Over 15 years as a recruiter and coach, I’ve found that one thing that distinguishes individuals from merely having a job versus a truly successful career is access to effective mentorship.
Many view mentorship as a formal, hierarchical arrangement, where a veteran shares his/her wisdom with a less-experienced novice. In today’s professional environment, however, I believe the most impactful mentorship is more of a strategic alliance, a partnership built around accelerating your growth, supporting your navigation of the organization, and transferring to you the tacit knowledge that cannot be found in textbooks.
Mentorship is a great idea because it can accelerate your career. Those who have a strong mentor are promoted faster than others, are able to better navigate the complexities of organizational politics, and are better able to make smart long-term career choices.
What Effective Mentorship Really Brings to Your Table
When a mentor is at their best, they are not providing you with information about what to do; rather, they are showing you things that you would otherwise miss.
Understanding Patterns: A seasoned mentor will recognize patterns based on their past experiences. These mentors can identify future obstacles, organizational landmines, and/or strategic opportunities that you won’t recognize until much later, thus allowing you to avoid costly mistakes and directing you towards positive areas of opportunity.
Opening Doors: Mentors provide you with access to resources and people you wouldn’t normally meet. They can facilitate introductions to important decision makers, recommend you for important projects, and advocate for you when you are not present.
A Confidential Forum: A mentor provides you with a safe forum to discuss your ideas, fears, and concerns without fear of ridicule or adverse consequences from your peers or superiors.
Having a trusted confidant, such as a mentor, allows you to grow as a thinker and develop greater confidence in your decision-making abilities.
Looking for a Mentor That Will Meet What You Want
You should not focus on identifying the highest-ranking person within your organization as your mentor. Instead, you should focus on identifying the right mentor for your specific situation and need.
Different Kinds of Mentors:
There are three general types of mentors that you may want to consider, depending upon your specific goals and objectives:
The Industry Sage: This type of mentor is generally 10-15 years ahead of you in your industry and is familiar with the landscape, its history, and its informal expectations. As a result, they can provide you with long-term strategic direction.
The Practical Guide: This type of mentor is generally a few steps ahead of you in a related role. They can provide you with short-term practical advice on handling specific projects, software, etc., as well as your daily challenges. This type of mentor is generally a peer in a different department.
The Connector: This mentor is well-connected and does not necessarily have to be in your industry. However, they are skilled at making connections and can introduce you to a variety of people and opportunities.
Approaching a Potential Mentor
Never ask if someone will be your mentor. This is too vague and creates too many responsibilities for the potential mentor.
Instead, approach your request with specificity and minimal commitment. For example:
“Hi [Name], I have been following your work in [specific project] and really appreciate your unique approach to [specific skill/challenge]. Currently, I am attempting to develop these same skills. Would you be available for a 20-minute virtual coffee in the next couple of months to share some of your insights? ”
This request is complimentary and targeted and requests a reasonable amount of the potential mentor’s time.
How to Be a Good Mentee: The Keys to a Long-Term Relationship
Mentorship is a two-way street. In order to attract and keep a perfect mentor, you must also be a good mentee.
Prepare for Each Meeting: Do not waste your mentor’s time. Prepare for each meeting with a list of topics, questions, and any updates on the progress you have made.
Always Do the Work: A mentor will guide you through the journey of decision-making and taking action. These people will not do the work for you, as they are assisting you and want you to grow. If he/she recommends something, follow up and report back to him/her.
Be Prepared to Accept Constructive Criticism: You grow when you can accept constructive criticism and feedback. A mentor is not going to tell you everything you want to hear but rather what you need to hear.
Express Appreciation and Follow Through: Always express gratitude to your mentor after each meeting and show him/her how their input has positively impacted your results.
Reverse Mentorship: Learning from Others Who Have Less Experience
Having a mentor is not limited to the traditional top-down model. Many of the most valuable lessons can come from people who have less experience but bring a different perspective and expertise, commonly referred to as reverse mentorship.
For example, a younger employee could serve as a mentor to a senior executive regarding the rising trends in social media, digital marketing, and technology. By being receptive to learning from anyone regardless of their title, you demonstrate that you are a forward-thinking professional.
Determining Whether to Continue a Mentorship Relationship
Like any relationship, mentoring relationships have a natural lifecycle. What worked perfectly for you as a new college graduate may no longer be effective as you become a senior leader. It is acceptable to gradually transition away from a mentorship relationship or add new mentors to support you in your growing challenges.
The objective of a mentoring relationship is to continually support your growth and development, not create a lifelong dependency.
Finally, actively seeking mentorship demonstrates a level of professionalism and strategic thinking. It indicates that you are committed to your growth and development and humble enough to understand that you do not have all of the answers.
Most successful professionals do not have one mentor. Rather, they have a personal advisory board consisting of several mentors who provide them with various forms of guidance as they progress throughout their careers.
Your first task is not to identify a mentor. Your initial task is to identify one specific challenge you are experiencing today. Next, locate someone who has successfully navigated a similar challenge. Finally, contact this individual with a specific and thoughtful question.
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