The value and importance of a mentor in the workplace cannot be underestimated. Mentors perform a crucial role as advisors and career counselors to help employees navigate the roadblocks and pitfalls in the workplace.
According to “All Up in Your Bizness: Managing Your Business Crap”, mentors provide coaching and tips on how to succeed at your job and are a good source for answering the “touchy” questions you don’t want to ask your boss, your parents, or your psychic. You may think you have it all figured out and don’t need a mentor. If this is the case, why are you not the CEO? The key to a fruitful mentor-mentee relationship is open and honest communication. And trust.
The difficult part is finding a mentor. You don’t need to look to the upper ranks of the workplace to find a mentor. Look at the managers and directors in the other departments. Simply ask them if they would agree to be your mentor. Tell them this will encompass approximately one hour per month and how you envision the mentoring experience will occur. Make sure you are on the same page for expectations, goals and outcomes. Be well prepared when you have discussions with your mentor. Do not waste their time. The issues to be included in the mentor relationship are challenges with management, career paths and opportunities, how to avoid the roadblocks, training programs, and networking.
A side benefit of the mentor relationship is that the mentor (manager or director) often takes part in discussions with other members of management to identify employees who are ready for advancement or participation in team projects. Wouldn’t it be valuable to have your mentor take part in those discussions?
Be sure your mentor provides you with candid feedback on how to improve your work performance. Your mentor is a good sounding board. Update your mentor on your progress. Most importantly, thank your mentor for their advice and feedback.
Make wise use of the mentor relationship. It is extremely valuable for your success in your job.
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