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Tag Archives: benefits of mentoring

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Striking out fresh in any career comes with its own set of challenges. If you’re lucky, you’ll enter into your industry with a few contacts and entry level skills before having to navigate where to look for employment and how to distinguish yourself from a large pool of talent. While this generation of young people are capable workers in their own right, young professionals don’t have the benefit of having experienced an industry for a decade or two like their superiors. Mentoring others provides a unique opportunity to fill in the gaps for these workers and offers many rewarding benefits:  

1 . Better Outcomes and Relationships

Mentoring, like tutoring, is an interpersonal skill. When people feel their voice is heard and being encouraged to grow, they are much more likely to remain engaged with their work and voice concerns more confidently. Any time you can foster better feedback from your team, the stronger the team becomes.

2. Reputation

Building a reputation as a mentor in your industry can become a distinguishing part of your career. Often, companies seek to draw upper-talent from pools of candidates that are known in professional circles to be helpful leaders and actively collaborative. Mentoring your employees demonstrates both of these skills easily and clearly, particularly for mentors who’ve done so throughout their career. As the adage goes: “You get back what you put in.”

3. Professional Development

Just because someone can benefit from the guidance of a mentor doesn’t mean they’re without skills to bring to the table. New workers, especially young people, often come with the proficiencies or strategies needed to approach new technology or use new software. You can take advantage of the personal relationship you strike with your mentee to have them teach you how to effectively use these tools. You both walk away more competent.

4. Networking

Life is long and careers often take unexpected twists and turns. The analyst that started at your company five years ago may quickly rise in the ranks of the industry to a sector you’re interested in doing business with or simply learning more about. The more people you can foster a mentoring relationship with, the wider you cast your net across the next generation of leaders. These relationships may end up among the most important in your working life.

5. Personal Fulfillment

Any teacher can attest to this last benefit. Mentoring is an opportunity to open yourself to others whose perspective may be entirely different from your own. Learning from one another about subjects that extend beyond the scope of your job will enrich you personally and professionally.

Mentoring others is essential to bridging the gap between generations of workers. Stepping up to help guide colleagues through this process will not only reward your mentee and yourself, but your industry as a whole. So take a leap and share what you know!

MARGARET SMITH IS A CAREER COACH, AUTHOR, INSIGHTS® DISCOVERY (AND DEEPER DISCOVERY) LICENSED PRACTITIONER, AND FOUNDER OF UXL. SHE HOSTS WORKSHOPS FOR PEOPLE WHO NEED CAREER OR PERSONAL GUIDANCE. 
NOW LIVE: CHECK OUT MARGARET’S NEW ONLINE LEADERSHIP COURSE.

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working with a mentor

With any job, we all rely on guidance from our supervisors and peers to learn the ropes and develop new strategies for accomplishing tasks. These people serve as coaches and mentors, and can be a principle reason for creative and professional success.

A mentor’s experience is a resource as valuable as any skill in your personal toolbox, but finding the right person for the role can be challenging in a new environment. As you begin your search, you may find a few of these strategies useful:

1. Identify your process and values

As we grow, we try out and exchange work habits and strategies to make ourselves more effective. Finding a mentor who speaks to you starts with understanding yourself and how you work. What are the values that drive you? How do they translate to the type of work you do and which projects or responsibilities you’d like to take on?  What are the pain points and blind spots of your working style that others may need to accommodate for or address? These questions are important to ask and reflect upon when seeking a mentor. Knowing their answers to some degree will help when approaching others for help.

2. Look across disciplines

Everybody brings a unique mix of experience and ability to the table in an organization. A person’s job description doesn’t always tell you everything about the perspective they bring or their ability to teach. If you are worried or intimidated by reaching out to folks in your own department, making connections outside your usual circle and observing how people attack problems may shed a learning light you never considered before.

