Mentors can be invaluable sources of guidance, support, and feedback for your career development. Whether you are just starting out, facing a challenge, or looking for new opportunities, mentors can help you navigate your career path and achieve your goals. In this article, you will learn how to find, connect, and benefit from mentorship in the context of leadership development.
The first step to finding mentors is to identify your career objectives and learning needs. What are you passionate about? What skills do you want to improve? What challenges do you face? What opportunities do you seek? Based on these questions, you can narrow down your search for potential mentors who have relevant experience, expertise, and values. You can look for mentors within your organization, network, industry, or community. You can also use online platforms, such as LinkedIn, to find and reach out to mentors who match your interests and goals.
I’m often asked if I ever had a mentor, and for me, the answer is always: my mother. Her sense of unconditional love made it possible for me to feel free to take chances and risk failure. And she always made everything an adventure, including the process of ending up at Cambridge only a few years after showing her a photo from a magazine when I was a teenager (who at that point spoke no English). Somehow, she made it happen, and she made it fun. She always lived in the moment and there’s not a single part of my life that’s not still filled with her spirit.
Early in our career, we tend to have narrow view of what possibilities are out there, or fixated on certain positions or conventional career paths. Mentors can help expand the horizon and help understand/pursue things which are not even on the radar screen, especially unconventional career paths which often become career defining moments.
When I was at Microsoft, I had one of the best managers who also became my mentor to this day. One of the best things she has done as a mentor is to teach me to how to value myself and not doubt what I am capable of achieving in my career journey. It has been invaluable coaching. If you are reading this, thank you Betsy Pridmore.
Over the years, I had mentors from different spheres of life. In journalism, one of the editors in my newspaper was more than a boss to me. He knew that I loved to read political memoirs and biographies. He travelled fairly often and he would buy for me new titles in the genre with the proviso that I do a review of each book. When I look at my bookshelf and I count scores of his gifts to me and I read clips of my reviews I remember to treasure the memory of Mr Turi Muhammadu, the late editor and chief executive of NEW NIGERIAN. Right until his passing away, he kept up with me through letters, and phone calls, notwithstanding that he had retired over two decades earlier and his health was failing. Unforgettable.
Mentorship is often confused with coaching, advising, evaluating, and being a good boss. Not everyone will find a mentor. That may not seem fair or equitable, but there is an aspect of personal chemistry in a mentoring relationship that is not predictable. If you find a good mentor, congratulations, but don’t expect it to happen just because you want it to.
The second step to connecting with mentors is to establish a rapport and a mutual expectation. You can start by introducing yourself, expressing your appreciation, and explaining why you are interested in learning from them. You can also ask them about their availability, preferred communication style, and expectations from the mentoring relationship. You should be respectful, honest, and professional in your interactions. You should also be clear about your goals, needs, and boundaries. You should not expect your mentors to solve your problems, make decisions for you, or give you favors. Rather, you should seek their advice, feedback, and support.
Respiratory Regional Director, Midwest at Advocate Health
When first connecting with your potential mentor, be clear about what you are looking for. Share that you are seeking a mentor to assist you in achieving the xxx goal. Spend some time talking and getting to know each other a bit to see if this feels like a good fit for you.
In my experience, I've found that sometimes mentors may expect you to emulate them or become replicas of themselves, but the most effective way to truly connect with a mentor is by being authentic and honest about your own journey. It's essential to share where you are, what you know, and the path you're currently on. This transparency allows mentors to provide guidance tailored to your unique situation, drawing from their own experiences and careers. Additionally, it helps them assist you in navigating challenges and seizing opportunities that align with your goals and aspirations.
Mentors and sponsors are critical to personal growth and development....I often find people confuse the two or see them as one and the same. While a mentor can be a sponsor, it's also important to ensure you have both the mentoring as well as sponsorship of others who can advocate for you and for the value you bring the organization.
Have a discovery call with your mentor and see if there is a good feeling. You definitely want to have a mentor that feels good and with which you feel you can learn and grow and of course trust.
There is always something you can do to add value to someone's life. Figure this out first in terms of each mentor, before connecting and building your relationship with them.
