your mentor are crucial for ongoing success.

Finding a mentor takes time and patience. You may like the work of someone and want his/her advice to build your own career or get critical guidance for it but that person may not be that much interested in doing that. Behavioral aspects also comes into picture. A slow and steady approach can however, help you in many cases to bridge the gaps and give enough time and space to both the parties to understand each other better. Once a repo is developed the relationship can become stronger and more fruitful.

Career mentors come in all shapes and sizes, usually through interactions within or outside of the company we work in. Often times, the most impactful mentors that I come across are usually the informal ones who have some interest in my life progress. And this interest and whose invaluable advice or help behind the scenes, are reciprocated with deep gratitude and respect. The opportunities that I receive because of them will always have my best foot forward. Value the interactions, be transparent and sincere in your intent to positively add value to the organization, and the people around you, and I am sure you will cross paths with those who wants to see you grow and mature positively, and subsequently, don’t forget to pay it forward.

Most mentoring relationships do hinge mainly around career path, expertise and goals. However, at their best they must be based on alignment of VALUES and a high level of TRUST and osmosis between the two participants. Quite rare indeed but with incredibly powerful life changing results. I was blessed to find such a person on my professional journey and the best way to repay the debt later in life is to assume the mantle and carry it forward to the next generation.

Finding a career mentor involves a strategic approach. Firstly, identify individuals whose career paths and accomplishments align with your goals. Attend industry events, network on professional platforms, and seek introductions through mutual connections. Once identified, approach potential mentors respectfully, expressing genuine admiration for their work and seeking guidance. It's important to let your specific career objectives know and ask about their availability for mentorship. Building mutual respect and a clear communication relationship will facilitate a successful mentorship dynamic.

One thing I have found helpful , and which surprisingly isn’t covered here, is first establishing the why - not for you, but for the mentor. Why would he/she be interested in mentoring anyone? Some get an ego boost out of it. Some might have been in your shoes (ex immigrants ). Some may have a soft corner for certain people (ex those from an economically disadvantaged background who’ve risen through the ranks). Understand the way of the mentor. That will help you understand the person , understand their expectations from the relationship , and then accordingly help you structure your approach and outreach

Your mentor should forever be your role model even if mentoring does not continue nearby. It is always good to have that reference and think about what your vision of the problem would be.