As a team leader, you want to grow your skills, expand your network, and advance your career. One of the best ways to achieve these goals is to find a mentor in your field who can guide you, challenge you, and support you. But how can you find a mentor who suits your needs and expectations? 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 learn from them. What are your specific goals as a team leader? What are the areas where you need to improve or develop? What are the challenges or opportunities that you face in your field? Write down your objectives and prioritize them according to their importance and urgency.
As leadership is not “one fits all” expertise, I find it helpful to first reflect on what kind of leader you’d like to be: - reflect on your values and strengths that can make you stand out. Authenticity is key in leadership journey - look around for people who you think possess these same characteristics - ask yourself a question whether this person’s leadership style is the one you’d see yourself developing If it’s a “yes”, you’ve probably found your mentor and minimized the risk of “not having the right chemistry”
Before seeking a mentor, clearly define your objectives as a team leader. Identify specific goals, areas for improvement, and current challenges in your field. Consider aspects like leadership styles, team management, conflict resolution, or strategic planning. Prioritize these objectives based on their importance and urgency. This clarity helps in finding a mentor whose expertise aligns with your needs, ensuring a focused and fruitful mentoring relationship. Clearly articulated objectives enable you to make the most of the mentorship, guiding your learning and development effectively.
-Define Your Goals: Clearly define your career goals and what you hope to gain from a mentorship. This will help you identify the type of mentor you need. -Build Genuine Relationships: Focus on building genuine relationships with professionals in your field. Mentorship often develops more naturally when there is a foundation of trust and mutual respect. -Be Open-Minded: Keep an open mind when searching for a mentor. Your mentor doesn't necessarily have to be in the same company or even the same city. Virtual mentorship is becoming more common and can be just as effective.
The most important thing is to have a plan. You need to visualize where you would like to be several years in the future. Once you have an idea, then you capitalize on it. In your journey of mentorship, you need to identify mentors that are what you aspire to be, not just as a professional but also as a person. There are many soft skills that are equal, and in some cases even more important, than the technical ones. Look for mentors in and outside of your industry and do not hesitate to reach out. There is nothing to lose, but lots to gain. You need to be able to get out of your comfort zone and embrace what is out there. It will help you in several ways, both professionally and personally.
Before any search for a mentor, you must consider the following: 1- Verify the mentor’s experience and previous work 2- Do not rush in choosing 3- It is preferable that the mentor’s experience be multi-disciplinary.
Once you have your objectives, you can start researching potential mentors who have the experience, expertise, and reputation that you admire and respect. You can use various sources to find them, such as online platforms, professional associations, industry events, or personal referrals. You can also look for mentors within your own organization or network, as long as they are not in a direct supervisory or competitive relationship with you.
After you make your goals clear, its time for mentor research. In my opinion, starting a mentor research from your own organization is important to begin with, as it helps you polish your goals and give you a feel for what your want to achieve. After you spend some time with in-house mentor and get a grip on your goals and learn from them, its time to look for mentors globally to achieve diverse knowledge.
Look for mentors who have recently made the step you are aspiring to make. They will be most intimately aware of the skills needed to be promoted, as well as the challenges they are now facing in their new role. Knowing these two things will allow you to focus all your attention on building the skills and preparing for the challenges linked to your next step. Your awareness and preparation will help you prove to the hiring manager that you are ready to be promoted.
Ao promover diálogos dentro da sua rede de contatos, você ganha a oportunidade valiosa de ouvir atentamente as pessoas com as quais está construindo relacionamentos iniciais. Nesse momento crucial, é essencial avaliar a sinergia entre você e um potencial mentor. Um mentor é aquele capaz de incitar reflex?es por meio de perguntas, utilizando sua experiência para ilustrar a jornada e habilmente conectando essa experiência aos objetivos e dúvidas do mentorado. Lembre-se, um mentor, acima de tudo, é um excelente ouvinte e um provocador nato. Ao buscar um mentor, esteja atento n?o apenas à sua experiência, mas também à sua capacidade de se envolver profundamente na sua jornada de desenvolvimento.
