Selecting the Perfect Mentor
Finding Someone to Provide the Proper Career Guidance and Support
Nov 11, 2009
Some employees might wonder why they need a mentor at all especially given the current state of the job market. But now more than ever it is important to keep a finger on the pulse of business and the job market.
And while much of that has to do with building a great network of business associates as well as keeping skills updated, having a mentor can go far in providing great career support and guidance, exposure to the best work opportunites and introductions to key people.
What is a Mentor?
A mentor is the person who provides guidance along the bumpy career path to success. Think of a mentor as a personal business COACH. They help employees because they:
- Communicate. They speak in plain, simple terms about business, the industry and career goals.
- Oversee. A mentor watches over a employee’s growth and development to ensure they are on the right career path.
- Advise. Not only does a mentor provide advice, they advise a employee about the choices they are facing and the direction in which their career is going, and offer alternative view points about decisions.
- Celebrate. A mentor acts as a cheerleader when things go well and provides support in times of disappointment.
- Help. Mentors offer whatever assistance they can to further a employee’s career aspirations.
Identifying Possible Mentors
Mentors can be people either inside or outside the organization where an employee currently works. In fact, many times when someone finds a mentor early in their career, they may move on to a new position in a new company, but they retain the same mentor. Mentors may be college professors, associates in a professional organization or someone the employee has worked with in a volunteer capacity.
Mentors have more experience and hold a position at a higher level, so that they can provide the benefit of their experience. The idea behind having a mentor is that this is the person the employee admires and would like to emulate.
Asking Someone to Act as a Mentor
Before approaching someone to ask them to be a mentor, employees need to keep in mind two things: what do they want from the relationship and what are they willing to give in return?
Those who mentor most likely won't want to risk their reputation and credibility by mentoring an employee who isn’t truly serious about his career. So whether an employee’s goal is to develop specific skills, gain new experiences, learn more about the industry or organization, or some other purpose, it’s important to be able to articulate this.
Once an employee has identified a mentor and determined what he wants from the relationship, as well as how much time he is willing to commit, he should approach the person to arrange time when he can lay out his plan. It is important in the discussion to identify what the mentor expects in return. Whether that’s regular updates on the employee’s progress or assistance with a project, it’s all negotiable.
The whole idea behind developing a mentoring relationship is for employees to find some who can help nurture and grow their career. Then when someone approaches them as makes the same request, they’ll know what it’s all about.
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