The value of having a good mentor cannot be quantified. Bill Gates had Ed Roberts, Warren Buffett had Benjamin Graham, and President Bill Clinton and Maya Angelou had wonderful teachers as their mentors. Many of the most successful people are quick to give credit to their mentors for the significant roles they played in their lives. An effective mentoring relationship takes time and effort. Your mentors will also change throughout your life. As you gain more responsibility in your career, it is vital to seek advice from those who have succeeded in similar roles. Below are some tips and resources for how to foster a successful mentor relationship and become a great protege so that you can one day be a great mentor yourself.
Find a Mentor: The best mentors are people that know you or are willing to get to know you personally and that can help you accomplish a certain set of goals. Within your organization, seek out an individual at least two levels higher than you that has a set of experiences that you can learn from and that can help achieve your objectives. Don’t evaluate a mentor solely based on their title and job rank. Do additional research to be sure they have the necessary qualifications that will help you succeed and that they will be interested in helping you achieve that success. Also, mentoring is not monogamous; you can have more than one mentor and you can gain from finding others outside of your current company.
Set Expectations: The best mentor/mentee relationships benefit both parties. Set expectations in the first meeting in regards to the objectives of the relationship. Clarify how often you will meet to accomplish these goals. As the mentee in the relationship, you may not feel that you have much to offer the mentor. Not true! You can provide a “boots on the ground” perspective of what is going on in the organization that senior level executives are not privy to on a daily basis. Often times mentors want to impart knowledge and wisdom on you for the simple satisfaction of knowing that they helped you succeed. Be sure to fully understand how you can deliver on that need.
Drive the Relationship: As the protege in the relationship it is your responsibility to drive the relationship forward. The burden is on you to find convenient times to meet. Be sure to have an agenda of what to accomplish at meetings while keeping the environment open and conversational. Do any appropriate pre-work and any additional follow up that needs to be done after the meetings. Reach out often with relevant pieces of information that can help deepen the relationship. Don’t wait to be tapped on the shoulder for a meeting invitation. This responsibility falls on you. Finally, remember to thank your mentor for their time. And if they help you accomplish something great, be creative in the way you show your gratitude.
Maximize the Time Spent: Be honest. Your mentor will not be able to help you achieve your goals if you are not honest with yourself and with him/her in regards to what you are trying to accomplish. Do your homework before bringing up a challenge that you want to tackle together and present the possible solution sets that you have already thought about. Finally, be positive. It is amazing how much more you will get of a relationship if you attack it with a positive attitude. Do your best never to complain, rather speak of how you think your current situation can be improved from its existing state.
If you don’t have a mentor, find one. Studies show that mentoring leads to faster career progression. Fostering a good mentor relationship at an early age can prepare you to be a successful mentor for a young professional later in your lifetime.
Coffee & Closers 