You’re looking to improve your leadership skills. How can you find a mentor who can help?

There are two aspects to this - 1. Understand what leadership skills you would like to enhance? This clarity emerges from knowing your strengths, areas of development, your aspirations and willingness to work towards them. This also clarifies your expectations from the mentor. 2. Finding a mentor. Zero-in on people you admire as leaders, who can be possible mentors. Get over your fear of rejection and reach out- connections, social media, networking groups etc. Build a rapport, set boundaries and expectations. Ask for help. Stay authentic and follow through if the advice resonates with you. If you do follow, be accountable and share the outcome. A mentor relationship evolves when you review and adjust. This adds value to the mentor as well.

Understanding one’s own needs is important . Analysing strengths and areas to improve upon is one aspect . A good mentor is one who helps identify / see the potential In you .Mentors give direct feedback without much of icing

Enhance leadership skills with these quick steps: Define Needs: Clarify skill goals. Network: Attend events, join groups. Tap Connections: Seek advice from colleagues. Online Platforms: Explore LinkedIn, industry networks. Proactive Approach: Request mentorship, be clear. Commitment: Actively follow advice, seek feedback. Mutual Benefit: Offer value in return. Finding a mentor is proactive; commitment and reciprocity are key.

Before seeking a mentor, define your goals, strengths, and improvement areas. Know what skills you want in a mentor, how you learn best, and your feedback preference. This clarity ensures a fruitful mentorship, guiding you to the right mentor and making the relationship mutually beneficial.

1. Schedule an initial conversation. 2. Clearly describe the guidance you are seeking. 3. Confirm the willingness to do the necessary work and follow through. 4. Acknowledge and respect the individuals time. 5. Note: if you don't hear from them, follow up,but don't hound him or her.

Three recommendations for those looking for a mentor: 1) Don't be afraid to ask busy people for their time. Many senior people LOVE mentoring others, and proactively set aside time for this. And remember, the worst that can happen is they say no! 2) If you've ever 'connected' emotionally with a business contact - whether because of their professional purpose or how they communicate - consider asking them. Some of the best mentor/mentee relationships happen when you're on the same wavelength. 3) Remember that YOU have something to offer mentors too. Many of us like 'reverse' mentoring as much as we do supporting others in their leadership journey. Be sure to tell prospective mentors that you're interested in finding ways to help them too!

In my experience, it’s important to find a mentor who you can say yes to 4 questions: 1. Have they been successful at what I’m trying to do? 2. Can I trust them with the vulnerability that I’ll need to fully engage them? If you can’t be completely open with them, mentorship is better found with someone you can. 3. Do they have the time and desire to invest into me in a long term relationship? 4. Can I provide some sort of value back to this person?

An important step in determining who a mentor should be is to first understand the gaps you are looking to close - maybe you need more information about an industry, or you need to address a skill gap that has been identified as an opportunity, sometimes you simply need a sounding board where you can honest feedback. From there, you can begin to identify the leaders who can best serve your needs as it relates to your goals and outcomes. A good mentor will be honest, they will give you perspectives that you haven't considered previously, but more importantly, they will want to see you succeed. Take an active role in the relationship, own the process and be open to the feedback that you receive.

As the brilliant Ruth Gotian (Chief Learning Officer, Weill Cornell Medicine) would say, the question is not to find a mentor, but to find more! Start with the people you know - personally and professionally - and then look for people you consider role models. Check out "The Financial Times Guide to Mentoring: A complete guide to effective mentoring" by Ruth Gotian.

Finding a mentor isn't necessarily about having a senior person, it's about having someone you can trust to tell you truth, even if that truth is hard to hear. In early 2000 I met an individual who was looking for career guidance. He was frustrated with his processes at the time and was looking for a better, quicker path. After much discussion, we determined that he should stick with the path that he was on. We had many, many fruitful conversations exploring career options and interests from a chance encounter in my office one Saturday. We became friends and remain in contact to this day and have traded the roles of mentor/mentee back and forth as the needs went.

