Effective at Seeking Mentorship

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Today, I want to talk about mentorship. It’s always been a bit tricky for me - I’ve studied it and tried to master it, but while I never became a rockstar mentor or mentee, I wasn’t bad at it either. Below, I’ll share some theory, personal insights, and (as always) an actionable plan.

THE THEORY

Mentorship has a proven impact on business success. Employees with mentors experience higher career growth, and companies with mentoring programs see better retention, morale, and performance. 98% of Fortune 500 companies have mentorship programs, and those with mentors are five times more likely to advance within the organization, over other significant benefits.

Finding a mentor can be tough, but rapport makes a big difference. Despite the advantages, 56% of American workers still don’t have a mentor. Why? Time constraints and awkwardness often stand in the way. Many people benefit from finding mentors with similar backgrounds or experiences, making it easier to build trust. Employee Resource Groups (ERGs) are great for this, offering a structured way to connect with people who share similar demographics or interests. Mentors from ERGs can help break down the initial awkwardness and foster more genuine relationships.

MY PERSONAL THOUGHTS

Never start by asking “Will you be my mentor?” It’s like Simon Sinek says: “Would you go up to a stranger and ask them to be friends?” I believe many mentorship issues come from unclear incentives. While it’s clear what the mentee gets, what’s in it for the mentor? Make it easy for them by asking for a few minutes of their time and keeping it light. You can then seek out different people for different topics and add them to your “mentor rolodex” (yes, I just revealed my age with that reference).

Make the experience rewarding for your mentor. As someone who mentors others, I can tell you, I love helping people, but most of the time, I don’t hear back about how they actually used my advice. Or worse, they ask questions they could’ve googled. So, two tips: (1) Do your homework before the meeting (search in the company wiki, google, AI, etc.); and (2) Always update your mentor on what you did with their advice, even if you didn't use it, but just acknowledging you took it into consideration.

Maybe you don’t need a mentor at all. Many people look to more senior people as mentors, but I see these people more as sponsors. I’m not 100% vulnerable with them, and I come prepared (i.e. they could be a manager in the future). When I’m really stuck, I usually seek peer mentorship - someone close to my level who's recently faced similar challenges. IMO, these are often the most helpful relationships.

HOW TO PUT THIS INTO PRACTICE

1. Seek someone for whom it’s also a win: Look for mentors who share similar experiences (or demographics) or want (need) to develop their mentoring skills. ERGs are a great resource for this.

2. Do your homework: Make sure you’ve researched your questions or tried solving them on your own before asking for someone’s time (Google, AI, company resources). If you're still in doubt, at least come with the options you've researched.

3. Clarify your goals for one meeting: Be specific about what you need and minimize the time commitment for the mentor. Keep it light, try to avoid using the word "mentorship."

4. Show that their time was well spent: Always follow up with a recap of how you applied their advice.

5. Leverage multiple mentors: Different perspectives are crucial, especially early in your career. Remember sometimes the best mentorship comes from peers.

I hope you find your Mr. Miyagi! Bonus tip for those reading this far: Ask your manager who their best direct report has been and why - then seek that person for mentorship on that specific skill. Boom!

Wax on, wax off,

Jorge Luis Pando