The third step to benefiting from mentors is to engage in regular and meaningful conversations. You can prepare for each meeting by setting an agenda, doing your homework, and bringing your questions. You can also share your progress, challenges, and achievements with your mentors. You should listen actively, ask for feedback, and apply what you learn. You should also give feedback, express gratitude, and acknowledge your mentors' contributions. You should be open-minded, flexible, and willing to learn from your mentors. You should also seek diverse perspectives, challenge yourself, and explore new possibilities with your mentors.
When I was at Microsoft, I had a boss and mentor who had a huge impact on me as I was getting my foothold in the professional world. Her name was Patty Stonesifer. Everyone wanted to work for her because she made people feel supported and empowered to try new things. On our team, she helped create a culture where we could be honest about our strengths and weaknesses—and most importantly, where we could admit “I was wrong.” That was a big deal back then. Seeing how effectively Patty did her job without compromising her values helped me learn how to be myself at work. I stopped trying to conform to other people’s expectations, and to my surprise at the time, that made me more effective at my job. It changed the trajectory of my career.
When I was in grad school at GeorgiaTech, I was struggling with time management being a student parent having my spouse as a grad student too. I went to talk to a very kind Professor, Dr. Maureen Biggers. She listened to me while I started shedding tears at one point. She directed me to a path that made me feel special - all the challenges I mentioned, she reframed them as strengths and opportunities. I never looked back after she guided me through her mentorship and introduced me to a powerful network of women in computing. I tried to pay it forward ... having a mentor can be life changing, I know it very well.
People assume that they only need one mentor or a mentor can be ‘all things.’ I have long employed a personal board of directors. It’s been 4-5 mentors who I have worked with over the course of my career; each one with a different ‘super-power.’ I may have a specific question or situation and being able to engage with a leader who has that as their strength has been a wonderful resource. On the flip side; I’ve also benefitted from engaging multiple mentors about the same situation in order to get different perspectives. The board approach also gives you flexibility to bring on new mentors as you evolve and grow in your career. The things I prioritize now as a C suite executive are different than what I was focused on earlier in my career.
The Benefits of Mentorship 1. A good mentor can provide guidance and support when you need it most. 2. They can offer a different perspective on challenging situations. 3. A mentor can help you find new ways to overcome obstacles. 4. A mentor can boost your confidence and help you realize your full potential. 5. Mentorship relationships can lead to lasting friendships and professional networks. 6. Being a mentor is a great way to create a legacy. 7. Mentors can help their mentees avoid common pitfalls in their careers.
Chief Marketing Officer @ TruWest Holdings | Distinguished Sales & Marketing Award Winner
In my mind, the days of one-way mentorship are over. I believe in the power of reciprocal mentorship. Thus you each come to the table ready to learn from each other. I have never taken being a mentor or getting mentored lightly -- as time is the most precious commodity we have. So I always remind people to be intentional and be direct with what you are looking to gain and discuss out of every conversation. But find people to sit across from that find value in what you have to say as well! Two-way learning is invaluable!
The fourth step to building trust with mentors is to demonstrate commitment, integrity, and respect. You can show commitment by following through on your action plans, honoring your appointments, and updating your mentors on your outcomes. You can show integrity by being honest, accountable, and ethical in your actions. You can show respect by valuing your mentors' time, input, and experience. You should also avoid conflicts of interest, confidentiality breaches, and inappropriate behaviors with your mentors. You should aim to build a long-term and mutually beneficial relationship with your mentors.
In my life I request mentorship from people I admire in the field where I want to growth as a professional. To create a building trust relationship, you need to start to have a meaningful conversation is the only way to respect your mentor time. Establish at the beginning, rules of engagement, about goals, boundaries, time, etc., and the gold rule, when you make a promise, you must keep it, as Eric said honor commitments.
Building trust like all good things takes time. And it really boils down to three things. 1. Respecting. Respect your mentor’s time (show up on time, be prompt to set up meet ups), their feedback, their unique experience. 2. Listening. Being an active listener goes a long way and I think a lot of people underestimate this one. 3. Contributing. It’s a two way street at the end of the day, build knowledge and ask insightful questions and share your own experiences as well, mentors would also like to see the perspective of a new in the field professional.
