¿Cómo puede seleccionar al mejor mentor o entrenador de arquitectura de soluciones?

In my experience I found it happens more other way around, a less experienced solution engineer would propose a straightforward solution contained to a limited number of domains, and then architecture would not accept it, even if alternative inevitably makes the project more expensive or not feasible altogether. Key differentiator is the amount of tech debt: effort that is not aligned with the direction of the overall enterprise strategy. Even if alternatives are cheaper overall, total cost will need to include rebuild of strategic option still, and cost to remediate the alternative. But, defining what exactly is debt and quantifying it is a science in itself. Key takeaway here: ensure the strategy is clear and everyone is aware of it.

I would be looking for a mentor or a coach who has good experience working in various different technologies and have provided solutions for clients across multiple domains. The person should be more approachable and be ready to share the knowledge he has gained over the period and be open for conversations. I would like my mentor to explain things to the detail so that even a fresher who has no knowledge in that area of work can take away something from that discussion even if not everything

In my view, No architecture design is perfect , however best solution architecture is defined as the one which has been identified with issues and Risks with a tactical solution and a strategic solution in place , Given the digitization dynamics design architecture should be scalable to adapt new technology integrations. We should select Mentor who can demonstrate such attitude and be open to any kind of design changes that meet the customer requirements.

That was my very early days in solution architecture. Developed a very robust solution for a client requirement, with all the best technologies and features. My mentor rejected it and asked me to cut down the features and total solution cost. Made me develop core solution plus value added services/features. I challenged my mentor. On a sheet of paper my mentor explained the total revenue of the client in an year. Deduced likely IT budget and the range client would be looking for this solution. Though my solution was very robust, it was way beyond client budget. Solution Architecture Mentor/coach shall help make the solution fit to client needs. Oversized solutions are not useful and clients bleed with it.

Thing is that knowledgeable persons are not always the best (or honest) communicators. Someone that is genuinely interested in moving you forward is really hard to find. Most of the time this could be a manager or a senior person...

In my decade long experience of being a architect , my best mentors has been my qualified colleagues in the company or other renowned peers from the industry. While one can get mentorship lessons from seminars, trainings classes on SABSA TOGAF and so on, they lack the dept of practical experience. An architect is only good , if they can address real life problems and challenges and provide much richer solutions and designs and day to day brainstorming exercises with qualified peers just give that.

In my experience, it helps to research the problem domain and connect with the technical leaders who have achieved in the domain you're trying to become. The easiest thing is to reach out to the leaders/architects within your organization. You need to be careful if you want to connect outside your organization as you don't want to provide any specifics about your architectural problem. Keep it generic and provide a common example. Once you gain the information, you need to assess how relevant from the solution perspective something like - does it meet your specific requirements: time, scale, technology etc. Also, how supportive your mentor is: do you enjoy the conversation, are you able to follow up, etc.

I see the value in attending workshops, webinars, and conferences. Seeing the best in the field in action is a great way to set goals and build lasting relationships.

A lot of those ideas are good. To find a coach, networking at events, like meetups, can be effective. Cold calling someone so to speak, is not as effective.

There are many online platforms and communities that offer accessible and often cost-effective ways to connect with experienced mentors. Leveraging your network can be an invaluable resource in finding a mentor. Don't hesitate to reach out and ask for recommendations or referrals. Another way is attending events, workshops, webinars, or conferences related to various professional paths is another fantastic avenue for mentorship. These gatherings are often populated by seasoned professionals, speakers, and experts. There are numerous online forums and communities, that have professionals who offer opportunities for mentorship. Depending on your location, there may be local meetups, or user groups focused on related technologies.

Focus on a mentor or mentors who are not only experts in the technical and functional domain you aspire but also who are enthusiastic and respectful teachers with great stakeholder management skills. Mentors who has already created successful value in your peers life can be a strong candidate to be looked at as a mentor.

While there is no lack of experts or mentors, not everyone will be suitable for you. Great mentor-mentee relationships are those where both parties benefit from the conversations. So you assess what you are bringing to the table in terms of your sheer curiosity, challenges and energy. You would need to assess if the mentors you have identified match your style, personality, have relevant experience in the area you want to grow, have references and are willing to engage. This calibration or alignment is very important for the success of your endeavour, as time is the currency in modern world. But if you discover if the approach is not aligned you could always engage with them to see if you would like to continue or find another.

As an architect, one of my main challenges during my journey was finding the right balance between technical feasibility and alignment with business goals. It is essential to ensure that the proposed solutions meet technical specifications and align with the organization's strategic objectives and budget constraints. I also needed help managing complexity while maintaining clarity in design and documentation in many projects. Staying up-to-date with new technologies, frameworks, and best practices due to the rapid pace of technological advancements helped me to provide new ideas and innovations for our clients. Another critical point for solution architecture is understanding what matters most to customers is crucial to growth and success.

