The art of passing knowledge and expertise from one person to another through a mentor relationship has been a time-honored tradition. Socrates imparted wisdom to shape Plato’s success, who then assumed the mentor role to guide Aristotle. In a more contemporary mentorship relationship, Oprah Winfrey had this to say of her mentor Maya Angelou “She was there for me always, guiding me through some of the most important years of my life, mentors are important and I don’t think anybody makes it in the world without some form of mentorship.”
Recognizing this great opportunity, corporations have made this a well-established practice. The Association for Talent Development reports that 71% of Fortune 500 companies have formal mentorship programs while many more support informal initiatives.
The benefits to participants and organizations are clear. According to research from mentoring software firm MentorcliQ, 89% of workers participating in a mentoring program said it allowed them to contribute to the success of their company; 94% believed that a mentoring program demonstrates an organization’s commitment to providing career options and opportunities; and 83% admitted that their mentoring experience positively influenced their desire to stay at their organization.
What are the best tips for setting up a successful mentorship?
1. Set Clear Expectations. While you think you have been perfectly matched with just the right mentor, do not assume that you are on the same page. Let your mentor know what you want to get out of the relationship, for example, if you are looking to gain specific knowledge of other parts of the company or how to maintain work-life balance for a high achiever, let them know your distinct goal. Otherwise, your mentor might assume you want to know how to move up the ladder or be a better leader, which could also be the case, but when you offer a specific goal, you can target your efforts for the greatest progress. At the same time, ask your mentor what they want out of the relationship. The best connection is when mentees fully understand their mentor’s vision for success. When alignment occurs at the outset, the transition is much smoother.
2. Establish a Cadence for Communication. Confirm the frequency of scheduled meetings and whether it is ok to call/email in between meetings. Perhaps big issues can be saved for those pre-planned times, but if an emergency should appear, what can you do to devise thoughtful questions to yield yes/no responses to save time? Adapt to your mentor’s style, if they do not check voicemails, do not leave one. Establishing clear ground rules can improve efficiency.
3. Develop an Authentic Relationship and not a Transactional one. Part of building trust is getting to know each other, so make sure to allot some time each meeting for relationship building because it will enable you to serve each other more fully. Simple questions such as - what is your family like, your life outside of work, your hobbies - can create additional entry points for genuine bonding over commonalities and potentially spark different ways to collaborate. Frankly, this way is more fun and should be prioritized.
4. Have a Backup Plan. It is not uncommon to have a conflict or a falling out in the relationship. Maybe you want to shift the focus of the mentorship but your mentor does not. Perhaps, you have taken the initiative to set up the meetings, show up prepared, but your mentor is not responsive or prepared. Maybe there is a personality clash. If these situations arise, it is possible to avoid or repair problems. Have a plan on how you will address issues so spats do not escalate into bigger complications and the relationship can be back on track.
A strong mentorship can be truly a one-of-a-kind life-changing experience because the mentor can help you flourish in your personal and professional life. Likewise, the mentor can learn new insights through the interactions. The organization reaps the benefits as well when they invest in their employee’s growth.
Quote of the day: “One of the greatest values of mentors is the ability to see ahead what others cannot see and to help them navigate a course to their destination.” -John C. Maxwell
Q: What do you seek most from your mentor relationship? Comment and share with us, we would love to hear!
The next blog in this series 2/3 will focus on how to thrive as an excellent mentor
As an Executive & Leadership Coach, I partner with others to support them in their goals, contact me to learn more.
Mentorship makes all the difference