'You've don't have to blaze your own path': How to find a career mentor to help you grow
- Finding a workplace that fosters mentoring is crucial for career development.
- Casual meetings can help identify potential mentors.
- Regular meetings with mentors should focus on actionable advice.
It isn't easy being a junior-level employee. You need to learn the ins and outs of the job on top of navigating a new social world, one with unwritten rules of conduct and built-in hierarchies.
So long, carefree high school and college years!
The good news is you’re working with veterans who’ve already faced these challenges and can mentor you.
Getting under the wing of a senior-level employee will make you feel far more secure in your career, explains Madeline Mann, a human resources and career strategist.
“You don't have to blaze your own path," Mann notes. "Nearly everything you want to accomplish, someone else has done before, so simply seek the people out who are where you want to be and ask them good questions."
Mentors benefit, too. “They sharpen their coaching and communication skills, learn to see the business from fresh eyes, and build their legacy within the company," Mann says.
That said, not every senior-level colleague makes a good mentor. There’s a right way to approach co-workers in hopes of finding one.
How to find a career mentor:
1. Choose a workplace that encourages mentoring
To have a mentor, you first need to join an organization that fosters that type of relationship. And not every workplace will, says Mann.
“You don't have to take a job to know it's not the right fit,” she notes. “You don't have to ‘pay your dues’ for years to finally get what you want.”
In the interview process, make it clear that you want to grow in your position (a.k.a. have an answer prepared for the question about where you see yourself in five or 10 years). Then, when it’s your turn to ask questions, press the interviewer for information on the ways they mentor junior-level employees. Do they hold frequent “lunch-and-learns” or provide clear-cut paths for growth and promotions? That’s a green flag.
So how can you spot a toxic workplace where mentoring is a challenge?
If the people interviewing you allude to ‘dues,’ that’s a red flag, says Mann.
These early years in your career are important. Don’t take any offer that comes your way just for the sake of experience.
2. Get to know co-workers and pinpoint potential mentors
Once you’ve secured a gig (congratulations, by the way!), Mann encourages “shopping around a bit.” Be open and willing to start conversations with more experienced employees. Ask thoughtful questions in meetings and be active (and professional) via email and on internal communication systems.
Just because someone’s a senior- or mid-level leader at your company doesn’t make them an ideal mentor, Mann says. If a conversation feels forced, that's a sign you need another mentor. “You won’t bond with everyone, and that’s okay.”
If conversations “flow naturally” with certain people, Mann says those are the co-workers you should consider interviewing about becoming your mentor. But don’t jump right into it, she advises. A casual invite for coffee or a 30-minute meeting to mull over a project idea is a good way to start.
“A misconception is that you ask people to be your mentor, but that's not the case,” she says. “Just as you don't walk up to people and ask them to be your friend, they simply become your friend due to the natural evolution of the relationship. So make a point to have continued conversations with the people you connected with and could see mentor potential in.”
3. Have an agenda in mentor meetings
Though a meet-up with a potential mentor might feel casual and friendly on the outset, Mann says you should enter it with a professional mindset and have an agenda in mind. “Go into the meeting viewing it as your meeting,” Mann suggests. “You set the agenda and lead the conversation.”
After the meeting, Mann suggests following up with a quick thank you and summary of the key takeaways.
“This shows that you’re grateful and benefited from the time,” she says. “Mentors take great pride in feeling like they added value to your life; make sure they get that satisfaction!”
4. Set up regular meet-ups
Whether you have one or a few mentors at work, Mann says you should aim for a monthly or quarterly meet-up, depending on their availability. “Just try to make it a recurring meeting so that you don’t have to go through the scheduling dance each time,” she says.
Make sure you record whatever advice they give you and are prepared to discuss how you’ll put that info into action in subsequent meetings, Mann says. Again, this shows you appreciate the mentor’s time and experience. That could encourage them to keep meeting with you and consider you for big projects.
5. Ask smart, thoughtful questions along the way
Being respectful of your mentor’s time and experience is key, Mann says, but don’t forget your own needs. Tap into their experiences to find out if a career is really is the right fit for you.
“If they are in a career path you want to pursue, make sure you understand in detail what their day-to-day looks like, including the best and worst parts of your job,” Mann suggests. “This is a good opportunity to check if you actually want their career.”
Find out what works and what doesn't. Ask if there’s something they’d do differently in their career, and whether you lack skills that can take you to the next level.
Be open to feedback, Mann says: “Get their honest reaction to how you are being perceived in meetings, on the team, and at the organization.”
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