Good options listed - learn about mentors credentials, experience - write to them about your goals, and why you think a particular action (exp, solution, talk, etc.) is inspired to write this letter. - Talk to understand the compatibility of you

Indeed, assessment is very important. Questions should be asked, irrespective of seniority, age, experience. Because that question which you have in mind can help you understand the design. Taking feedback is also an essential part for the growth.

While Solution architects' mindset is always to create an ideal world design meeting all requirements of the project or solution, but while choosing the best fit mentor one needs to be practical . When I started my journey , a decade back, I picked up mentors with whom I could interact frequently and are champions in their domain. Also mentors who could constructively challenge my thinking and let me do theirs ,which results in mental and profesionsal growth for both

Bit like dating, not every one will be perfect. When you find the right mentor, you will know, it will click and you will leave the session energised and with little bit more clarity. Instincts/intuition matter, but always give it sufficient time to brew. Learning architecture by example is one of the best ways to hone the craft, so engaging with multiple people is absolutely fine. You need to remember, people could be busy, so being flexible and adjusting to their schedule will always help!

When choosing a mentor or coach, consider practical factors like cost, time commitment, location, session frequency, duration, and format. Reflect on your preferences and prioritize what matters most to you. Trust your instincts; a personal connection often signals a successful partnership. Don't hesitate to experiment with different options to refine your understanding of your needs. Keep your goals in focus, ensuring your choice aligns with your professional aspirations. Seek feedback from potential mentors, coaches, and experienced peers to make better career development. Lastly, don't be afraid to assess your own progress to explore alternative options.

Time is the currency of modern world. A good mutually rewarding relationship with any one, and more so with someone you are looking up as mentor, will need investment in quality time. Often they will open perspectives for you which you had rejected before. Acceptance and openness goes a long way in learning this way!

Trust & Respect are essential elements to established by both mentors and mentees to create a fruitful symbiotic relationship. Trust can be gained by rightfully crediting the help in public forums for content co-created, Genuine concern or interest in helping one another and so on. Respect has to be earned and given by both mentors and mentees.

These items are good overall. One help thing to remember is establishing trust is an important part to building relationships.

Establishing a productive mentor or coach relationship depends on clear communication and mutual respect. Setting achievable goals, applying feedback, and acknowledging contributions form the foundation for a successful mentorship or coaching journey.

Can't agree more. A human touch and understanding of personal career goals and objectives are key to build lasting relationship between the mentors and mentees. I like to emphasize that the feedback loop is as critical and do not hesitate to suggest an differences in idea, which is why mentorship is an open exchanges and respectful relationship. Yes, don't forget to show appreciation to the mentor.

This is important; make sure you can establish and measure your progress. You should be able to see incremental progress on the dimension. If you had found a good mentor, you would have a lifetime of learning on the dimension as I have for a few.

Reviewing and revising your mentoring or coaching relationship(s) often is very important. You may find that you outgrow one another or competing time demands may not allow the relationship to be effective as you originally structured it. Open communication is key - say what is working, what is not working, and what is not working as well as you'd like for it to, and curiously engage with each other and with others to see what could be possible. Whether the relationships be long-term or short-term, great value can be derived through open, honest, thoughtful interaction, planning and collaboration.

From what I’ve learned, it’s crucial to choose a mentor or coach who is well-informed about the current trends and progressions in solution architecture. They ought to have a dedication to their own ongoing education.

From experience I believe the best solution architect mentor or coach for you will depend on individual needs, goals, and preferences. I took the the time to research and interview potential mentors/coaches to find the right fit for me when I started.

In my experience social media platforms like Linkdin is the best way to find right mentor for you. Since all you need to do is do good search talk to multiple people understand their profiles and finally select which find can fit for both of you.

Be brave. If you are serious about being mentored, ask yourself this: can I take the feedback, ANY feedback, and then evaluate whether I think it's: - Valid - Healthy - Actionable - In my best interest For this you need to have both a level of vulnerability but also it is critical to select a mentor you can trust will not use the relationship to manipulate. Don't be starstruck by your mentor, be grateful for their time, open to their candid feedback, and still wise enough to monitor the relationship you've entered into so it remains a healthy one.

In my view, selecting a solution architecture mentor or coach, focus on critical factors such as their relevant experience, qualifications, communication skills, availability, compatibility, and structured approach to mentorship. They have to clearly explain complex concepts, have the time and commitment to mentor effectively, and offer a well-structured learning plan tailored the needs. Setting clear expectations, having a feedback mechanism in place, and evaluating progress regularly are key to a successful mentorship.