You’re busy managing your team, training staff and trying to stay on top of everything else you juggle on a daily basis. The last thing you have time for is taking someone under your wing and guiding them on their career path, right?
Maybe not. There’s no question having a mentor can be of tremendous value to professionals, but being a mentor also represents a smart career move. In a Robert Half Management Resources survey, CFOs who have served as a mentor reported experiencing benefits such as the opportunity to improve their leadership skills, the satisfaction of helping others and growing their network.
Being a mentor takes time and energy. To get the most out of it, you and your mentee must work together. Here are six ways to ensure the arrangement helps both of you.
Choose Wisely
Your impact as a teacher is only as influential as your student’s willingness to learn. Look for these traits when considering a mentee:- Potential — Your role isn’t to light a fire under someone. Choose a mentee who has already shown the motivation and energy to advance his or her career.
- Teachability — Know-it-alls are awfully difficult to mentor. Find a person who values your expertise and is open to constructive feedback.
- Commitment — Some relationships fizzle because mentees don’t want to put in the hard work. The person you choose should understand the time and effort required.
Check with your manager or human resources department to see what programs are available at your company and if there is a colleague you could take under your wing. Outside of your employer, many organizations (from universities to professional associations and community groups) seek people who can serve as mentors. Your network also may know of someone in search of a mentor.
Set Expectations
The foundation of a strong mentorship is open, honest communication. During the initial meeting, establish parameters, such as what each person expects of the other and how often to meet.Your mentee should understand that a mentorship is not a shortcut to success or a fast track to a promotion, but rather one component of professional development. And while you’ll likely stay connected with your protégée over time, the formal aspects of the mentorship should have an end date. Be sure to discuss how long it’s intended to last.
Create a Roadmap Together
The clearer your mentee’s short- and long-term goals are, the more assistance you can provide. One of the reasons people need a mentor is to show them what long-term possibilities exist in their career—or at least how to get there. Help them plan out possible career paths, then suggest training and additional resources they’ll need to achieve their objectives.Make Advancement Measurable
Establish how success will be determined. Coming up with action items and deadlines for their completion at the end of each meeting is a good way to maintain the mentee’s engagement and help chart his or her progress.Create a Judgment-Free Zone
Your role isn’t to lecture but to offer support and words of wisdom as mentees come into their own. They should feel comfortable talking to you about their plans, worries and shortcomings. Challenge them to take risks, go beyond their comfort zone and make their own decisions. If they fail, help them learn from their mistakes. When they succeed, celebrate.Treat Them With Respect
You have power and clout, but mentees may not. Don’t make them feel like second-class citizens. Keep appointments. Show interest in their work, plans and life. Invite them to events and conferences. Introduce them to leaders and influencers in your field.In addition, make sure the mentor relationship flows both ways and you’re tapping mentees’ insights, too. No matter where people are at in their careers, they have valuable expertise and advice to share. If the arrangement functions properly, you’ll be learning, too.
When you’re at the height of your career, it can be rewarding to give back. More than a feel-good exercise, though, mentoring will help you hone your skills and grow professionally.
