Whether your business is just starting out or has been around for a while, seek mentors. Seek Mentors does not mean that you have to pay for a mentor, although I do strongly recommend that you do. In fact, I encourage you to work with an experienced mentor, but if you are strapped for cash, there are many good books, videos, or programs out there that will help you find a mentor for very little cost. Here are several steps that you can take to seek out a mentor.
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ASK FOR MENTS. As an executive or entrepreneur, you likely have a number of potential mentors to whom you can turn for advice. See if any of your peers or business associates are available to mentor you. Regardless of industry, position or designation, you should seek mentors regardless of your title, organizational status or background.
ASK FOR EXPERIENCE. If you are not in the field that you wish to advance in, ask others who are. Many experienced executives and entrepreneurs are willing to serve as guest speakers at conferences or trade shows to help new and mid-career individuals explore their career goals. A good mentor is someone who has been where you are now, is willing to help you evolve, and has the perspective that you will need to reach your goals.
ASK FOR A collaboration. As mentioned above, if you are not in the field that you wish to advance in, but are willing to learn more about your industry, consider finding a mentor within your industry. If you are a software engineer, for example, consider speaking with a mentor who is also a software engineer. This is a good way to build a relationship over the long term. Your mentor can provide you with insight and guidance that will better guide you to your career's goal.
ASK TO SPEAK CLEARLY. The best mentors are willing to listen carefully to your ideas, concerns and arguments. Good mentors are skilled at multi-tasking: they can effectively present information and arguments to members of a team while also engaging and speaking clearly with internal constituents. When you have a clear vision for how to move forward, it is easier to build a network of competent colleagues.
ASK TO KNOWLEDGE. Once you have identified three or four potential mentors, take some time to get to know them. Find out what sets them apart from other career consultants. What types of projects do they typically bring to the table? Do they have an extensive background in your industry? Most importantly, do they possess a full knowledge of your operations and processes and CPOE (custom process improvement) initiative.
ASK FOR EXPERIENCE. Ask your prospects about their own experiences as a mentor. If they have been active in their field for years, consider asking if they can share examples of success that they achieved while serving as a mentor. While most people appreciate an opportunity to discuss their personal successes, some may be hesitant to provide a laundry list of their many personal growth achievements. Instead, share stories from your workplace that demonstrate the unique challenges and rewards you have received as a mentor, as well as your interpersonal skills that make you an effective leader.
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ASK A FULL LIST OF MEMBERS. When you have your list of potential mentors, be sure to request a personal meeting with each one. This will allow you to gain more insight into their professional experiences and leadership roles. You will also gain a more accurate gauge of whether or not the person you are working with has the ability to mesh well with you on a personal and leadership level. Remember that a true leader is never a follower. Good leaders are always self-confident and look to surround them with like-minded individuals who share their vision of the future.