A few months back, I talked about the importance of employee development (www.securityinfowatch.com/12209474) — what it is, who should develop, and how it is done. I spoke about the leader and the individual, and the roles they each play. There is another key player in the world of personal development I would like to discuss with you, one which we all need, and one we can all be: the mentor.
The most important reason why you should mentor is to help others succeed. Not only can you share what you have learned over the years, but potentially share your natural strengths with others. Doing this makes you a better leader, a better resource and a better person.
Why does someone need a mentor? Having a mentor or mentors is a critical part of personal and business development. They act as a sounding board, a trusted advisor, a confidant, an unbiased observer, and a source of honest feedback. Your mentor is that third party who can tell you how it is, and tell you how to get there (wherever “there” may be for you and your career). In the areas where they mentor you, they have been there and done that, and can help you achieve your goals.
Who makes a great mentor? In a very broad sense, anyone can be a great mentor, but here are some of the characteristics I look for. First, a mentor needs to be someone you trust and are comfortable with. If you don’t feel like you can be 100-percent “yourself” when talking with your mentor, then you won’t reap the benefits of true personal development.
A mentor needs to be honest. Sometimes the truth hurts, and your mentor needs to be able to deliver these truths. This also helps to display why you need to feel comfortable with your mentor. Remember, development isn’t always comfortable or easy; thus, if the feedback isn’t comfortable, the relationship needs to be.
It may seem obvious, but a mentor needs to be available. This doesn’t mean that you have 24/7 access to them on a whim, but it does mean that you can count on them sticking to a regular schedule and staying in touch.
A mentor should have a strong knowledge of your opportunities. Notice I didn’t say that a mentor needs to have an expertise or a strength in your opportunities! While in many cases your mentor may excel in the area where you struggle, it is also a common scenario where your mentor may share the same struggle. Someone who can directly relate to the issues with firsthand knowledge can often provide insight into how they got better themselves.
There is also a common misconception that a mentor needs to be someone senior to you, either in age or career advancement. One of my mentors told me about his mentor, who was actually a few levels lower than him at the company. The level didn’t matter; his mentor helped him succeed at an area where he struggled, and the acknowledgement of this made the title associated with the position unimportant.
The Mentee’s Role
Your role as a mentee is the most critical part of the relationship. First and foremost, you need to be a willing participant in your own development. You drive the change. If this isn’t critically important to you, why should your mentor give you their valuable time and effort? You need to drive the plans, take ownership, and consistently provide open and honest communication. If you are not clear and candid with what you are trying to achieve, your mentor will have a hard time helping you get better.
Just as important, you need to be open to your mentor’s thoughts and direction. Challenge yourself to be uncomfortable, and accept their input. Remember, they are your mentor for a reason.
Finally, your most important role is to follow through on your actions and commitments. It shows your mentor that you are engaged and not wasting their time. They will want to see that you are not just going through the motions.
Anthony Berticelli is the Director of Education for PSA Security Network. Request more info about PSA at www.securityinfowatch.com/10214742.
