6 Ways To Get The Most Out of Your Mentor

The Equality Challenge Unit (ECU) commissioned a literature review (Hawkes, 2012) and studied Mentoring: progressing women’s careers (Quinn, 2012) and found that mentoring has several benefits for mentees and mentors.

From the study, Quinn identified the following as being generic benefits for mentees:

• Career advancement, including a higher rate of promotion.

• Increased opportunities and a likelihood of higher tenure

• Higher salaries

• Increased productivity and better time management

• Personal and professional development, including increased job-related well-being, self-esteem and confidence, and better work-life balance.

• Preparation for the future and heightened career aspirations

• Developed networking skills.

The specific benefits of being a mentor include:

• Recognised involvement in a programme of strategic importance

• New perspectives and insight

• Potential for networking

• Additional experience in staff management and development

• Opportunity for self-reflection and personal satisfaction

• Developing mentoring/coaching skills

Additionally, Quinn identified the following as being generic benefits to mentors:

• Career rejuvenation

• Increased confidence

• Personal fulfilment, particularly satisfaction from seeing junior staff progress.

One of the main reasons to have a mentor is to help further your career. A mentor can be anyone from someone you work with to a family friend and is usually someone you look up to and admire due to their achievements. Here are six ways to make the most out of having a mentor and to make it mutually beneficial.

Find the right mentor

Put in the work

Be flexible

Consider what makes them great

Clarify expectations

Plan

Find the right mentor

Experience and knowledge are not the only factors to qualify when finding the right mentor. You must consider who you admire and who can influence you positively. Conduct extensive research into whom you would want advice from and reach out to them to ask some initial questions to see whether they are the right fit.

You can then arrange a meeting to discuss a possible mentorship programme if you feel they fit.

Alternatively, the right mentor may find you. This can often be the case if you get on well with a more experienced or senior-level co-worker who always supports and encourages you.

The right mentor does not necessarily have to be like you; they need to be influential to you and support you positively to complement your work ethic and goals.  

Put in the work

While your mentor can offer advice and guide you where you want to be, you still need to work. Mentors are there to inspire and support you, but you must be willing to take their advice and put it into practice. Refrain from relying too heavily on them to get you to the next stage of your career. The relationship with your mentor should be based on mutual respect and support. Understand that your mentor is not just there for you; they will have their own goals and responsibilities they are working on too.

Having a mentor is not a way out of putting in the hard work.

Be flexible

Career paths are rarely straight. Although you may have a plan to reach your goals, being open-minded about your career goals will encourage you to learn better. Do not be afraid to learn something unexpected or stray from the path.

One of the benefits of having a mentor is that they have experiences they can share with you. Listen to what they have learned along the way; you never know what you may learn.

Consider what makes them great

The purpose of a mentor is not to become them but to use their experience and advice to get to where you want to be.

The time with your mentor will be limited, so think about what makes them great and what made you choose them. Ask them about what helped them in their career and what has helped them to succeed.

This way, you can adopt some of their successful behaviours into your working style. Learn from them but remember to be yourself.

Clarify Expectations

All good professional relationships start by clearly defining what goals and objectives you want to reach, creating a solid foundation for success. Clearly define your expectations and ask for your mentor’s expectations too. This way you can outline a plan of action and understand how to get the most out of the relationship and reach mutually agreed-upon goals.

Effective communication about needs, goals and preferences helps build trust and sets the stage for a productive and fulfilling mentorship programme.

Plan

Successful people are busy, so planning time with your mentor needs to be strategically planned. You must be prepared and armed with specific questions and topics you want to discuss to get the most out of your time with them. Ask thoughtful questions that go beyond surface-level topics as well as ask for insights on broader career strategies and industry trends. 

 Share your progress in every meeting and the challenges you may have encountered. Seek feedback and constructive criticism so you can continuously improve.

End every meeting with an action plan which you have discussed together. 

Key takeaways

• A mentor can benefit your career, offering encouragement and knowledgeable advice.

• Mentors are not there to carry you through. You need to take their advice and guidance and still work hard.

• Choosing the right mentor can positively impact your career with encouragement, guidance and support.