If you want to learn how to create, launch, and scale innovative products, finding a mentor in product innovation can be a game-changer. A mentor can offer you valuable insights, feedback, and connections that can accelerate your growth and career. But how do you find a mentor who is willing and able to help you? Here are some tips to help you in your search.
Before you start looking for a mentor, you need to have a clear idea of what you want to achieve and what kind of support you need. Do you want to improve your skills in a specific area, such as user research, prototyping, or marketing? Do you want to explore new opportunities, such as switching industries, launching your own product, or joining a startup? Do you want to get advice on how to deal with challenges, such as working with stakeholders, managing teams, or validating ideas? Write down your goals and needs and use them as a guide to narrow down your potential mentors.
I have found that going completely out of product innovation for a mentor challenges you more because they view product innovation with a different mindset. The questions you get are more complex which then helps to push your ideas further than you’d normally think when mentored by someone who thinks within the same boundaries as you.
The best way to create and innovate is to develop the little voice inside you, which is unique. That is the only way to bring something different to this planet. The free spirit - I mean also free from money objective- is also more likely to be disruptive. Money is just a boring thing in the mind.
I see that there is a lot of really good advice on finding mentors out there but one thing I want to emphasize specifically for product innovation is finding people who have genuine experience in product creation and innovation. It's crucial to connect with those who have not only conceived and developed actual, successful products but also those who have extensively navigated the processes of experimentation and iterative development. Aim to engage with innovators themselves, rather than merely executives who may step in post-development.
I've always embraced the concept of creating a personal board of directors. What is it? It's a diverse gathering of thought leaders who can support you in both good and challenging times, helping you reach your personal and professional objectives. Diversity is essential. You want to have diverse fields, but also mentors with different experiences and backgrounds. Their journey is as important as their education. For engineers and STEM leaders, it's vital to remember that soft skills exist, and avoiding them can hinder your growth.
Part of why having a mentor is essential is to help you reveal the opportunities you don't know that you don't know. The right mentor will help you to define your goals. Don't let not having a clear vision of what you want to achieve hold you back from starting your mentee journey. Go and do it. No excuse.
The next step is to find people who have the experience, expertise, and personality that match your goals and needs. You can start by looking at your existing network, such as your colleagues, managers, peers, alumni, or friends. Ask them if they know anyone who is a product innovator or who has mentored others in this field. You can also expand your network by attending events, joining communities, or following influencers related to product innovation. For example, you can check out local meetups, online forums, podcasts, blogs, or newsletters that cover topics relevant to your interests. When you find someone who catches your attention, do some research on their background, projects, and achievements.
While it's common to seek mentors within our current network, innovation often flourishes outside our comfort zones. Relying solely on familiar contacts might limit our exposure to diverse perspectives, which are essential for transformative growth. Broadening our mentor search beyond our immediate circles challenges our beliefs, offers fresh insights, and unlocks opportunities we might otherwise overlook. Remember, true innovation isn't just about immediate answers but embracing a journey that fosters growth and understanding. Let's be bold, expand our horizons, and embrace wisdom from varied sources!
Look outside the "usual suspects" and start talking to contacts in areas such as legal, quality, customer service, and regulatory. Start developing a 360 degree view of what consumers are asking (or complaining about) by listening and learning from those colleagues. In my experience, you will find someone (a mentor) that has untapped insights on white space in the market and may be very willing to help show you what innovation looks like from their unique view. Getting these perspectives will help you not only identify opportunities but also save you from wasting resources on something that doesn't work in practicality.
I'm genuinely enthusiastic about the methodology outlined in the book, "The 20-Minute Networking Meeting" by Marcia Ballinger and Nathan A. Perez. This skill set is something that should be integrated into every high school and university curriculum. This approach provides us with the essential tools to establish meaningful relationships and effectively navigate the professional world. In today's interconnected society, teaching these networking techniques is an invaluable investment in creating a brighter future for all.
To initially seek out mentors, you need to be clear about what you want to understand from your potential mentors. Time is valuable and when you reach out someone, ensure there is a clear ask. I have had mentors both in my professional network and beyond. Connect with someone by expressing interest in what they do, share something that would benefit them and ask to set up a coffee chat. You would be surprised by how much support you can find if you take the initiative.