Los mejores mentores son los que estaban en tu misma situación hace 3-5 a?os y ya han recorrido (con éxito) el camino que te dispones a recorrer. El principal motivo es que tienen la experiencia aún reciente y pueden compartir ejemplos y experiencias de como ellos han afrontado diferentes situaciones. Estos mentores pueden estar dentro de tu propia organización o fuera de ella. El ideal es buscar mentores que estén en tu red cercana (amigos o amigos de amigos) para que algún contacto te pueda introducir a ellos y así haya más probabilidad de un buen encaje.
Una vez que tengo mis objetivos, comienzo a buscar posibles mentores con la experiencia y reputación que respeto. Exploro las asociaciones profesionales y eventos de la industria, y también busco referencias personales dentro de mi red. Es importante evitar a aquellos en roles directamente competitivos o de supervisión.
After you have a shortlist of potential mentors, you need to reach out and connect with them. You can send them a polite and professional email, explaining who you are, what you do, and why you are interested in learning from them. You can also ask them if they are available for a brief phone call or a coffee chat, where you can introduce yourself, share your objectives, and ask them about their mentoring style and expectations.
Esta opción es muy interesante y de hecho a mí me han contactado varias personas que están finalizando sus carreras universitarias o empezando su carrera profesional para tener esa charla que les permita expresar en voz alta sus inquietudes, sus dudas e incluso sus miedos a la hora de incorporarse al mundo laboral que a veces puede parecer una jungla. En todos los casos han sido charlas súper productivas para ambos lados ya que ell@s también tienen mucho que aportar como profesionales del futuro más inmediato. En su día yo también tuve dos mentores y gracias a ellos superé muchas barreras, elegí mejor mi camino y me llevé aprendizajes excepcionales que nunca se encontrarán en ningún libro.
Once you've identified potential mentors, initiate contact with a professional and courteous email. Introduce yourself, your role, and express why their expertise resonates with you. Clearly convey your desire to learn from them, emphasizing how their guidance aligns with your professional goals. Suggest a brief phone call or a casual coffee chat as an opportunity to further introduce yourself, discuss your objectives, and understand their mentoring style and expectations. This approach not only shows respect for their time but also demonstrates your earnestness and commitment to personal growth, paving the way for a meaningful mentoring relationship.
Reaching out to a mentor is where a lot of folks back out of the process, especially if you do not know the mentor you have identified. But it need not be a difficult task. A few observations: - whether you are dropping an email or a text, make sure you are not beating around the bush. Express your desire to be mentored clearly. - explain your background and what you need help with concisely. - it helps to voice out why you chose this particular mentor. Commonality, career paths, inspiration whatever it might be. - its a good practice to also bring up the mutual benefit of the mentor mentee relationship.
Una vez que hayas identificado a posibles mentores, es crucial considerar cómo podrías agregar valor a su experiencia y conocimientos. Además de expresar tu interés en aprender de ellos, podrías proponer oportunidades de colaboración o intercambio mutuo de habilidades. Esto no solo muestra tu compromiso y proactividad, sino que también puede fortalecer la relación y hacerla más gratificante para ambas partes.
I have never been good at this. A peek behind my curtain will reveal that I figure that people will not have time to be my mentor or want to take on this responsibility. I fear making this official request because why would anyone want to invest their resources into my world? Where I slip is that I often schedule the first chat, offer a nice follow up note - and then I kind of fade out. I look at my request to meet as "bothering" people. I am writing this to help tell myself what I should be doing. Don't be afraid to ask the questions. People want to help. In fact, you can be more picky than you think to find the right mentor or group of mentors to help push you where you want to go. Be open. Be transparent. Be courageous.
