Mentoring is a process by which you benefit from the experience and knowledge of someone in support of your own goals. Choosing to work with a Mentor is a more formal approach to your development. A mentor acts as a sounding board, they provide a perspective that can help you to overcome roadblocks to success. They can suggest options or new courses of action that you may not otherwise have considered.
Wherever you are in your career my guess is that your success has been influenced by the advice and guidance of others; whether it was feedback from a boss, observing your colleagues, a teacher at school or university, your parents, the list goes on. All of us seek the advice and guidance from those we trust and respect and these relationships are invaluable in helping us to successfully navigate the world of work.
A mentor relationship is an opportunity to learn and grow, for both you and your Mentor. Here are four best practices to ensure that your mentor meetings matter and deliver real benefit for you both.
Have a goal in mind: It may sound obvious but the most fundamental step in getting the best from your mentor is to have an idea of what it is you are trying to achieve. Whether it’s to learn a new skill, tap into their expertise, overcome a gap, knowing where you are trying to go is the first step. You don’t need to know HOW to get there, that is where the power of the mentoring conversations will come in!
Agree to a schedule – and [try to] stick to it: Will you be meeting monthly, every two weeks, weekly? In person or by phone? Whatever the frequency of your mentoring conversations and whether they are in person or not, try to schedule those meetings at the outset. You can always move them if necessary, however by scheduling them up front it means that your other commitments fit around you and your mentoring, rather than trying to fit your mentoring around other things. Move yourself up your own priority list!
Clarify Expectations:Mentors and mentees typically enter their relationships with underlying expectations of each other. To prevent misaligned expectations and the possibility of disappointment make sure you discuss and agree: Confidentiality, response times (if I email or phone between scheduled meeting how quickly can I expect to hear back?), communication methods, how long the mentoring relationship is expected to last, and so on
Take Action: This is the most critical step to a satisfying mentoring experience. The conversations you have with your mentor will likely be interesting, challenging and insightful. However you need to be prepared to move out of your comfort zone and take action; practice the new skills and behaviors, attend a program or networking event, read relevant articles and books. Learning requires both knowledge and skill, put it into practice!
What advice do you have for ensuring that you get the best from your mentor relationships?
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