There is no shortage ofadviceandresearchthat points to the benefits of having mentors.
They are advisors who can offer support to you throughout your career.
Also, mentors are people who have more experience so they can help you handle tricky workplace situations.
Years ago, a mentor helped me overcome an embarrassing mistake at work.
I mentioned this to my mentor at the time who flat out told me to stop.
She said, You have apologized and owned your mistake.
Take what you have learned and stop talking about it.
She taught me the importance of not belaboring my screw-ups.
Instead, learn from them and move on.
Theres no question, a mentor can be a huge asset to your career.
Or maybe you already know someone, but how do you ask that person to mentor you?
Are you looking to improve specific skills like public speaking or giving feedback?
Do you want to learn strategies for reducing stress or managing a challenging workload?
Whatever the case, jot down two or three things you want to focus on with a mentor.
These are your objectives.
Then, identify someone who has the experience to advise you on your objectives.
Ideally, youre already acquainted with each other.
This makes asking for mentorship easier.
If there isnt anyone in your immediate circle, branch out and ask friends and colleagues for recommendations.
See if they can facilitate introductions or an informational meeting.
venture to briefly get to know the potential mentor first.
Inquire about their experience and interests and use that time to decide if theyre the right fit for you.
This part can take a little longer, and thats OK.
Being sure the mentor meets your needs is important to know on the front-end.
Be sincere, this isnt flattery.
It is acknowledgement of their expertise and justification for your request.
Inquire about establishing the relationship and describe specifically what you seek to learn.
Such as, Would you be willing to work with me as a mentor?
I would like to learn about your experience in …
I would also appreciate your advice and guidance on…
Set a short timeframe for the engagement.
If it works out, you’re free to always extend it.
But if it doesnt, a short timeline enables you to end the relationship seamlessly.
Also, offer a cadence to the meetings.
For example, I would like to meet once a month for three months.
Meetings will be no longer than 45 minutes each.
Make it easy for the mentor.
There is no work for you.
Not everyone knows how to mentor, so the easier you make it, the better.
You will also have better conversations if the mentor knows your questions in advance and can prepare.
Never ghost a mentor by unexpectedly withdrawing all communication.
Instead, show gratitude for the advice they gave and briefly recap for them what you learned.
Then, extend it or end it.
You might say, This has been very helpful to me.
Would you be willing to extend to another three months at one meeting per month?
Thank you for this time together.
Creating closure is helpful for both you and the mentor.
This is a formal approach to establishing a mentoring engagement.
Not all mentoring requires this kind of process.
Certainly, some mentoring relationships can be more informal.
It also shows that you are organized and deliberate about your career development.
There is no doubt that mentoring can be beneficial to your career.
