Some Thoughts on Mentoring

I had a conversation this weekend with an old friend and colleague on mentoring and I'd like to share a few thoughts on that here.

The conversation started off with her telling me about an assignment she'd been given about defining what a mentor is and who can be one. She made a comment about said person having to be a superior...which couldn't be further from reality. Okay to be fair, this could possibly be true in a formal mentoring program (more on that in a moment) but generally speaking that is not the case.

Simply put, a mentor is anyone who has more knowledge and/or experience about something than you do…who is willing to share that knowledge with you. This person can be a friend, family member, coworker, superior, subordinate, former coworker, someone you met at a networking event, etc., etc., etc. They can be anything from a single subject mentor to a “whole life” mentor.

Mentoring can be formal or informal and you can have as many or as few as you desire (or need). Heck, the person doesn’t even have to actually know you consider them a mentor! (Though they would likely be flattered to know you consider them one.) Chances are that you have mentors today that you have just never thought about in that light. It is just as likely that someone considers you a mentor.

(Go ahead and think about it a moment, I'll wait...)

Mentoring can be as simple as an occasional phone call or email to ask a question or as planned and regular as having lunch together once a week. There can even be a “mentoring contract” between you that defines roles…and limitations thereof…and states goals and milestones to help you be accountable. (A quick web search found this example.) Even if the mentoring relationship is informal and/or does not include a contract, it is imperative that you agree on the frequency of communication as it is possible to inadvertently burn a bridge by overuse…

Some organizations have a formal mentoring program where employees go through training to enable them to make the most of the mentoring relationship. Generally there are guidelines about how often the two meet and record keeping requirements. In these programs the protégé is often assigned a mentor (rather than self-selecting) either based on stated personal/career goals or company guidelines. They may, of course, have other mentors, both inside and outside the organization, in addition to the one they are assigned.

Regardless of the type or number of mentors you have, I cannot stress enough how important it is to leverage your network and the amazing amount of knowledge and experience they have…that they can, and most likely will, share with you.

One final thought, as important as it is to Have mentors, it is equally as important to BE a mentor and to share what you have learned with someone else.

Now, go forth and do great things!

About the Author: Lee Crowson is a Story Teller and Asker of Questions who also happens to be a Navy Veteran and problem solver with over 20 years’ experience in organizational leadership, communications, training, public speaking, operations, human resources and data analysis. He has a strong passion for learning, reading, storytelling, fitness, the outdoors and helping others to reach their full potential. He writes and speaks because it is more easily understood than his interpretive dance.