Una vez tengas claro el objetivo a lograr, un mentor puede agregar mucho valor en esta tarea, compartiendo su visión, consejos y experiencias pasadas, misma que sirve como referencia y/o atajo, para lo que deseas resolver. En esta línea, establecer un buen set de indicadores y aspiraciones reales y concretas, también es algo en lo que puede acortar tu camino. Finalmente, y considero un complemento muy relevante, puede ayudarte a construir redes de profesionales ad hoc.
Building trust with your mentor is crucial for a successful mentorship. Trust is built over time by being honest, open, and reliable. It's important to listen to your mentor's advice, follow through on your commitments, and communicate regularly. You can also ask for feedback and be receptive to constructive criticism.
As a mentor, I have found it easiest to help mentees who don't expect me to have all of the answers for them. As a mentee, be inquisitive. Ask good, thoughtful questions (not just questions to fill the allotted time). Keep your mentor updated on any progress you have made towards your goals -- big, small, or even pivots! A short email update is great. Don't worry about crafting the perfect note. Your mentor is likely busy and will find it easier to reply to short updates than to something that will take a lot of time to read and respond to. Share articles and insights that are relevant for them, too. If you think your mentor can be helpful with something, just ask. It's easier to help someone who is clear on what they want to achieve.
The fifth step to expanding your network with mentors is to leverage their connections, referrals, and recommendations. You can ask your mentors to introduce you to other professionals, organizations, or opportunities that align with your career goals. You can also ask your mentors to endorse your skills, write testimonials, or provide references for your applications. You should also reciprocate by offering your help, sharing your resources, or connecting your mentors with other relevant people or opportunities. You should also network with other mentees, peers, or colleagues who can enrich your learning and career development.
Mentors can provide valuable advice, guidance and support, and can help you expand your network significantly. But how do you go about finding the right mentor for your business? Start by identifying your professional goals and objectives, and then seek out successful business professionals who have experience and expertise in those areas. Attend networking events, join professional organizations and seek out opportunities for informational interviews. Remember, building relationships take time, and it's important to cultivate strong connections with potential mentors before asking for their help. So stay motivated, keep an open mind and never stop learning.
One of my first professional mentors in my professional career, Roz, said why do providers have to be territorial over referral sources? There are enough people needing help, we will never be short of work, so let's all be less stressed, refer to one another, and get back to the mentality of helping one another out. I learned from her, the more we are authentic with one another, the connections naturally happen. When we share with one another, we learn from one another. When we work together we are stronger together. Finally, differences in perspectives when we do network with others are what creates ingenuity.
Mentors provide a real time perspective with their "experience- case-lets , thereby helping individuals shorten the learning curve. More importantly the "what-if" gets strengthened enhancing the belief in one-self to walk on
A good mentor does not need to be asked, but will direct you to other professionals and will provide opportunities within the organisation and outside. Sometimes, a great opportunity may come up outside your current industry sector itself, and the mentor can show you the portable skills and potential to make the transition- that vote of confidence is amazing. Letting your colleagues or others know about this is one of the best ways you can endorse their mentoring skills. Keep up the relationship even after you have joined another organisation or are climbimg the career ladder- it's very rewarding for both.
Mentors, like cunning treasure hunters, unlock secret corridors in your network. Imagine their wisdom as a key, turning every encounter into a gold-veined opportunity. Hidden connections: They whisper introductions to power players you wouldn't dare approach, their vouching a passport to new realms. Think exclusive clubs, hidden oases teeming with potential partnerships and collaborations. Ripple effect: Your growth becomes a beacon, attracting kindred spirits drawn to your mentor's wisdom. The network expands organically, each new connection a stepping stone to unimaginable possibilities. Paying it forward: As you learn, become the source. Guide others lost in the maze, your journey a map for aspiring adventurers.
The sixth and final step to evaluating your mentorship with mentors is to measure your progress, outcomes, and satisfaction. You can use various tools, such as feedback forms, surveys, or self-assessments, to evaluate your mentorship experience. You can also review your goals, achievements, and challenges with your mentors. You should celebrate your successes, reflect on your learnings, and identify your areas for improvement. You should also solicit feedback, suggestions, and recommendations from your mentors. You should also thank your mentors, acknowledge their impact, and maintain your relationship with them.
