What a privilege it is to be a mentor, having gained enough knowledge and experience that the new generations of your profession look up to you for advice. This role inevitably comes with a large responsibility. You are in a position not only to guide someone to a life of success but also to benefit your industry with your lessons after you’ve left. So what qualities does one look for in a mentor? We want someone knowledgeable, a clear communicator, someone we can trust, right?
The fundamental qualities of a mentor rely on their ability to deliver information effectively to the mentee. The first potential barrier we have to recognize here is the age gap, someone older mentoring a young prospect may find it difficult to communicate. For this reason, the mentor's approach needs to be much more personalized. To adjust your approach, here’s what you need to keep in mind:
Ask Questions
As a mentor, you’ll want to understand the goals your mentee is aiming for. By asking them questions you are conducting a series of helpful lessons. It starts by making them think, they’ll concentrate on their intentions for working in this given field. From that, they’ll come up with goals for which you can develop objectives. After that, you can begin to find actionable methods for your mentee to take.
It is easy to talk people’s ears off about something you’ve done for years but it can be overwhelming for a newcomer. Instead, define clear objectives that you and your mentee will be able to do to create progress.
Voice Your Opinion
When a mentee is faced with something (issue or opportunity), always make sure to share your thoughts on the situation. It is important not to make the conversation all about you, simply share your thoughts when appropriate. This tool is beneficial to demonstrate your understanding that your mentee is still learning. Also, your opinion is valued by the ones you mentor, so don’t keep it to yourself, teach them to think like an experienced professional.
Challenge Your Mentee
Mentors are not therapists, you’re not there to hold your mentee's hand through the process. Of course, you want to encourage and be a safe space for them to go but don’t allow them to become dependent. Instead, find ways to dig deeper into their assumptions of the industry by asking them hardball questions. Challenge their comfort zone by being direct and honest even in times they may not want to hear the truth. The mentor must grow the mentee into a competent person capable of handling their career alone.
Open Them To Your Network
This option is not required but if you are comfortable with introducing your mentee to people in your network it can be very helpful. This may be a big draw for some people coming to you for help as a mentor. If you decide to go this route, be strategic with who you choose, having a clear idea of the value they can provide to each other. Introducing your mentees to people in your network can expose them to the types of people to look for in theirs. Also, it could lead to opportunities for your mentee down the line.
Conclusion
The role of a mentor can be extremely rewarding but it can also be challenging in terms of patience or where to start. Put yourself in the position of the mentee, what would you want to be taught? How would you want to be treated to ensure you’re effectively learning? Whatever approach you decide on, be sure to do it with the same passion and professionalism that established you in your career.
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