Finding the right mentor can be a game changer for your career and personal growth Mentors provide invaluable guidance, support, and insights based on their own experiences But securing a fruitful mentoring relationship requires strategy and effort.
Follow this comprehensive guide to learn proven tips for getting a mentor:
Why You Need a Mentor
Before diving into mentorship, reflect on how it can benefit you:
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Career advancement – Mentors share advice to help you climb the career ladder faster through promotions, transitioning roles, building skills, etc. Their influence and connections can also open doors.
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Leadership development – A mentor’s coaching will fast-track your ability to lead teams, projects, and organizations confidently.
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Navigating challenges – Tap your mentor’s wisdom to overcome hurdles like shifting industries, recovering from setbacks, or improving work relationships.
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Work/life balance – Mentors provide perspective on achieving greater fulfillment and success in all areas of life
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Broadened worldview – Exposure to how mentors think about problems, people, progress, and purpose can expand your horizons.
Whether starting out or mid-career, we all need mentors to unlock our potential. Defining your goals will help match you to ideal candidates.
Where to Look for Mentors
Cast a wide net across these sources to find promising mentor prospects:
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Within your company – Managers, senior leaders, and accomplished peers make natural mentors. The shared context is a built-in bond.
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Industry events and groups – Conferences, seminars, associations, etc. enable networking with experienced professionals in your field.
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Alumni and academic networks – Fellow alumni, favorite professors, and university career centers are eager to advise students and graduates.
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Social media – LinkedIn, Twitter, and other platforms grant access to engage experts worldwide.
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Volunteering – Giving back shoulder-to-shoulder creates opportunities to develop organic bonds.
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Well-known figures – Don’t fear reaching out cold to authors, speakers, founders, etc. who impress you.
Scan high and low across industries and geographies. An unexpected mentor connection can be the most influential.
How to Tactfully Reach Out to a Potential Mentor
Once you’ve identified promising candidates, reach out to respectfully explore a mentoring dynamic.
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Introduce yourself briefly including your industry role and why you admire them. Be gracious and avoid desperate-sounding asks.
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Offer to send your resume/bio so they can better understand your background and goals.
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Suggest an initial 20-30 minute introductory phone call at their convenience simply to determine if you’re a potential fit.
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Emphasize you know their time is limited and you greatly appreciate any insight they can offer.
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Include contact details and ask how they prefer to coordinate next steps. Then patiently await response.
A thoughtful, polite ask demonstrates your genuine interest in learning from their experiences. Follow up once if needed, but avoid pestering busy leaders.
Ideal First Meeting Agenda
Once a mentor agrees to an initial meeting, thoughtfully maximize the opportunity:
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Thank them sincerely for their time and explain why you hope to learn from them specifically. Flattery must be genuine.
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Provide brief career history and background helpful for context.
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Share your short and long-term career goals and current challenges needing guidance.
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Invite their input on skills to build and steps to progress towards aspirations.
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Discuss preferred mentoring format and prospective meeting frequency that suits you both.
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Suggest an agenda for future meetings based on their advice and your goals.
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Offer to provide helpful resources, connections, or assistance to express your commitment.
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Schedule the next discussion before parting.
This structured approach demonstrates your focus, maturity, and preparation for a mentee role.
Cultivating an Effective Mentorship
Once launched, nurture the mentoring relationship with consistent care and communication.
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Arrive prepared to each meeting with topics and questions instead of winging it.
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Follow through diligently on advice, connections, and homework provided. Give regular progress updates.
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Apply their counsel to grow skills and demonstrate you value their wisdom through action.
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Reciprocate by offering helpful information and contacts when possible, not just taking.
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Occasionally meet over coffee or meals to build rapport beyond pure business.
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Convey deep appreciation for their time and sincerely celebrate wins.
Regular meetings and follow up will help embed the mentorship into your professional rhythm. Consistent engagement breeds fruitful outcomes.
Adding More Mentors Over Time
While one impactful mentor is ideal at first, it’s wise to gradually add more:
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When transitioning careers, a new mentor in your desired field can advise on necessary steps. Don’t abruptly dump your original mentor.
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Supplement your primary career mentor with a life mentor focused on overall well-being and purpose.
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Seek mentors who address your blindspots like technology skills, public speaking, or leadership growth areas.
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Diversity of gender, culture, age, and other factors contributes perspective.
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Fellow mentees can become informal peer mentors on your shared journey.
Cultivate a mentoring mosaic encompassing both depth and breadth of guidance. Each contributes unique value.