A lot of mentoring just sucks. A good mentor is so rare that you might not have access to before being 5 to 7 years in the game. You have to learn constantly from your consistent execution and failures. You have to be brave and execute with your awesome team. I believe the best mentor is my cofounding team rather than someone outside
Once you have a list of potential mentors, you need to reach out to them and initiate a conversation. You can send them a short and personalized message that introduces yourself, explains why you are interested in product innovation, and expresses your admiration for their work. You can also ask them a specific question or request feedback on something you are working on. The goal is to show that you are genuine, respectful, and curious, and that you have something to offer as well. Don't ask them to be your mentor right away, but rather try to build rapport and trust over time. You can follow up with them regularly, share your progress and challenges, and ask for their opinions and suggestions.
Reaching out to a potential mentor can be daunting, but I approached it with genuine curiosity. I asked for advice on specific challenges I was facing rather than a generic request for mentorship. This often led to organic discussions, allowing rapport to build naturally over time. Sharing my own insights and offering help in areas of my expertise also helped to create a balanced dialogue.
Don't start with DMs. Engage with the potential network content. Make a meaningful contribution. Not a one-time thing. Show that you care. Show that you listen. Show that you are different than the average Joe sending DMs asking for a free mentorship. Value, Value, Value, and only then an Ask. P.S 1. Build relationships with at least 5 potential mentors. 2. Engage with each regularly for at least three months before making the ask.
If you have a good connection with someone and they agree to be your mentor, you need to establish some expectations and boundaries for the mentoring relationship. You can discuss things like how often you will communicate, what channels you will use, what topics you will focus on, and what kind of feedback you prefer. You can also set some goals and milestones for your learning and development. It's important to respect your mentor's time and availability, and to be proactive and prepared for each interaction. You should also be open to constructive criticism, willing to try new things, and ready to apply what you learn.
It's the responsibility of the mentor to set a structured framework of progress and communication. Cadence, feedback granularity and cadence, self-work, etc. The mentor's responsibility is to ask the right questions. Mentees' responsibility is to digest and implement the insights. It's an investment with an extremely high ROI.
Clear communication is key in any mentor-mentee relationship. From my experience, it’s important to establish what you hope to achieve through the mentorship, as well as how often and in what manner you’ll communicate. This sets the stage for a productive relationship and ensures that both parties are committed to the same objectives and understand the limits of the relationship.
Finally, you need to show appreciation and reciprocity to your mentor. You can thank them for their time, guidance, and support, and acknowledge their impact on your growth and career. You can also share your achievements and successes with them, and give them credit when appropriate. You can also offer to help them with something they need, such as introducing them to someone in your network, giving them feedback on their work, or recommending them for an opportunity. You can also refer them to other potential mentees who might benefit from their expertise. The mentoring relationship should be a mutually beneficial and rewarding experience for both parties.
Mentorship is a two-way street. I have found that expressing genuine gratitude for a mentor’s time and advice is essential, but going beyond to offer something in return — whether that be assistance with a project, sharing your own unique insights, or even just being an active and enthusiastic participant in their initiatives — can make the relationship more balanced and rewarding.
In my experience, the most rewarding thing for product mentors is to get updates on what you're trying, and why it's succeeding or failing. They want to see you think critically and not just blindly take (or reject) their advice.
A good innovation mentor according to chatGTP …? Gijs van Wulfen is well-regarded in the field of innovation, and many people have found his methods and insights valuable for their innovation efforts. Whether he is a good mentor for you specifically depends on your personal learning style, the specific areas of innovation you are interested in, and your compatibility with his approach. I recommend researching his work, reading his books, and if possible, attending his workshops or talks to get a better understanding of his methods. Additionally, consider seeking out testimonials or reviews from individuals that have worked with him to gauge the effectiveness of his mentorship for your innovation goals. So, why don’t you reach out to me?
Be Audacious and Daring Knock on doors of potential mentors using all available media, and reach out, first sharing the value you can add to them in any way or area. No human rejects value. This would give you a fair chance to be aired and things can pick up from there. You can also become more open with sharing the work you are doing and your desire to have a mentor in product innovation.
I am not a huge fan of this article but in the end if you ever find a helpfull context aware (not jealous) generous mentor(of his time) who already did real product growth works before be sharp and learn his idealogy by being a top notch student. Don't interrupt. Just ask questions that matters to you and your product. never show you think more modern or such ego driven acts. be humble and learn as soon as possible what is inside you mentors magic box. that worths the effort. be thankfull for life! after that. you become a new version of yourself
I have realized that we humans love to share knowledge and help others. Some of my best mentors were people who wanted to give something back because they had benefited from help themselves. They were also often people who had different professional backgrounds or a different socialization. This in particular helped me to gain external insights into my work. Of course, our resources are finite and people take advantage of knowledge and help. One of my most important mentors only gave me his knowledge and help because he felt that I would in turn help others and share my knowledge.