Nothing wrong with using a ‘match maker’ typically a Talent Management professional in your organization, your leader, or someone you share a common connection with the mentor. Guidelines on effective mentor/mentee relations are readily available through your Talent Management folks in your organization as well as online.

🌟The one mistake people make when looking for a mentor is thinking there has to be a formal ask. Remember, mentorship doesn't always require a formal ask; it can develop organically with someone with whom you resonate. So, don't let formalities keep you from exploring potential mentorship opportunities. If the person you admire is destined to be your mentor, the relationship will naturally unfold🌟

Finding the right mentor involves strategically positioning yourself to catch the attention of that ideal leader in your field. A powerful approach is to actively engage with their work. This demonstrates your genuine interest and provides a natural foundation for interaction. Equally important is offering value. Whether it's assisting with their projects, sharing insights, or supporting causes they're passionate about, understand that the principle 'givers get' is crucial. This means contributing without expecting immediate returns, focusing instead on how you can add value to your mentor's work. Such efforts lead to a relationship built on mutual respect and benefit, setting the stage for a deeply impactful mentorship experience.

Mostre interesse genuíno no trabalho do potencial mentor e demonstre como você pode se beneficiar da orientação dele. Respeite o tempo e a disponibilidade do mentor e esteja preparado para não receber uma resposta imediata.

Envie uma mensagem personalizada aos potenciais mentores, explicando por que você os admira e como acredita que sua orientação pode ajudá-lo. Procure criar um relacionamento genuíno e baseado na confiança mútua.

Define success criteria How will you know this mentoring relationship was successful Or what could make it fail Discuss that with your your mentor so you can set realistic goals for the relationahip

Defining the rules of the game is not something that you can do alone. It is a co-creative process. Be clear about how you would like to interact with your mentor, what are your red lines, what support you need, and which support you would like to get. The clearer your expectations are, the better it is. And let yourself be surprised by what your mentor brings to the table.

Be proactive in the relationship, drive the agenda, and work hard between sessions. That way both can see the value and impact of the investment.

Open communication is key. Good to discuss preferred communication methods (email, calls etc.), meeting frequency, and desired feedback style. Together, you need to define SMART goals to ensure everyone is working towards a shared vision of success. Respect for each other's time and boundaries is paramount. You need to be mindful of their availability and ensure clear communication if any issues arise.

Ao iniciar esse relacionamento, é importante concordar sobre a frequência e os métodos de comunicação, como será fornecido o feedback, e quais são as metas e objetivos que serão abordados durante a mentoria. Respeitar o tempo, a privacidade e as preferências um do outro é essencial para manter uma relação saudável e produtiva.

Many forward thinking individuals and organisations are using reverse mentoring to good effect, the more experienced participant learning different things from their less experienced mentor. Mentors can always learn something new, as part of a two-way exchange with their mentee and from the reflection that these conversations provoke. For a mentor/mentee relationship to have greatest benefit, both parties must ask, listen and learn.

Building leadership skills can include practical demonstration and experimentation of new skills. Opportunities may exist in a current role by taking on a stretch assignment. Or you can volunteer in your community by adding value in a new realm of responsibility. While learning new techniques is helpful, adding value to other people is the true mark of improved leadership skills. By serving in new capacities--and learning from values-based leaders or mentors--your skills will be honed more effectively than in just reading a book. Step out and start serving today! As you impact other people, your leadership skills will continue to mature.

It's important to understand our needs. Once we are certain about the areas we need to work on, finding a mentor is the next step that follows. A mentor should be someone who understands your weaknesses and focuses on enhancing your skills. Most of the times we have the skill to overcome our weaknesses but do not have the understanding of how to exhibit and that's where the mentor comes up and takes over.

É essencial reconhecer e valorizar o tempo e os conselhos do mentor, demonstrando apreço e respeito. Além disso, é importante implementar ativamente o feedback recebido e compartilhar o progresso e as conquistas alcançadas como resultado desse feedback. Ao mesmo tempo, o mentor também pode se beneficiar da relação ao receber insights e perspectivas do mentorado, criando assim uma troca mútua de conhecimento e experiência.

