Recently, I helped a corporate client kick off a new Mentoring program that was established for high-level, high performing women. It was exciting to see a company committed to increasing the number of women in their upper ranks, which was one of their primary reasons for implementing this program. It was impressive to see the C.E.O., a man, speak to these women about how much he values them and share his own experiences as a mentor. And, it was really inspiring to see how these women embraced this program and started to connect and support each other within an hour of meeting one another.
Mentoring programs have become very popular within the corporate arena. Companies are realizing that sending people to classrooms isn't always the best way to develop them. Successful business leaders frequently site a mentor as one of the keys to their own effectiveness.
In a study conducted by Avon Products, Inc. (The Avon Mentoring Matters Survey ), statistics demonstrate that mentoring makes a significant difference in career success of women. 68% of women, ages 18 - 29 have had mentors and the survey indicates that mentorship of women is on the rise. Among women owning small businesses and who have had mentors, an overwhelming 94% say that the experience was "Crucial/Very Helpful" to their success. Women in the corporate world also benefit greatly from mentoring.
So, what exactly is mentoring? Of course, different organizations and individuals have different spins on what a mentor actually should be and do. Traditionally, a mentor was a senior manager who took someone junior under his wing and showed him the ropes. And, yes, traditionally, mentors were men. A mentor would give advice about the mentee's career, introduce the mentee to key players, create opportunities to increase the mentee's visibility, and so on.
These days, you can find a broader interpretation and usage of mentoring, and perhaps a more practical approach as well. Business people now recognize that there are many different people out there who can mentor them, for short periods of time, during a specific time frame or need.
For instance, I know a young woman who has three different mentors who she views as helpful for different areas of her business life. She turns to one for corporate and political advice (Is this a good career move? How should I proceed with this internal problem?); a second mentor for tactical guidance (How do I explain this technical issue to my client? Is there a better way to write this proposal?); and a third mentor for work/life balance issues (Am I taking on too much? Are there ways to be successful without working 80 hours a week?) Each of these mentors comes into play for this individual, as she needs them.
The advantage of viewing mentors as short-term coaches is that it takes a lot of pressure off of finding the perfect mentor. I recognize now that I look back at my early years in business, that I limited myself in finding mentors, because I was looking for the perfect, all-in-one mentor. My expectations were probably not realistic. If I sought out short-term mentors, I would have found many along the way who could have guided me very effectively. And, maybe, one of those short-term mentors would have evolved into the long-term guru I was seeking. At the very least, I could have received some valuable lessons and insights along the way.
So, how do you find a mentor and get the relationship going? Here are a few suggestions.
- Think about your goals and what you're trying to accomplish. Where could you use advice or guidance? Are you considering starting your own business someday? Are you navigating your way through a corporate maze of opportunities? Or, perhaps, you're trying to find a way to sort out your priorities and slow down your career? Look for a mentor who's been there and proven herself. This person is likely to understand the struggles you may face, as well as the potential victories.
- Look for someone that you know or have worked with. Past bosses or project managers are people that can easily lead to mentors, because you've established a relationship with them already. If you don't have someone that you already know, look for ways to get to know potential mentors. Join a business association or volunteer organization where you will work side-by-side with other professionals.
- Once you find a mentor, keep in mind that it's your job to keep the relationship going. Look for ways to contribute by getting to know your mentor's challenges and issues as well. Perhaps, you can give her some insight to a business problem. I've seen many mentoring relationships where the mentor claimed to get as much from the partnership as the mentee. And, you need to initiate the meetings and conversations. Don't expect your mentor to keep after you to meet; she's not your fairy godmother!
- Be sure your expectations are in check. Don't expect one mentor to provide you everything or, for that matter, to always have the perfect insight or suggestion. The mentor is just a person, a person who's had more experience than you. It doesn't mean that you will choose to follow the same path or advice.
If you would like to develop into something more than you already are, mentors can help you do that. If you can find more than one, from different walks of life (and gender), that's all the better!
Thoughts? Reactions? Email Christa at christasorenson@attbi.com. http://www.worldwit.org/
Christa Sorenson, President of Sorenson Consulting, works with high tech, fast companies to increase their productivity through strategic H.R. practices, such as leadership development, team building, values and culture work, etc. She is an active member of ChicWIT.
