By S. Gary Snodgrass
Although the word mentor begins with “me,” it is not a me-first process; it’s a we-first process. Mentoring is a relationship between two individuals who want to benefit from a professional exchange and who are both willing to share. What they share may be a specific agenda designed to help one or both develop skills and realize potential, or it may be a more free-flowing discussion of career knowledge, political observations, cultural considerations, long- or short-term goals and other exploratory topics. In fact, exploration is one powerful advantage of having a mentor.
Who’s a good mentor?
Effective mentors not only have professional insight but emotional intelligence, good communication skills and the courage to challenge assumptions. They also have a commitment to the organization and raise the bar to aid you in realizing your full potential. In addition, they participate in lifelong learning by taking advantage of the opportunity to learn from you, just as you learn from them.
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Effective mentors not only have professional insight but emotional intelligence, good communication skills and the courage to challenge assumptions. |
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This two-way exchange is the very foundation of a good mentoring relationship. Other necessities include shared interests, mutual respect, trust, confidentiality, honest feedback and empathetic listening skills. Depending on your situation, you may also seek a mentor who is experienced in your area of expertise, or if you want a broader or different perspective, someone from outside your field. Keep in mind that a mentor can be found at any level. She may be a senior executive, a peer or even someone junior to you from whom you can learn something specific.
| DISCOVERING A POTENTIAL MENTOR |
When interviewing a mentor, you may wish to ask:
- “What is your teaching style?”
- “What is your business philosophy and attitude toward change?”
- “What are your most significant accomplishments, and how do you measure them?”
- “What can I do for you?”
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Maximizing the relationship
As a mentee, there are several steps you can take to ensure that your mentoring relationship is productive and satisfying:
- Commit to change, and remember that the agenda is yours.
- Have a defined goal for the relationship, and communicate it clearly.
- Set parameters for which aspects of your career and life may and may not be discussed.
- Establish a mutually agreeable schedule, and set a predetermined length of time for the relationship.
- Choose an appropriate medium of communication, whether it’s face-to-face meetings, conference calls or email.
- Set an agenda for each meeting.
- Establish a system for following up and evaluation.
- Give something back to your mentor, so that she can learn from you.
Finding a mentor
You can learn about potential mentors through many sources, including:
- Your company newsletter or annual report
- Professional associations
- Volunteer organizations or activities
- Social venues
Don’t be surprised if, as you grow and progress, you require different mentors at various stages of your career. You also shouldn’t be surprised when potential mentees start coming to you. As you develop, your experience, perspective and reputation will grow, and without doubt, so will your desire to reciprocate by sharing knowledge, insight and all the lessons you learned from your own mentors.
This is an excerpt from the forthcoming book, Stepping Up: 12 Ways to Rev Up, Revitalize, Or Renew Your Career, by S. Gary Snodgrass. Used with permission. All rights reserved.
S. Gary Snodgrass has nearly 35 years’ experience as a human resources professional, including 10 years as the chief HR officer of a Fortune 100 corporation. He has been an adjunct faculty member at the Keller Graduate School of Management and a board member of the Council for Adult and Experiential Learning. For more information, visit www.sgarysnodgrass.com.
February 2007
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