Guest commentator: Leone Jackson, Senior Community & Citizenship Program Specialist, Turner Construction Company @turner_talk
After two years in a global pandemic, the looming damage on professional networking and connections, navigating “new normal” discussions, and being impacted by the “Great Resignation”, now is the best time to talk about mentors. When do you need one and what do you have to look for?
To answer the first, a mentor was a smart decision yesterday, today, and will be tomorrow. I believe we will always benefit from having a mentor, or even multiple. There are a few key points to factor in prior to looking for a mentor. The first is asking yourself honestly – are you prepared to receive constructive and positive feedback? At times, we assume we are because of our professional or personal lives, but it is important to ask this question because the person who would serve as a mentor is chosen. This means they are not required to be your mentor, nor are you obligated by personal or professional bonds to be their mentee. They choose to be because they want to impact the world years to come and support you in that. It is vital that you are open to constructive feedback because true growth lies in being supported and challenged. If a challenge does not exist, your growth may stunt, or you’ll find that your mentor simply agrees with everything you propose and may lead you to question the benefit or purpose of being their mentee.
The second is to define success by identifying what you are looking to gain from a mentor. This is an important step because that answer will guide you on your search for a mentor that can offer and fulfill the markers you are looking for. This is where you will want to land on more than just a task, a next career step like a job, or a new raise/promotion. Growing your understanding of an entire market or industry that you want to work in, increasing your impact within the role you have, or becoming more aware of socially important topics and issues in the world are all great examples. These are the type of high-level growth points a mentor can support with.
Third, write down the last bit of feedback you can remember getting – who was it from and how did you incorporate it? Then, write down the most important feedback you’ve ever received. What made it so? Then, spend time asking one to three trusted peers for feedback from their vantage point and from one person that you find to be truly difficult or that always challenges your points. I would venture to say their feedback is the most vital to prep you for external doubters or obstacles. The person that finds fault with everything is a critical component in your journey because if you know what gaps your strategy or programs have during the development/creation phase. You will be able to correct and hone that program before public release or pitching to leadership. I encourage you to rethink their value, it is much higher than you might believe.
Lastly, you will want to find someone with similar values, complimenting experiences, and who finds value in different points of view. Each are vital, and I landed on “complimenting experiences” because the same experiences can help you navigate similar situations, but may leave much to be desired in situations you’ve never experienced. A great mentor will have similar experiences that they’ve navigated with strong core values and will incorporate your perspective when offering guidance and support. A mentor that currently has their own mentor is an even stronger option because they are committed to lifelong learning and are actively seeking feedback to ensure their advice is inclusive, impactful, and growing with the times.
In summary, a mentor is a guide and requires trust, experience, and a dual commitment to your growth and impact on the world, both macro and micro.
Leone Jackson is a member of the YPC Advisory Board.
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