Key Takeaways
- Identify goals and focus areas so you can target ideal candidates
- Look broadly within and beyond your immediate network
- Introduce yourself with care then suggest a short first meeting
- Structure your first meeting wisely by sharing context, goals, and proposed path forward
- Invest consistently in the relationship through preparation, engagement, and applying advice
- Expand your mentoring circle over time to encompass diversity and breadth of counsel
The mentor difference is real. With some initiative and intention, you can secure mentors eager to propel your purpose and progression. Be selective in who you choose, then stay committed to actively learning from their life lessons. Ultimately, aim to pay it forward by mentoring others. Your wisdom is sure to grow.
Making the Ask to a potential mentor
Have an elevator pitch ready. Be clear about your goals and why you think this person is the right mentor for you. Be upfront about the time commitment — what youre willing to put into the relationship and what you expect from them. If youre clear about what you need from the start, communication will flow smoothly. You can even practice this elevator pitch to other people before asking the possible mentor.
Make sure its the right fit before asking. You can feel this out by having informal meetings where you discuss your goals and trajectory, before asking them to be your mentor.
Mention what you like about the persons work, especially if youve never met. Say your boss introduced you to a possible mentor and neither of you knows the other. Do your research about the possible mentors work. Then open with what you like about their work. That will show that you have a thoughtful approach.
If its a cold email, its OK to start with the informational interview ask. But again, be specific about what you like about the persons work and why you want to meet. Why is talking to you worth their time? If youve never met before, consider starting with a phone call and work with the persons schedule. Keep in mind that informational interview requests are common. The way you stand out, as we mentioned before, is by showing you did the research about their career and by being specific and honest about what youre asking of them.
Before COVID-19, asking for mentorship was best in person. Video is just fine now. When you feel someone is the right fit, do your best to make the ask with more than just a phone call or email. It shows that you will be open to feedback in the long term.
Here are some things to mention:
- Tell them specifically what youve gotten out of past conversations with them. (This might be from that first informal meeting.)
- Be clear about how often you want to meet for and how long, and make sure it works for them. (You can reassess this later in the relationship.)
- Mention youll put together agendas that align with the goals discussed above prior to each meeting.
- Finally, make sure they are considering this mentorship as an option and not an obligation. Were all busy, and you should approach the ask fully aware they might say no. And thats OK! If they do say no, mention you admire their path and thank them for considering. That leaves the door open for a future relationship.
Finding the Right Mentor
Know your goals (both short and long-term). What do you want to accomplish professionally in the next three months? Can you do it in your current role or will it require you to switch jobs? The more specific you are with your goals, the easier it will be to find the right mentor. One strategy to create effective, easily-achievable goals is to work “SMART,” meaning your goals are specific, measurable, achievable, relevant, and time-bound. (Heres a tipsheet all about crafting your own SMART goals.) Envisioning your dreams this way allows you to break down lofty ideas into individual goals that are easier to accomplish through short-term steps.
Ask yourself who you look up to. Whose job would you like to have in the next five, 10 or 15 years? Is this person inside or outside your workplace? Who is your immediate role model where you work? Keep a running list of the jobs and people you are visualizing. Consider an identity-based mentor in your organization, especially if you need to talk about issues youre facing as an underrepresented person in your professional surroundings.
Do the research. You may or may not be able to ask one of those people to be your mentor, but what are the stepping stones to get to someone in a similar position? Take notes on the path that person took to get to where they are today.
Be cognizant of your existing network. The more aware someone already is of your work and abilities, the more effective they will be at mentoring you. Think about whether someone is already informally mentoring you — can you ask them to help you? If someone isnt aware of your work or youve never talked to them, look for a connection. Make sure the person you are thinking about also has the expertise youre looking for. (Well talk more about this in the next section.)
Recognize the difference between a mentor and a sponsor. For example, mentors give advice on but cant give you a new job, raise, or promotion. In contrast, sponsors can do that for you. They can be a boss, recruiter, or even employer in a new industry. Dont expect mentors to be sponsors, but they can put you in touch with sponsors. Mentors can also be in your life for the long run, while sponsors are often more short-term.
How to Get a Mentor
What is holistic mentoring?
Our vision is that: Through holistic mentoring every young adult is empowered to be principled, responsible, critical thinkers who affect positive change in their community. GEM differs from other type of service providers that offer mentoring services through our unique approach of mirroring the youth we serve.
How do I find a mentor or mentee?
Find a mentor or mentee, 100% free. Ready? Mentspot is a platform where mentors and mentees can find each other and connect. To get somewhere in life, business, study, relationships or anything else, it’s important to get guidance from a mentor. But finding the right mentor is difficult.
What makes an effective mentoring experience?
An effective mentoring experience requires time, effort and commitment from both the Mentee and the Mentor. Although mentoring can be a valuable part of one’s development, there may be other activities that are more practical or appropriate for you.
