Do you need a mentor?

Photo by Javier Allegue Barros on Unsplash

Recently, I have noticed people talking about needing to get a mentor or becoming a mentor. Even LinkedIn asked me to be part of their Beta mentoring program. People have also been asking me if I have a mentor and why. So I wanted to share some of my views through this article.

A mentor might teach you new skills, they might be a great listener or they might help you through a difficult situation or talk about your career. If you are already taking the time to mentor someone, then full credit to you for using your time to share your knowledge.

The question is, how does this differ from your manager? Well, it doesn’t. Your manager is trying to do all those things with you already. As a manager, I try and adapt to each of my team members styles and preferred communication methods. I try and understand their deeper motivations and what precise help they need from me right now. But I can admit that there are limitations on how much I can adapt whilst still providing my best coaching for optimal results. This is because one person doesn't embody every attribute to handle every situation.

I recently completed a book called Vital Friends by Tom Rath (link here). It talks about the 8 different types of friends we need in our personal and work lives. These 8 attributes are what you should identify in your manager. The ones that are not naturally matching is what you might want to find a mentor for.

One. Builders. A builder is a manager who is always pushing you to be more. They genuinely want you to succeed and will invest their time to develop your skills and go out of their way to clear a path for you.

Two. Champion. This is the person who will boost your brand by talking about the good work you are doing to the right people. They understand what you are great at and ensure others know about it.

Three. Collaborator. This is a person who is well connected in the organisation and will ensure you don't end up in a quiet corner working alone. They will encourage you and introduce you to other like-minded people that can help you reach your goals quicker.

Four. Companion. This is your go-to person when something big has happened. The good and the bad. They are the ones you can vent to in an unfiltered fashion with no judgement. They will listen and be there for whatever you need.

Five. Connector. This is a person who knows your organisation. They somehow know key people and have built a relationship with them. They know what their goals are and their obstacles. The connector will introduce you to the right people at the right time to help you move forward on an initiative or your career.

Six. Energizer. This is the person described as 'always on'. They are positive and boost your morale. They seem to never stop which inspires you to do more. They keep you motivated and focused on reaching your goals.

Seven. Mind Opener. This is the person that asks you those probing questions. They listen between your words and ask the right questions to lower your doubts. They expand your thinking and potential. You walk away from short sessions feeling like you need a week to process your new thoughts.

Eight. Navigator. This is the person that knows you well. They know this is not the time to ask probing questions. They know to give you the advice to keep you level-headed and weigh up the pros and cons of a situation. They help guide you and show you what a positive future would look like.

Knowing the above 8 things. If your manager can tick 4 or more then you have a good manager. But that leaves 4 more that you might need someone close to you to help with or a mentor. This person might be another people manager in your same team, or someone completely out of your organisation. Either way good luck in your search and when you find the right person. Be sure to use your time with them well.

Note: Opinions expressed are solely my own and do not express the views or opinions of my employer.