Yes to all of this! Many times, the folk who mentor others are looking to "pay it forward" because someone gave them valuable advice, so money is not usually the motivator. Be receptive to the advice given and demonstrate that you not only heard what they said but also followed up. That way, the mentor feels their time and effort were not wasted, and there is a greater chance they will continue advising you.

Mentoring, like leadership itself, is a relationship that is always in flux. A mentoring relationship isn't a process which can be repeated without thinking. It's called a relationship for a reason. It requires active listening, careful consideration and frequent reflection in order to steer and adapt. Most of all, it's about what the mentee most needs and what will bring the most benefit to them and, lest we forget, also to all those they lead and influence.

In my experience, relationships have a natural ebb and flow and mentoring is no different. There is huge value in having a mentor track your career over a period of years, and equally short , specific laser focus can be more suitable too. Having conversations that review how and when value can be created is crucial to keeping the value alive for all parties. Finally , endings are appropriate too and can also generate energy as directions may change - enable them clearly and respectfully rather than just fizzling out !

Seek to gain many perspectives. Everyone will have their opinions and all can potentially be useful to you. You have to take charge of your own puzzle and keep what works for you and move on from what doesn't. Everyone is different. Be open-minded. Just because you don't know something or know it to be true doesn't necessarily mean so. Again, take it all in and trust your gut.

Mentoring ist kein Coaching. Deshalb wird der Mentor/die Mentoring auch immer seine/ihre Sicht auf die Dinge einbringen. Dich auch mal challengen oder dir sagen, dass er/sie etwas weniger gut findet, was du planst. Sei hier also offen und frage dich dann, ob die Mentorin/der Mentor recht haben könnte mir seiner/ihrer Einschätzung.

Isso envolve avaliar regularmente o progresso feito em relação aos objetivos estabelecidos, reconhecendo e celebrando os sucessos alcançados e aprendendo com os desafios enfrentados. Além disso, é importante comunicar qualquer mudança nas metas, necessidades ou expectativas ao mentor e estar aberto ao feedback e sugestões para ajustar o curso, conforme necessário.

3 Practices To Find The Right Mentor 1. Define Career Goals You need to be clear about what you are looking for in the mentor-mentee relationship. The more specific you are with your goals, the easier it will be to find the right mentor. 2. Questions To Identify Potential Mentors * Who do you admire professionally? * Is there someone you know that is doing this type of work? * Do you have connections with any of these individuals? 3. Make the Ask - Experts in their fields usually get excited when other people share that same passion. * Tell them what you respect about their work and career. * Articulate your professional goals and how you feel they can provide guidance. * Suggest an introduction meeting to get to know each other.

If you have experience, make yourself available to be a mentor. And when I say available, really available. You can’t push yourself on people, but be ready for engagement and to give the time back. Be easy to become a mentor.

I will refer to two quotes 1. We are the average of five people we spend time with. 2. If you are the smartest in the room - maybe you are in the wrong room. We can look at the leaders whom we worked with earlier, they are always very helpful and good help whenever we need Look at the resource from your juniors also, they will have a better and out of box perspective, another advantage is we can gain their better understanding in decision making And sometimes discussing with experienced people who are not at all from your industry, they are the ones who will give the best out of box solutions. Maybe your parents 😊

No one owes you mentorship. It’s nice to attain and it’s good sense for people to pass on knowledge, wisdom and opportunity. Imagine how many people have reached out to a high level / ranking person. So for the seekers of mentoring, what are YOU doing to stand out? What are YOU doing to contribute value to a potential mentor. Make yourself valuable.

As the saying goes, the mentor appears when the student is ready. Understanding that Mentors are fairly senior and experienced, it's important to also evaluate the personality, one brings in, as one has to surrender to the process and have active execution when having mentor connect. Remember it takes 2 to connect, hence this process needs direction with execution by the mentee