You’re looking to take your career to the next level. What’s the best way to find a mentor?

For me. The first thing I look for is how the potential mentor became a success. Are they interested in my success or my money. Does their personality fit me? What is their track record with mentoring? Do they have the skill set to deal with my weaknesses? I mentor many people and always for free. It is my way of giving back to all the people that helped me achieve success. One hour ago, my son said he was mentoring people that needed help as his way of giving back. He is teaching them sales and business skills.

One way to find a mentor is to identify a professional organization relevant to your career interests. Attend their conferences or events. Observe who the leading contributors are. Reach out and express interest in them and their work. Then, you can explain that you are interested in having a mentor. They may be willing to serve as a mentor, or they may suggest others who would be a good fit.

I would be really interested in knowing what the mentor wants by offering to be a mentor. Most of the mentoring activities are way to much about the mentor, their pleasure and willingness to look good and smart to others, which make the process a complete nonsense. I would start by asking: why are you offering this to me?

Before you even think about choosing a mentor, ask yourself what the term "mentor" means to you - it means very different things to different people. Once you understand this for yourself, decide what you want your mentor to deliver. Are you looking for someone with specific skills who can "teach" you as you transition into your new role? Do you want someone who has a black book and can open doors for you? Do you want someone you can lean on for advice? How do you feel about being challenged and held to account? I'm sure that you will have more questions too. Only when you have answered these can you choose the right person to work with. Only then set your objectives for what you want to achieve together in your new mentoring partnership.

Many would see a Mentor as a font of all knowledge, an advisor on all things. The reality is that you have got the job because you deserve it and are good at what you do. The mentor then becomes the extra 10%. They give insights into approaches and opportunities, they help you create the processes and ensure that the governance needs are met. If selected correctly, they also become the ear that listens and the shoulder on which to lean. What they don’t become is you. They don’t have the job they are mentoring you on. They may well have been in a similar role in the past, but always remember that a mentors role is to support you, not to be you.

A suitable mentor is at least one level or two levels up than you, better in different region or function, with different leadership style as you, so that you can step out of the comfort zone and develop different perspectives

I like to curate a personal board of directors, mentors who have different experiences and different perspectives to help me see all angles. One type of mentor I look for is someone who is a few years ahead of me doing exactly what I want to be doing. Too many years ahead of me, and the problems they are trying to overcome are far away from the ones I am working on, and they may not remember or be able to relate. I like to have this type of mentor in my back pocket, it saves a ton of time versus having to figure it out all on my own.

When looking for a mentor start with your network and professional organizations. Ask for recommendations but think outside of a mentor that is in the exact industry as you. You're seeking skill sets and that can be achieved by a mentor across industries. Also, don't be afraid to invest financially, many mentorship relationships require a nominal fee, and can be well worth it!

I like to look at the journeys of my mentors. By understanding their path, you can find similarities and see where their stories resonate with you. This will provide a good foundation and a bonding that can make the difference in the mentor-mentee relationship. As always, this is a two way road. The mentor also learns and get inspired by their mentees.

Here my 3 golden coins: "Best mentors are often closer than we think! " "When the student is ready, the master appears!". "Your mentor is finally she/he who inspires new learning in what YOU want to achieve, not on what she/he has achieved".

I have been fortunate enough to have many amazing mentors as we built a large business and secured an acquisition. Many of these relationships were formed because I was not afraid to reach out and introduce myself to people I held in high regard, and soak up their wisdom and guidance. If they didn’t respond, I simply moved on and kept hustling. I now take great pleasure in responding to approaches that I receive through LinkedIn and other channels. Never let the fear of failure hold you back. And for those who have achieved great success themselves, please keep paying it forward to the next generation.

I found my mentors/coaches using these steps in this order.. 1. Clearly define the "end game" 2. Realistically accept where you are. 3. Determine the challenges between where you are and the "end game " 4.Outline the actions necessary to close the gap 5. Ask someone you trust to hold you accountable to the actions you determined are necessary to achieve your goal I have accomplished most of my goals in my business and personal life by using the preceding process, I hope they do the same for you on your journey

To reach out and build rapport with potential mentors, start by crafting a thoughtful and personalised message expressing your admiration for their work and explaining why you seek their guidance. Highlight your genuine interest in learning from them and offer your commitment to making the most of their insights. Be respectful of their time and schedule, and when you have the opportunity to connect, actively listen, ask insightful questions, and express gratitude. Building rapport is about establishing a genuine and mutually beneficial relationship based on trust, respect, and a shared commitment to growth.

Once you are done with your list and the speciality you are looking for that will fit your need for mentorship, it is essential to craft a self-introduction and request an appointment to engage. Not everyone you admire has the skill and flair to mentor or teach or have the vulnerability to bring others especially acquaintance into their inner circle. This is important for mutual trust, co-creation and cultivation of possibilities and growth

Establish a schedule of activities with your Mentor. Your level of engagement will be fundamental to achieving the proposed objectives. Celebrate every achievement!

Just as we are not worth for what we achieve, but we are worth simply for being human, it is necessary not to believe that we are the worst when the opportunity to learn presents itself nor that we are the best when we get where we want and receive applause and admiration.

