Argonne National Laboratory
Having a mentor who is external to your organization can go a long way in giving you perspective on your professional future or shortcomings. Take advantage of professional organizations and even your friends and family to give you insight on how to achieve your aspirations.
Do you have a mentor outside of the lab?
How has the relationship benefitted you?
Did it have any drawbacks?
Share your comments below.
The new [email protected] email address presents a private forum for communicating one-on-one with Dr. Erin Thomas, the Lab’s Gender Diversity Specialist, about all topics related to mentoring.
Do you want to start a mentoring program in your division?
Do you want personalized tips for finding a mentor?
Do you have feedback on the mentoring blog?
Send all of this and more to [email protected] if you prefer not to share via the Mentoring Blog.
Mentoring doesn’t have to be all business. Getting to know your mentor/mentee on a personal level can enhance the relationship by building camaraderie and trust. Your professional relationship does not preclude a personal connection. Instead of jumping right to business when you next meet, why not start the conversation by asking, How was your weekend? Do you have other tips for getting acquainted? Please share them below.
This is a common mentoring myth.
In fact, mentoring is a proactive form of professional development with the potential to impact everything from the size of one’s professional network to one’s advancement rate and job satisfaction. A good mentor simply shows someone how to get from where (s)he is to where (s)he wants to be. Most successful professionals have had someone to guide them at some point in their careers. Have you?
Share your experiences by leaving a comment here.
Mentoring is often conceived of as occurring between individuals with different professional ranks.
Do you think it’s possible to be effectively mentored by a peer?
It may seem intuitive that the mentor steer the relationship with his/her mentee — after all, (s)he is likely the senior party. However, it can be argued that mentees should be more proactive than their mentors in directing the partnership. Mentees who sit idle are subject to being overlooked by busy mentors. Mentors wisely attend to mentees who demonstrate how much they value their professional development.
What steps have you taken to show a mentor that you’re eager and committed?
The first step to a fruitful mentoring relationship is recognizing its potential value. Now that you’ve done that, think about how to reach out to would-be mentors. These three strategies should help get you started.
Impress, then request. The easiest way to interest a would-be mentor in providing you with professional guidance is to let your work do the talking. If you’ve done impressive work relevant to hers/his, make sure (s)he’s aware. If you’re unsure, be sure to reference your accomplishments when you interact. This will demonstrate what the mentor could gain from your relationship and will help pave the way for mutually beneficial interactions down the road.
Slow and steady. If you have a specific mentor in mind, you must build the relationship with her/him. Sending someone an email with the subject line “Will you be my mentor?” would be the equivalent of asking a love interest to move in with you on the first date. Instead, get to know her/him. Look for opportunities to be generous — invite her/him to coffee or lunch. Start small and see where it goes. After a bit of rapport has been established, you should feel comfortable asking for more pointed advice. I recommend steering clear of the words “Will you be my mentor?” unless you are participating in a formal mentoring program and that question is expected.
Admire from a distance. Someone can be your mentor without even knowing it. If someone in your work division is a stellar presenter, try to attend as many of her/his talks as you possibly can. Take notes on what exactly captures your attention. Is it her/his body language? Accessibility? Energy? Study this unknowing individual and practice some of her/his techniques before your next presentation.
Good mentoring relationships should be a two-way street in that both mentees and mentors should gain from their interactions.
How does mentoring benefit you?
Do you sometimes experience “Mentoring Prince(ss) Charming Syndrome (MPCS)?” It’s the notion that one person can and will address all of your career concerns. Avoid MPCS by taking the time to outline your top two or three career priorities for the year. Then, identify two or three individuals who are where you want to be in these areas. Finally, strategize ways to reach out to them.
Check the Mentoring Blog soon for suggestions on how to connect with would-be mentors.
(Spoiler Alert: There are more effective ways than sending an email with the subject line “Mentor Me?”)
Mentors come in all shapes and sizes and fulfill diverse sets of needs. What is your definition of a mentor?