When it comes to building a successful career, there’s one avenue professionals often overlook: having a mentor. The idea of finding a mentor might seem daunting — after all, how do you approach someone you admire and ask for their guidance?
But here’s the good news: it’s easier than you might think, and the benefits are worth every bit of effort. From personalized career advice to valuable networking opportunities, a great mentor can be a game-changer for your professional growth.
Unfortunately, many people fail to establish mentor relationships because they are intimidated by the prospect of identifying and approaching someone of influence. If the idea of finding a mentor has ever felt intimidating, this article will guide you through the process with actionable tips that can help you build a meaningful mentor relationship with confidence.
Following these seven tips can make identifying a potential mentor less daunting:
The first step is deciding what to look for in a mentor. Take advantage of formal mentoring programs that pair new or junior employees with more experienced colleagues if your company offers them. But don’t be discouraged if your company does not have a formal program — it is possible to find a mentor on your own.
Before you begin your search, consider what you hope to gain from the relationship. Consider the specific qualities the person should possess, as well as how they might assist you. It’s usually best to select someone who has more years of experience and a career path similar to the one you’re following.
You may also want to consider choosing a mentor from people you know to be involved in causes and organizations that are important to both of you, as well, such as charities and professional development organizations.
Identify someone who you admire and respect. You can pick an individual who currently works with you or look for a mentor outside your company. Your mentor should ideally be someone who is not in a formal position to evaluate your job performance. Instead, select someone with whom you can talk candidly about career and workplace issues.
You may be in awe of someone’s work, but sheer talent doesn’t always translate into an ability to coach. When choosing a good mentor, you need someone who is patient and willing to spend time with you. A mentor should also be generous and honest with advice.
Don’t expect a mentor to come to you. After identifying someone whose success and work style you admire, approach them and explain that you would enjoy finding out more about the skills and techniques that have helped the person excel. Try not to request too much of this individual’s time, particularly at the beginning of the relationship. People will be more receptive to serving as a mentor if doing so doesn’t require considerable effort.
People who are approached as mentors are often flattered to be asked and happy to help. However, if someone is hesitant, find out why and suggest ways to make it easier for them to provide assistance. If the person seems pressed for time, for example, you might reduce the frequency of meetings or ask if they can refer someone with a more flexible schedule.
Once you’ve found someone you think would be a great mentor, it’s important for you to take responsibility for the process. When you meet that person, bring a list of questions and goals, but don’t expect your contact to have all of the answers. Is there someone else in your networks you could reach out to for additional guidance or insights? Also, be sure to research issues and learn what you can on your own before bringing them up.
Respect your mentor’s time and attend every meeting like it’s your first chance to make a good impression. Always arrive on time for meetings and keep in mind that while it’s OK to reach out to your mentor between formal meetings, don’t take advantage by constantly calling or emailing. Show your appreciation, too. Send your mentor a thank-you note after a particularly helpful coaching session, and always offer to provide any assistance you can in his or her career. If the opportunity presents itself, you may eventually consider participating in a reverse mentoring program.
You and your mentor may experience some growing pains, so give the relationship time to develop. However, don’t be discouraged if your initial mentorship doesn’t last. You will likely have several mentors throughout your career. It’s not uncommon to seek help from multiple people to address different aspects of work.
Discover the dual benefits of mentorship. Explore the unique value of mentoring relationships in the legal profession.
While it may require some effort to find a mentor that’s a good match, the long-term rewards can be significant. Don’t overlook this valuable career resource. The guidance you receive will place you in a better position to achieve your professional goals.