Diversity of counsel is essential. Traditional mentorship programs have conditioned us to believe that the most experienced or highest title in the room is the best mentor. But true mentorship cannot be manufactured. We must be proactive in finding mentorship that aligns with our goals, skills, and aspirations. So, how do we find the right mentor? Start by identifying what you want to achieve, and look for five people who have already accomplished those goals. Study their path, learn from their experience, and ask for their time when relevant questions arise. By seeking diversity in counsel, we learn from many and borrow what works best to move forward on our own path. Take ownership of your professional development.
Evaluating your mentorship involves periodically reflecting on the progress and impact of the relationship. Assessing whether the mentorship aligns with your goals, whether adjustments are needed, and if both parties are benefiting ensures that the mentorship remains valuable and effective. Here's what else to consider in the mentorship journey: Recognize that mentorship is a two-way street, where both mentor and mentee contribute to the relationship. Be proactive in seeking guidance and maintaining regular communication with your mentor. Additionally, don't limit yourself to a single mentor; diverse perspectives can enrich your understanding of the industry and provide a broader range of insights.
Having (a) strong mentor figure(s) throughout different phases of my life has been absolutely critical to my success in the professional realm, but also incredibly formative from a personal growth standpoint, as well. I would say one of the most important lessons I have learned from mentor-mentee relationships is understanding how to have tough and/or uncomfortable conversations and respectfully stand my ground, especially as a young/new leader. I used to think these conversations were scary, but have since understood how to have these conversations is a critical skill all (new) leaders should learn. I now call them “level up” conversations and they have become an integral part of effectively managing my workplace relationships.
It isn’t always easy to find mentors and it can be scary to ask. If organizations can formally set up mentoring programs and really encourage and promote mentorship it removes some of the barriers. You might not always end up with the perfect mentor for you but you can always learn things from other people.
When evaluating mentorship experiences, I reflect on the personal connections and professional growth fostered. For instance, during a crucial project, a mentor's advice on stakeholder management proved invaluable. Their insights empowered me to navigate complexities and achieve success. Additionally, I assess trust and rapport, ensuring open communication. Continual evaluation ensures enriching and beneficial relationships.
As an Executive search professional, I think both a mentor and a sponsor have been game changers for those that have achieved career success. A good mentor will be the one person who will give you honest feedback. If you listen, this advice and counsel can save you so many missteps within one’s career and help propel you forward faster. A sponsor is someone who pulls you along with them as they climb the corporate ladder. Someone who believes in you and your ability to the point they always want you on their team. Having both is a true game changer.
Coaching vs. Mentoring: What's the Difference? While these terms are often used interchangeably, they have distinct differences. Coaching is a more formalized process with a clear structure, duration, and fee. It may feel uncomfortable, but it's all part of a strategy to help get us from Point A to Point B. On the other hand, a mentor has lived the experience and can provide valuable insight, resources, and connections. They offer guidance based on their own journey & expertise. So, which one is right for you? It depends on your goals and what you hope to achieve. If you need help achieving a goal or developing a skill, hire a coach. If you're looking for guidance and advice based on someone's experience, a mentor may be a better fit.
The process of benefiting from the guidance of mentors is based on two main points _How do I find qualified mentors and mentors? _How do I know how to choose the appropriate path I want to move to? Because we are often confused in choosing a career path between [ability and passion]. Here comes the role of the professional guide, who in turn knows what is most appropriate Which corresponds to the ability and passion of the person targeted for guidance. Likewise, the process of professional guidance and counseling is complementary between the mentor and the recipient. Likewise, the person receiving professional guidance must be clear and honest, and this guide must be considered like a psychiatrist And let us not hide anything from him
Consider also reverse mentoring... that means getting the younger generation to mentor the older... it's a great way to accelerate collaboration and open up your perspective.
Mentor ?? Sponsor!!! I sometimes find (myself included) that when people state they want a mentor they are looking for someone not just to coach, encourage, inspire them. They are looking for someone to help get them to their NEXT. They want someone to use their power, position and/or privilege to help move them forward. That my LinkedIN friends is a sponsor