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Lee is an acclaimed communications strategist known for her practical solutions to big problems. She’s the CEO of a thriving agency Double Forte. She’s an author, a speaker, a trainer, and a doer, and she’s here to share what she’s learned the hard way to help reduce the drama in the workplace. She blogs at Rocksarehard.com
Dimensional Research‘s 2012 survey revealed that mentorship was the number one request by Millennials worldwide. More than 80 of the over 100 Millennials I interviewed across the country specified mentorship as critical components for their careers. As Jennifer, 27, said “All of my friends have mentors and we share what our mentors share with us with each other.”
And with the generational gap between Millennials, Gen-Xers and Boomers so prevalent in the workplace, finding a mentor who can help Millennials translate what their older colleagues are saying and NOT saying and maneuver the corporate landscape can be the most significant career move theycan make.
If you’re looking for a mentor (and who shouldn’t be no matter how old you are), these seven steps will help you identify and engage a person who can help make a difference for you.
(And while great mentors are just that, great, please remember that they’re not Yoda, no matter how sage.)
7 Steps to Finding a GREAT Mentor
- Define what you want out of a mentorship. General career advancement advice? Specific knowledge? A sounding board?
- Identify the right person – someone who has experience, position, and respect of others, and who is not so removed from your position that they can’t relate. As Karie Willyard recommends, “Choose someone just barely out of your league.” This person could be in or outside your company. If you can’t find the “right” person among the people you already know, leverage your LinkedIn network to find and get connected to one or several “right” people.
- Approach the person you hope will take you on with a specific request; be prepared to explain why you chose the person, what you hope to get out of a mentorship and what kind of time commitment you are hoping for. Be ready to detail how you will prepare for any meetings and ask for any restrictions or preferences the person may have. If your preferred mentor cannot commit to you, ask for a recommendation of someone they think would be a good fit.
- Respect your mentor’s time. It’s your responsibility to manage the relationship – to set up and confirm meetings; to be prepared; to prepare your mentor in the way they request so they can more easily help you, and to fulfill any agreements you make.
- Be intentional and proactive. This isn’t a lunch to shoot the shit. This is a meeting with a purpose.
- Protect your mentor. Don’t abuse the relationship by freely connecting your friends and network to your mentor.
- Remember your mentor is not your parent.
Now that you’ve got a mentor, remember these five rules of engagement to ensure that your relationship is productive for you and your mentor.
Rules of Engagement
- Mentorship relationships are confidential relationships.
- Be willing to share your experience so your mentor has a full sense of your situation.
- Read what your mentor reads, this will exponentialize your mentorship immeasurably.
- Don’t expect your mentor to do your work for you.
- Thank your mentor every time for their help and time.
A good mentor relationship can dramatically impact your career. It’s work – but worth it. And don’t forget to pay it forward when you have experience to share with your colleagues who ask you for help.
And for a three minute inspiration break:
[This is adapted from Millennials & Management: The Essential Guide to Making it Work at Work, available now for pre-order on Amazon and Barnes & Noble.]
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