One of the most important things is to establish expectations. Both tangible such as time, money (if applies), rules of scheduling and such, etc. And intangible such as type of verbal comunication, type of feedback, etc

I wholeheartedly disagree with this step because it would deter many of the best mentors who are often extremely busy. Mentorship need not be nearly so formal. If someone knows something you want to know and you need guidance, instead of scaring away the potential mentor by making the obligation sound too heavy I would just ask the person for 15-30 minutes of their time, for coffee or even grab them after a meeting that has gone short. Top leaders, including leaders at top tech companies, have extremely limited time but actually do like to help support people. Be direct in asking for advice, don’t feel the need to label it mentoring and just talk! This strategy opens the door to some of the best and brightest— even if they are busy!

Estabelecer um cronograma de encontros, horários de comum acordo, como será mensurado o atingimento dos objetivos, é de extrema importancia para esse início. Clareza nos acordos para que se tenha alinhamento de expectativas.

Conversar de forma clara e franca sobre suas expectativas e disponibilidade de encontros será fundamental. Quando fiz o curso de coaching, aprendi a importancia de estabelecer acordos claros em qualquer tipo de relacionamento, especialmente na mentoria. Por exemplo, quando iniciei uma mentoria durante o curso, definimos desde o come?o os objetivos que eu queria alcan?ar, a frequência dos nossos encontros e como mediríamos meu progresso. Essa clareza nos ajudou a ficarmos alinhados e evitou mal-entendidos, garantindo que ambos estivéssemos comprometidos e focados nos mesmos resultados.

A mentorship relationship has the potential to be profoundly transformative, provided you engage with it deeply and earnestly. It's your choice to develop a transactional relationship with a focus on short-term, specific needs, or a transformational one that cultivates deep growth and long-lasting connections. Treating your mentor as you would want to be treated, with respect, regular updates, and ongoing communication, is key. This reciprocal approach can turn a mentor into a lifelong friend, as it shows appreciation and the real-world impact of their guidance on your progress. Remember, a little gratitude and acknowledgment can go a long way in nurturing a mentorship into a lasting and valuable connection.

Finding a mentor can indeed be a game-changer in your career journey. A few ideas to keep things fresh! 'Reflection Corner': Post-session, reflect on key learnings and application. This could be through reflection or jotting down insights, focusing on practical steps forward. Reverse Mentoring: Share your skills with your mentor. This enriches the relationship, fostering mutual growth and a dynamic exchange. 'Challenge Sessions': Discuss real-time challenges with your mentor. This practical focus enhances learning and problem-solving. And don't forget to celebrate milestones. This not only bolsters the mentor-mentee bond but also keeps morale high. Embrace the opportunity with enthusiasm and an open mind to truly enrich the experience.

Consider Multiple Mentors: Depending on your objectives, you might benefit from having more than one mentor. Different mentors can provide guidance on various aspects of your career or personal development. Be Open to Informal Mentorships: Sometimes, mentorship can develop organically through ongoing interactions without a formal agreement. If you admire someone’s work or approach, seeking their advice and feedback can gradually evolve into a mentorship relationship. Show Appreciation and Maintain the Relationship: Once you’ve established a mentorship, express gratitude for your mentor’s time and insights. Be proactive in maintaining the relationship by scheduling regular check-ins, sharing your progress, and being open to feedback.

Responsibility and accountability is your main part of the cake. The mentor offers feedback, knowledge, stories, advice, connections, etc. Mentoring can be very rewarding if you see that your mentee is improving in a good way, your professional relationship is growing, and the mentorship is working out for both of you. Focus on getting the most out of the mentorship and seriously take care of yourself and reaching your objectives. It is your objective to change and to reach a specific goal. Focus on that, act responsible and accountable, and work seriously on reaching your goal.

Once you've found your mentor, treat it like any other relationship – with care and commitment. Set clear expectations, schedule regular check-ins, and be open to learning. It's a journey you're embarking on together. Remember, finding a mentor is not just about reaching a destination; it's about embracing the journey.

In addition to what has been said, the human aspect counts, too. Make sure you feel at ease with your mentor and trust him/her. As the more you are willing to share the better the results. Listen to your intuition.

Some ways to get started 1.Identify the Role or postion you want to move to. 2. Identify people who are serving in that position or role either with in or outside your organisation. 3. Understand the skills and competencies that is required for that role. 4. Assess your current skills and competencies identify gaps or skills you need to improve. 5. Work with the identified mentor by making a clear working goal to make yourself eligible for the role. 6. Work on specific goals with clear metric to measure and reveiw with your mentor. 7. Make a list of questions that you may want to ask your mentor about the experience and the learnings of the mentor from that role. 8. You may want to work with more than 1 mentor at times.

Learn the difference between coaching, mentorship and stewardship. It's rare that one person can, or will, do all three. A great coach does not advise; we ask poignant questions that guide you to your own answers. A valuable mentor offers more direct advice gleaned from their experience. A steward might pave the way for your career through introductions, creating opportunities for you or ensuring a seat at decision making tables. Each of these roles are important in their own way. Make sure you're clear on what you need and how to ask for it.

Si es posible, es interesante ofrecer experiencias sobre el terreno, acompa?ando por ejemplo con iniciativas del tipo “un día profesional en la vida del mentor”. También puede ser útil el networking, presentar al mentee personas que puedan colaborar y ayudar en temas concretos.

Know the differences between a mentor, coach, advisor/consultant. A mentor is typically some who has already walked the mile you want to walk in who can show you the ropes and be a guide. An advisor/consultant is typically engaged as someone with deep expertise in an area and will do the work for/with you. A (truly great) coach believes you have many of the answers within you, that you are a whole person with remarkable insights. They draw these out with empowering questions. In the end, when ideas are *yours* you're more likely to own them. Be clear on the type of guidance and support will best serve you.