Contrary to popular belief, mentoring programs are not solely for the young and new in their careers. Even more seasoned professionals find benefit by addressing issues related to personal development, business development, and life/work balance. Mentoring conversations are less about learning the ropes, and more about thinking strategically about goals.
Before you start your search for a mentor, decide what it is you would most want to accomplish through the process. It will help you make the best decision.
Where do you find good mentors? Here are a few places to look:
- Inside your firm. Fortunately, more organisations are identifying ways to help employees create and develop mutually rewarding mentoring relationships. Some offer formal mentoring programmes. Formal mentoring programmes should not be a simple matching game. While it might seem logical to pair a more experienced professional with an individual newer in his career, other issues should be considered first:
- The needs and goals of individuals.
- An individual’s commitment level to personal growth.
- The potential mentor’s commitment level to the process.
- The organisation’s top priorities.
- Outside your firm. There are some mentor programmes that exist apart from the organisation. They attract individuals from a variety of organisations. Participants in these programmes are assigned a mentor from outside the organisation. These programmes help you foster relations beyond your own internal network and across industries.
Not everyone should be in a mentoring programme. These programmes work best for those who are self-motivated and open to change. Mentoring programmes can be structured a variety of ways. Some include peer coaching or group coaching. Ideally a mentoring programme should be integrated with the strategic objectives of the firm. Determine the specific desired outcomes of the programme and measures of success.
You may also consider working with an external coach. An external coach provides a personalised approach to help you achieve specific goals. Explore the possibility of your organisation sponsoring a coaching engagement; otherwise, consider the process an investment in your own development.
Whether you’re working with a coach or a mentor, here are some tips on how to make the process most successful.
- Determine the outcomes both of you want to achieve first. For example, some may want to learn or hone a skill like presenting or strategic planning. Some may want to gain more knowledge about a particular career path. Some may want support dealing with a particular challenge or opportunity.
- Establish best ways to communicate. Will you meet in person, by phone or both? How frequently will you meet? Meetings need not be time consuming when you’re highly focused.
- Set a goal. Set a specific concrete goal to accomplish during a given time frame. Make sure it’s not too general such as, “I want to be a better leader.” Instead it might be something like, “I want to meet with each person in the practice group within 30 days to get feedback.” Initiate a particular meeting or project that helps you exercise the specific skill you want to develop. Being goal focused helps establish greater accountability for results.
- Debrief. Establish checkpoints along the way to assess how things are going for both of you. Determine what would make the relationship or process even better.
While mentoring relationships can be interesting and enjoyable, they should also be productive. These relationships should provide opportunities for both learning and action. The best relationships have the potential to create value for the employee, the mentor and the firm as a whole.
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