Mentor and Be Mentored: Both are Critical to Success

When you reflect upon your career, do you have a mentor that has played a role in your professional and/or personal development?  On the flip side, as you have advanced in your career, have you taken the time to mentor others whom you have worked with and/or managed?  Having and being a mentor are two of the major milestones during one's career.   Mentoring is a critical part of managing a successful and sustaining career.  We typically think of mentors in the workplace but mentors enter our lives from a variety of venues, each offering different learnings that speak to our many needs.  Those needs can be quite diverse and filled by a variety of mentors, each offering wisdom and counsel in different ways.  In fact, it's important to search out multiple mentors to address our multiple needs.  Be your own advocate and initiate these relationships rather than waiting to be mentored.   Seek out potential mentors and trusted advisors throughout the different phases of your career.  In addition, welcome opportunities to mentor others throughout their careers.  Practice and due diligence make this possible.

A Five Step Model for Developing Mentor Relationships:

Step 1 - First and foremost, identify what you need

Set goals and objectives that you would like to achieve with each specific mentor. Be realistic and practical with your expectations being thoughtful and mindful of their time.  Make sure that you are creating a partnership that is one of give and take.  Offer your assistance, knowledge and resources to your mentors just as frequently as you ask for their help.  Keep in mind, this is all about relationship building - what you put into the relationship is just as important, if not more so, than what you get out of the relationship.  Approach each mentor in a sincere and authentic manner.  Be clear and concise in communicating your needs and expectations.  Ask them for their input and feedback.  Practice professional etiquette every step of the way - be sincere, authentic, courteous and respectful.  Remember, it is every individual's job to manage their own career - not their mentors! 

Step 2 - Reach out to a variety of mentors to meet diverse needs

Establish mentor relationships with multiple individuals across many parts of your life.  Mentors come in all shapes and sizes from all faucets of our world - both personally and professionally.  They can come in the form of role models, peers, colleagues, managers, leaders, professors, teachers, family members, friends, relatives, coaches and other contacts.  We enter into these mentor relationships as well as maintain them in formal and informal ways.  At certain points of our life cycles and career stages, the relationships can be stronger than other times taking into account our work/life integration challenges/issues as well as our changing needs.  The key is to be diligent in establishing and nurturing long lasting relationships with all of the mentors in our lifetime.  Be pro-active and strategic by identifying mentors that cross all of the different paths of your career and enhance your ability to develop and grow both personally and professionally.

Step 3 - Create a strategy that offers your value-add and keeps mentors engaged

Identify your personal brand and articulate it effectively.  Prior to entering into any mentor relationship, do your homework.  Prepare yourself for the difficult questions a mentor will ask you and be ready for the challenge.  Enter into the relationship confident and empowered.  Know yourself - your strengths, weaknesses, skills, competencies and interests.  Understand your values and priorities.  Assess your short term and long term goals for your career and life.  Invest in your education and continued advancement.  Be active in professional associations and involved in your community.  Take on leadership roles that nourish and feed your passion(s)! 

Step 4 - Stay true to your vision and your goals

Keep a formal plan that you update and visit regularly.  You can not stay true to yourself if you do not keep yourself accountable.  The mentee is the driver for any mentor relationship - it is important to be mindful of this and be diligent with your initiatives.  Have a vision that spans over ten years at a minimum and revisit your goals on a regular basis.  Make changes and adjustments as necessary.  Our life stages and career phases lead us down many new paths and directions.  Keep an open mind to new possibilities while staying focused on your track. 

Step 5 - Communicate, Communicate, Communicate!

Keep the channels of communication open throughout the entire mentor relationship and beyond.  Let your mentor know of your progress - your struggles, lessons learned, and successes.  Be sure to give your mentor feedback on a regular basis by sharing the ways they are positively impacting you.  Show your gratitude and appreciation.  Offer direct and honest feedback.  Be an active listener - reflect on the feedback you receive and incorporate it into your strategies.  Keep an open mind and be flexible to new opportunities and possibilities.  Accept constructive criticism and offer concerns.  Don't be afraid to show vulnerability and take some risks.  Open and honest communications will set the foundation for building a trusting relationship and rapport for both mentor and mentee.  Most importantly, keep a sense of humor and positive attitude!  As Ben Franklin said, "Life is ten percent what you make it and ninety percent how you take it."

Mentors are an essential ingredient for career success!  Be sure to include this important and valuable resource in your career planning and development strategies. 

This article was published in the October 2009 issue of Boston Women's Business Journal.