Your mentor should ideally be someone who shares your professional outlook and perhaps has even accomplished the goals you hope to achieve. Am I able to work well with this person? The mentor must be supportive, communicative, inspiring and must feel that your needs are important.
How to ask someone to mentor you
- Schedule an initial conversation.
- Clearly describe the guidance you're seeking (The Ask).
- Confirm your willingness to do the necessary work and follow-through.
- Acknowledge and respect the individual's time.
- Note: If you don't hear from them, follow-up, but don't hound him or her.
A mentor may share with a mentee (or protege) information about his or her own career path, as well as provide guidance, motivation, emotional support, and role modeling. A mentor may help with exploring careers, setting goals, developing contacts, and identifying resources.
Reverse mentoring pairs younger employees with executive team members to mentor them on various topics of strategic and cultural relevance. This approach has precedent: in the late 1990s, GE's Jack Welch used reverse mentoring to teach senior executives about the internet.
Good mentors are enthusiastic people, enjoying the role they play in helping others achieve their goals. While considering a mentor, look for someone who is enthusiastic, a good fit, respectful of others and a respected expert in their field.
Advance Your Career: A mentor helps you stay focused on your career and improve your skills, networks, self-confidence, and ultimate success along the path in developing your career. They help you to learn about yourself and work out how and where you should be headed to achieve an optimum outcome.
The 5 Most Important Things I Learned from my Mentors
- In my experience, mentors are a fantastic way to gain insight into where your career may lead.
- Here are my most prominent takeaways:
- Taking feedback is no simple task.
- Our world is filled with “networking” opportunities.
- Networking doesn't have to be at an event or organized affair.
Yes, as long as: They are a CPA member in good standing. They are your direct supervisor.
Coaching is more performance driven, designed to improve the professional's on-the-job performance. Mentoring is more development driven, looking not just at the professional's current job function but beyond, taking a more holistic approach to career development.
Coaches may be asked to step in and help employees improve their leadership capabilities, and set and reach career goals. As well, coaches may help their coachees achieve better work/life balance, improve communication skills, improve teamwork, and develop self-awareness and emotional intelligence.
“Supervision” –is to oversee a person or group of people engaged in an activity or task and keep order or ensure that she/he/they perform it correctly. Mentoring role is to have: Active listening,role modelling, clear boundaries, analytical skills and give honest feedback.
The purpose of a mentorship program is to match up a manager or other experienced employee with someone new to the company or position. The mentor takes a mentee, or protégé, under her wing and helps groom his professional career. Mentoring is one of the important methods for preparing them to be future executives.
1.Finding the Right Mentor
- Know your goals (both short and long term).
- Who do you look up to?
- Do the research.
- Be cognizant of your existing network.
- Recognize the difference between a mentor and a sponsor.
- Have an elevator pitch ready.
- Make sure it's the right fit before asking.
The line manager is an essential stakeholder in the mentoring relationship and their understanding of the benefits of mentoring will help them in supporting the development of their direct report.