If a potential mentor agrees to meet with you, you need to establish a relationship with them based on trust, respect, and mutual benefit. You can do this by showing your interest, enthusiasm, and appreciation for their time and advice. You can also offer your help, feedback, or insights on their projects or challenges, if appropriate. You should also set some ground rules for your mentoring relationship, such as the frequency, duration, and format of your meetings, the topics and goals that you will cover, and the feedback and evaluation methods that you will use.
Initiate the relationship by expressing genuine admiration for their work and/or achievements. Identify and highlight shared interests or commonalities. Be reasonable with expectations regarding time commitment, recognising their likely busy schedule. Be flexible to accommodate their availability and come well-prepared for meetings with specific questions. Show appreciation for their time and expertise, and follow up with a ‘thank you’ email. Consistency is key - maintain periodic communication, updating them on your progress. Demonstrate how you have applied their advice. Cultivate a reciprocal relationship by offering your skills or insights when relevant. Building trust and showcasing your dedication will solidify the mentorship ??
I believe, honesty and clear communication in this relationship is important; not only to set right expectations for both parties but also to deepen the intellectual connect at a subconscious level. Mentors are like guiding lights, and to get the best out of them it is quintessential for the recipient to be a crystal clear surface without any possible haze of communications. This helps create brightest reflections of oneself through these powerful mentors.
More and more I find the connections and relationships paramount to build your career. From my experience as a leader I grew by building connections both vertically and horizontally. I believe it is one about who you are, what are your goals and where do you want to go. And two how can you connect with the best version of yourself bringing the energy in order to learn and give. Looking for growth in your career it is more than just materializing a higher position for more gains. The relationship with your mentor is very personal and unique. The experience shows is not about only a one time moment it is building that connection that moves a person and as source of inspiration and energy for alignment in other aspects @person’s life.
Establishing a meaningful rapport with a potential mentor centers around trust, respect, and mutual benefit. Expressing genuine interest and appreciation for their expertise while showcasing your enthusiasm can pave the way for a strong connection. Offering your support or insights and setting clear expectations regarding meeting frequency, goals, and evaluation methods lays the groundwork for a fruitful mentorship. Encouraging open communication, being adaptable, and taking proactive steps beyond scheduled interactions are essential for nurturing a constructive and mutually beneficial mentoring relationship
Building a mentorship relationship takes time and effort. Start by establishing a rapport with your potential mentor. Engage in conversations, ask questions, and express your genuine interest in their insights and experiences. Be a good listener and show appreciation for their guidance. Remember that mentorship is a two-way street, and you should also be willing to offer your own perspective and skills when appropriate.
Finding a mentor is not a one-time event, but an ongoing process that requires commitment, effort, and flexibility from both parties. You need to maintain and grow your mentoring relationship by keeping in touch, following up, and updating your mentor on your progress and achievements. You should also be open to constructive criticism, new ideas, and different perspectives from your mentor. You should also seek to expand your network and learning opportunities by connecting with other mentors, peers, or experts in your field.
Finding a mentor in your field can be a rewarding and enriching experience that can help you advance your career as a team leader. By following these tips, you can find a mentor who can match your objectives, expectations, and personality, and who can help you grow your skills, network, and confidence.
Actualmente mentorizo a 6 personas con una formación académica excepcional a nivel de carreras universitarias dobles, idiomas, etc… En cada tutoría hablamos de muchos temas profesionales pero también de sus preocupaciones, sus miedos. Me piden consejos y también les pregunto cosas o les planteo ejercicios prácticos que les hagan pensar ya como profesionales. Pero a parte de eso, también nos mandamos WhatsApp hablándonos de viajes que hemos hecho o preguntándonos cómo estamos. Es fundamental establecer una relación cercana.
Once you are off on your mentorship journey, it is a matter of being regularly in touch with your mentor. Share your achievements, even the small ones and discuss the challenges Make sure you balance both over a longer period of time and do not just talk about one or the other. Offline updates help keep in touch when other commitments creep in. You can always connect back if you keep sharing where you are on your journey. Keep an open mind, there are times when your views may not match with those from your mentor. Understand that those may be relevant to them in their context and move on. The mentor mentee journey can be a rewarding one if done right. I wish you all the best!
