Is finding the perfect mentor like finding a needle in haystack? It doesn’t have to be. Seeking out the right mentoring match may seem like a daunting task at first, but with a little time investment and self-reflection, the process can yield multiple options. Mentors are plentiful. They come in all shapes and sizes. Thinking through what you want to get out of a partnership before you begin your search usually results in the most rewarding and productive match.
So, what type of mentor are you looking for?
Technical mentors — People you turn to for professional advice. These mentors generally have a strong reputation for technical excellence. Consider — do you want to connect with a subject-matter expert? Or maybe you are looking for broad-based experience across a variety of skills and competencies.
Relationship mentors— People you can turn to and learn how to develop strategic relationships and partnerships. Relationship mentors also provide a safe environment for you to learn how to deal with difficult people, manage conflict, influence others. Selecting a mentor with whom you can have authentic, honest conversations requires a certain level of chemistry and trust.
Navigational mentors — People who can help you understand how to navigate the unwritten rules, corporate culture, and can help you strategize next steps for success within the organization. This mentor can decode the unspoken organizational culture — an agency Sherpa, if you will!
It is important to remember that although you might originally have one type of partner in mind (for example, someone like you) being open to new perspectives often yields a perfect and powerful match.
A recent study provided by The Training Connection, Inc. discovered that it is actually the differences that make the best matches:
Below are some additional thoughts to keep in mind when beginning
your search:
Be proactive. Mentorees need to be proactive not just in
their mentoring search, but in the partnership as well. In formal mentoring programs, the programs do
not fail, the partnerships do. This occurs when parties are not committed up-front
to the process, or clear with their partner if something has changed and they
need to end the partnership.
Look for
someone outside of your chain of command. It goes without saying that your boss should always be your informal
mentor, however in a formal mentoring partnership, the best matches are outside
one’s chain of command. Mentorees are
more likely to open up and feel comfortable confiding in someone who does not
have input to their performance reviews. Mentorees need someone who can create a safe space to bounce ideas off
of and a mentor who is outside of their immediate day to day work environment
can provide that.
Thoughtfully
commit to the mentoring partnership. The most
successful mentoring matches are ones in which both the mentoree and mentor are
given a voice in the partnership - meaning the match is not forced and both are
willing to give their full attention to the partnership. Be sure to thoroughly research the mentors
background and availability. Don’t be
discouraged if a mentor says they are unavailable. When requesting a mentor let them know you
have others in mind if they are unavailable, this will allow a mentor the option
to say no if they do not have time to dedicate to the partnership.
You may find
it helpful later on to see if they are available as a situational mentor to
enhance a formal partnership. A situational mentor is the right help at the
right time and is usually available to help solve a quick problem, uncover a
hidden talent or learn a new skill or behavior. They can be the perfect enhancement to a formal mentoring partnership.
As I mentioned earlier, finding a mentor doesn’t have to be like
searching for a needle in a haystack - you simply need to do the homework. Carefully thinking through what it is you are looking
for in your mentor is sure to result in a fruitful partnership for both you and
the mentor.
As you begin your search for your mentor it would be good to ask yourself or discuss with someone close to you the following questions:
About the Author
Jennifer
Sellers is the President of The Training Connection, Inc. and has two decades of mentoring and
business development experience. She is responsible for tailoring the
mentoring design, process and system for each customer’s specific needs. Jennifer has been instrumental in the
development of "The Mentoring Connection," an innovative web-based
mentoring system. She has facilitated
the matching process for thousands of mentoring partnerships over her 20 year
career in federal, private and non-profit organizations. As a Certified
Professional Behavioral Analyst (CPBA), Jennifer carefully examines how behavior
impacts the success of formal and informal mentoring matches.
