Harnessing mentorship for real-world results
A key option for employees and job seekers to aid in professional growth and development is one that comes with no out-of-pocket cost. Especially amid the somewhat challenging marketplace for career advancement, mentorship stands as an opportunity to gain insight and access to leaders in your field. And you have an opportunity to gain honest, unfiltered feedback in a time where that is harder and harder to come by. Being a mentor also carries value for those industry leaders looking to remain connected with today’s workforce and help share experiences that might actually be relevant to those who are in similar fields or share certain career goals.
Many companies do have in-house mentoring programs designed to support employees. While nearly 70% of companies report a significant skills gap exists among some of its personnel, another 70% of businesses reported an increase in productivity due to mentoring. And while we’re on it, employee retention rates were notably higher for both mentees (72%) and mentors (69%) compared to employees who did not participate in any mentoring program (49%).
TLDR – a mentor offers an invaluable opportunity to advance your career, make meaningful connections and help clarify open issues associated with career goals, objectives and questions. Mentoring, on the other hand, provides executives and industry leaders with opportunities to remain connected to industry contributors whom they might learn from as well. This two-way street is another option available to everyone at any given time.
Stepping into Mentorship
Becoming a mentor is more than just a title; it’s a commitment to guide, educate, and inspire. It starts with self-reflection on your own career journey and the willingness to share your knowledge and experiences. Organizations often have formal in-house programs, while others exist for anyone to engage with. I’m a proud member of the ACP Mentoring Program, but mentorship can also begin informally, by simply reaching out to a colleague. I enjoy working with ACP and its members as part of their mission to help veterans and their spouses find their next careers. And how did I find out about this great org? Through an industry mentor, of course.
Value Added?
Having a mentor can be an invaluable asset in your career. Mentors provide guidance, support, and a wealth of knowledge. They can help you navigate complex workplace dynamics, offer career advice, and open doors to new opportunities. The value of this relationship is often immeasurable, extending far beyond simple career advancement and the initial engagement period. And it goes both ways. A mentor can get just as much – if not more – out of the shared experience. And there’s no expiration date on the relationship!
I’ve seen a ton of recent polls asking about the top priorities when looking for career advancement.
Putting salary aside, 64% of Gen Z cited ‘opportunity for career growth’ as the top career priority. Mentorships lead to career growth.
Determining Success
Quantifying the success rate of mentoring can be challenging, as it varies based on individual goals and relationships. However, numerous studies show positive outcomes, including increased job satisfaction, higher promotion rates, and improved professional skills for those who engage in mentorship relationships. For example, a Forbes article highlights how 70% of businesses reported an increase in productivity due to mentoring. Moreover, most of today’s workforce prefer one-on-one teaching.
Another successful outcome tied to mentoring is employee retention. People consider leaving their jobs because of a perceived lack of opportunity or growth as noted above. A recent study showed that 68% of millennials with a mentor intended to stay with their organization for more than five years, compared to just 32% of their peers who don’t have a mentor. And retention rates also soar for mentors as noted earlier.
Effective Mentoring - The 3 C's
The three C’s of mentoring — Connection, Communication, and Commitment — are vital. Each of these elements plays a significant role in ensuring that the mentoring experience is productive, and candidly – rewarding – for both parties involved.
Connection
Connection refers to the rapport and mutual respect that needs to be established between the mentor and mentee. A strong, authentic connection is the bedrock of any mentoring relationship. It involves:
Finding common ground and shared interests to foster a sense of understanding
Building trust, which is crucial for open and honest communication
Demonstrating empathy and actively listening to each other's thoughts and concerns
Your first few sessions should be focused on warming up to each other’s communication styles, interests and laying the foundation for your goals. Creating a genuine connection makes for a comfortable space where both mentor and mentee feel valued and understood, paving the way for meaningful interactions and growth.
Communication
Effective communication is key to the success of the mentorship. It encompasses:
Clearly articulating goals, expectations, and feedback from both sides
Ensuring regular and open lines of communication, including setting aside time for meetings and check-ins (including comms preferences like texting, emailing or video calls)
Encouraging a two-way dialogue where questions are welcomed, and knowledge and experiences are shared freely
Good communication helps in setting the direction of the mentorship, addressing challenges promptly, and building a relationship with transparency and trust.
Commitment
Commitment from both the mentor and mentee to the process is essential for achieving the desired outcomes of the mentorship. This includes:
Dedication to the agreed-upon goals and taking proactive steps towards achieving them
Being reliable, showing up for scheduled meetings, and respecting each other's time
Showing persistence and resilience in the face of challenges, and being willing to learn and adapt as the relationship evolves
A strong commitment ensures that both parties are engaged and invested in the mentorship, leading to a more fruitful and satisfying experience.
Mentorship Do's and Don'ts
Do's:
Be open, honest, and empathetic.
Set clear goals and expectations. Do this early on to help manage both expectations and results. It’s so easy to jump right into ‘problem-solving mode’ without first identifying the goal or objective to the engagement.
Listen actively and provide constructive feedback.
Don'ts:
Avoid micromanaging.
Don't impose your own goals on your mentee. Continually refer to the goals you created early on in the engagement.
Refrain from being judgmental or dismissive.
Etiquette in mentoring revolves around respect, privacy, and professionalism. It’s essential to maintain boundaries, respect each other's time, and be open to different perspectives. The relationship should be a safe space for growth and learning. If something comes up and you need to move your session, send a note or text. It’s simple. I can honestly say that as a mentor, one of my biggest pet peeves is a no-show for a session. Not only does it affect the mentor/mentee’s calendar, but it can also affect how he/she feels about the level of commitment from the other person. Don’t let a silly calendar change become an issue that impacts the relationship.
Mentorship is a dynamic part of professional life. It’s a way to gain (free) insights from leaders in your field of interest that can help you gain personally and professionally.
Whether you’re stepping into the role of a mentor or seeking one, understanding its value can greatly enhance your career experiences. For those who are currently unemployed, considering a mentorship can be a valuable addition to your skill-building activities as suggested in this FlexJobs article.
Mentoring is a two-way street where you get out what you put in. Great mentorships can last forever and often are a result of both sides putting in the necessary work to get the most out of the engagement.
So if you’re game, get in the game.
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