3. Establish rapport

Mentors are not always our closest friends, but a good mentor will be someone who respects your goals and spends time to observe and understand your learning process. Get to know folks who’ve joined the team before you and communicate your respect for their role and the work they’ve done. If you’re not familiar with these details, friendly chats over lunch or a drink can provide a way to accrue insight casually and over an extended period of time.

4. Develop yourself and network

Professional associations often offer conferences and seminars to learn the ropes of new skills or discuss innovation within a given industry. If you feel like your office lacks the means to provide the guidance you seek, attend trainings and make connections – either with fellow learners or the speakers. Handing out business cards and picking someone’s brain for 15 minutes may be all it takes to find a new teacher.

Finding a mentor isn’t always easy, but the returns for your efforts can be transformative. Keep an open mind, and be honest with yourself if you aren’t getting what you need on the first attempt. If you keep at it, often the right guidance is never too far away . Stay positive and get cracking.

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The #1 Way to Grow Your Career

There are many ways to grow and flourish within your career. You can take classes or expand your skills through research and application. You can find a mentor and learn from their experiences. You can take on new and diverse projects in order to stretch yourself and your abilities.

But at the heart of it all is one key element: the ability and the willingness to be COACHABLE.

When you’re coachable, you open yourself up to possibilities. You acknowledge that you don’t know everything and are willing to accept feedback and learn. You admit that you are sometimes wrong and look for ways to improve your current way of thinking/doing/behaving.

It isn’t always easy to be coachable. Many of us (especially if we’ve been in the same job for quite a while) tend to believe that our way is the best and leave little room for criticism or critique. It’s time to turn that kind of thinking around.

Start by asking for feedback.

Regularly ask your co-workers and superiors for feedback and then LISTEN to what they have to say. It doesn’t have to be in a formal meeting; it might be as simple as approaching a co-worker and saying, “Hey, Sally. How do you think my presentation went? Would you have changed any of the slides? Or maybe emphasized other material?”

Ask clarifying or follow-up questions if need-be. And remember to keep your defensive side in check! Even if you don’t agree with the feedback, take it gracefully. Say something like, “That’s an interesting take, Sally. I hadn’t seen it from that angle before.”

Keep in mind that not all feedback is quality feedback. Take your time to mull it over or get a second opinion (For more tactics and tricks on how to receive and utilize feedback, please see December’s newsletter).

When you’re coachable, you seek to expand your knowledge. Beyond soliciting feedback, start exploring ways to build or update your skills through webinars, in-person classes, training workshops, or one-on-one meetings with experts in your field. If your workplace is not proactive in seeking those opportunities, you may have to hunt for them on your own. Don’t be afraid to approach your boss and ask if the company could sponsor you (and your co-workers) in a specific learning program. If nothing else, you’ll open up a dialogue about advanced training.

Another way to grow your skills through coaching is to seek a mentor or be a mentor.

If you’re new to a company, new to a certain position, or seeking to advance within the company, a mentor can help you achieve those aims. If your workplace doesn’t have a formal mentoring program, seek a mentor on your own and invite that person to meet with you every now and again. Start small! You might scare people off if they think mentorship is too big of a commitment. Ask if they’ll meet with you for lunch once or twice a month, and go from there.

On the flip side, if you’ve been with your company a while, consider being a mentor. As a mentor, you’ll learn to see the company with new eyes and you may begin to explore the company and your position in ways that you hadn’t previously considered.

You have endless potential! Grow and evolve in your career by being coachable.

 

Seeking further guidance? Please feel free to contact me today.

MARGARET SMITH IS A CAREER COACH, AUTHOR, INSIGHTS®DISCOVERY LICENSED PRACTITIONER, FOUNDER OF UXL, AND CO-FOUNDER OF THE TAG TEAM. SHE HOSTS WORKSHOPS FOR PEOPLE WHO NEED CAREER OR PERSONAL GUIDANCE. YOU CAN VISIT HER WEBSITE AT WWW.YOUEXCELNOW.COM

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