A mentor does not have to be someone you meet with or even someone you know personally. For a number of years Ryan Hawk of the Learning Leader Show has been mentoring me without knowing I exist. How does this work?? Ryan has showed up for me every week through his podcast and email. He is modeling consistency and improvement over time. He is chasing his dream. He is making a difference. He would not put me on any list of mentees or "foxhole" friends, but I certainly would include him on people who are mentors of mine. What do you think? Does this count? Can Ryan Hawk be a mentor for me?
After connecting with a potential mentor, it's essential to maintain and nurture the relationship. Regularly check in with them, share your progress and challenges, and seek their advice and feedback. Attend industry events together, if possible, and keep the lines of communication open. Be proactive in scheduling meetings or discussions to ensure the mentorship remains active and beneficial.
Maintaining and growing the mentorship relationship is essential for long-term success. Stay in regular contact with your mentor, sharing updates on your progress and seeking guidance when needed. Be proactive in scheduling meetings or check-ins. Offer gratitude for their guidance and consider ways to give back, such as sharing your own insights or helping them with their projects. A thriving mentorship is built on continuous communication, mutual respect, and a commitment to each other's growth.
Sometimes, you find a mentor by being in the right place at the right time, realizing it, and then acting on it. Early in my career during an internship, I was challenged by an intern supervisor that lacked the vision I was seeking. I was lucky enough to be in a meeting where my future mentor shared his plan for an exciting project that I wanted to be a part of. I ended up taking the bold step of asking to change my supervisor so that I could work on this project, and I never looked back. Over 20 years later and we still keep in touch. I learned so much from him and modeled my own leadership behavior on the lessons I learned and the opportunities he gave me, that I am now paying forward to my team.
Actually I disagree with the methodology and methodical approaches as it has been my experience to be chosen by mentors creates powerful relationships of leadership and other growth. Such relationships are organic, open, free to explore life not just the topic in the plan objectives but topics that have no boundaries and can be explored without concern of blowback. These chosen relationships are sanctuaries of trust, vulnerability, empathy, failures, successes and do overs. When leaders choose you as mentee, the journey of increasing self awareness begins as the mentor has expressly demonstrated the selfless act of agape giving and it gets no better than the gift of expectation to be your best self.
One approach to learn about Leadership that I have found to be most useful is to have an organic mentorship through your own journey and experiences. It can be applied like this: - While working in a team with your Manager/Lead always ask yourself what is that you really liked about your Manager. - And similar to above, what are some of the characteristics that you or other team members have not liked about. These 2 findings above would itself provide you a strong base about what you should and should not be applying in your own leadership. Our acting managers are our most active organic mentors about Leadership, we just have to be active in absorbing those learnings on our own!
As mentees, we often come to our mentors thinking they will guide us. When you sit on the other side of the table as a mentor, that's a lot of pressure. Make sure that as a mentee you bring ideas, questions, and situations to the table that allow your mentor to focus on sharing their thought process. Be appreciative of their time by keeping sessions on track and focused. And don't forget to share outcomes! Your mentor is investing in you. They want to see what advice was helpful and what fell flat. Your feedback and outcomes, shared with grace and gratitude, will likely help them too!
N?o se prepare tanto para encontrar um mentor, baixe a guarda, permita-se ser uma pessoa sem receio de expor suas vulnerabilidades. Quanto mais trabalhamos a nossa exposi??o, mais oportunidades de feedback teremos. Quando tentamos nos preparar para a mentoria, o que fazemos na verdade é criar bloqueios prévios ou preestabelecer conceitos antes mesmo do processo de constru??o. Baixar a guarda n?o simboliza despreparo ou fraqueza, você esta mostrando honestidade e genuíno interesse pelo processo.