What are the best ways to find a mentor in Training and Development (HR)?

Finding a mentor in Training and Development (HR) can be a rewarding and enriching experience for your career. A mentor can offer you guidance, feedback, support, and insights that can help you grow as a professional and a learner. But how do you find a mentor who is right for you and your goals? Here are some tips to help you in your search.

1 Identify your needs

Before you start looking for a mentor, you need to have a clear idea of what you want to learn, improve, or achieve in Training and Development (HR). What are your strengths and weaknesses? What are your short-term and long-term objectives? What are the skills, knowledge, or competencies that you want to develop or enhance? By identifying your needs, you can narrow down the type of mentor that can best suit you and your aspirations.

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Erika Williams, M.A. I/O, SHRM-CP

CEO and Principal HR/OD Consultant. Optimizing the People, Policies, Processes & Programs for Remote and Hybrid Organizations
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Conducting a thorough needs assessment on what you require is necessary so that you're not wasting your time and energy re-training on something that you already know well. Having a clear understanding of your gaps will help you pinpoint where you need to apply your focus.

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2 Network and research

Once you have defined your needs, you can start networking and researching potential mentors in your field or organization. You can use various channels, such as social media, online forums, professional associations, events, workshops, or courses, to connect with people who have the expertise, experience, or reputation that you admire or respect. You can also ask your colleagues, managers, or peers for recommendations or referrals. As you network and research, you should look for mentors who have similar values, interests, or goals as you, and who are willing and able to dedicate time and energy to mentoring you.

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Karrin Lukacs, PhD, CPTD

I am a big believer in the importance of growing as a professional (no matter what that profession may be).
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I think it can be helpful to leverage what people put in their name in their signature link to identify potential people to network and to research. For example, when I wanted to learn more about earning the CPTD certification, I entered "CPTD" into the search bar of my email and then followed up with each of the results. I did something similar on LinkedIn. All in all, I "cold called" about 10 different people asking for time to chat, and not a single one turned me down. :-)

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3 Reach out and communicate

After you have identified one or more potential mentors, you need to reach out and communicate with them. You can send them a polite and professional email, message, or phone call, introducing yourself and expressing your interest in learning from them. You should explain why you chose them as a potential mentor, what you hope to gain from the mentoring relationship, and what you can offer in return. You should also be respectful of their time and availability, and ask them if they are interested and willing to mentor you.

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4 Establish expectations and goals

If a potential mentor agrees to mentor you, you should establish expectations and goals for the mentoring relationship. You should discuss and agree on the frequency, duration, and mode of communication, the roles and responsibilities of each party, the boundaries and confidentiality of the relationship, and the feedback and evaluation methods. You should also set specific, measurable, achievable, relevant, and time-bound (SMART) goals for your learning and development, and how you will track and measure your progress and outcomes.

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5 Maintain and evaluate the relationship

Once you have started the mentoring relationship, you should maintain and evaluate it regularly. You should communicate with your mentor frequently and consistently, following the agreed schedule and mode. You should also be proactive, curious, and open-minded in your learning, asking questions, seeking feedback, applying advice, and sharing your achievements and challenges. You should also show appreciation, respect, and gratitude to your mentor, and acknowledge their contributions and support. Additionally, you should evaluate the relationship periodically, reviewing your goals, progress, and satisfaction, and addressing any issues or concerns that may arise.

Finding a mentor in Training and Development (HR) can be a valuable and enjoyable journey for your career. By following these tips, you can find a mentor who can help you grow, learn, and succeed in your field.

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6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Clinton Campbell, Ph.D., CFI

State Boards of Physician Examiners, Engineering, Architecture, Surveying, & Geology. Organizational Psychologist | Adjunct MPA Professor | Law Enforcement Sworn | LinkedIn Advisor | Forensic Interviewer | AAME ~ ICMA
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Start by leveraging your existing professional network. Attend industry conferences, workshops, or networking events where you can connect with seasoned professionals in the field. Actively engage in discussions, express your passion for business training, and seek advice from those who have notable experience. Utilize online platforms such as LinkedIn to identify potential mentors and send personalized connection requests, explaining your interest in the field and your desire for guidance. Try to be clear about your goals and what you hope to gain. A successful mentorship is built on mutual respect and a commitment to learning and development.

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What are the best ways to find a mentor in Training and Development (HR)?

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1 Identify your needs

2 Network and research

3 Reach out and communicate

4 Establish expectations and goals

5 Maintain and evaluate the relationship

6 Here’s what else to consider

Training & Development

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What are the best ways to find a mentor in Training and Development (HR)?

1

2

3

4

5

6

1 Identify your needs

2 Network and research

3 Reach out and communicate

4 Establish expectations and goals

5 Maintain and evaluate the relationship

6 Here’s what else to consider

Training & Development

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