Mentoring is successful if you can help your mentee discover answers to her own questions by providing pathways, insights and resources to further knowledge and understanding. Whilst the mentee has come to you for guidance, she is not necessarily looking for you to provide all the answers. Your mentee will grow and benefit more if you show the way but don’t give your solutions to her own questions.
Finding a mentor may not be that difficult, but finding the right one could be. It all starts with understanding the benefits of mentoring, then determining what specifically you need and want from the relationship. Are you looking for better performance out of the team you’re leading? Do you want to learn how to present ideas more persuasively to your boss? Once goals are identified, it’s easier to seek out the appropriate mentor.
Target people who have skills that you think will complement and help you enhance your own. The skills potential mentors possess don’t necessarily have to be directly related to the subject matter of your job. In most mentoring relationships, it is not subject matter and technical expertise with which mentees struggle, It’s the core leadership skills like influencing, working through problems, negotiation and interpersonal skills with which less-experienced professionals most often need help. If you’ve targeted someone you believe would be your ideal mentor but are uncomfortable approaching that person, consider enlisting a trusted co-worker to make the introduction.
Once an introduction is made, it’s important to ensure the relationship is mutually beneficial.
1. Be open. Aim for an easygoing connection and candid conversation.
2. Set goals. Go in with some specific objectives in mind.
3. Take it seriously. It’s not just coffee. Respect your mentor’s time and be thoughtful about the work you’re doing.
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