Choosing A Mentor

How do you choose a mentor? The first step is being clear about why you want a mentor and write it down. What do you want to learn? Are you looking to learn specific skills? What motivates you? Having a clear objective will help you find the most suitable mentor and will keep you focused on your goal. Remember, mentoring is a relationship, you get out of it what you put into it. Once you have decided to look for a mentor you must put time aside to dedicate yourself to the mentoring process.

Where do you start? Look for someone who can give you advice and inspire you to achieve your goals. This person may be working in the same organisation, in your network, even in online forums. Focus on people who you respect and have built rapport with. This person could be from a different generation or industry. When you have found the right person the next step is to approach them with clear and open communication. Explain why you would be a suitable mentee and why you believe you could work well together. Remember to respect their time. People who have the skill set to be great mentors are often very busy doing the very things that make them great mentors.

You need to meet on a regular basis and make sure it’s a convenient time and location. Be organised by having a list of questions ready, keep it short and remember to send a thank you note. Inform them of how their advice is making an impact on your goal. Your meetings could be online, on the phone or in person, either way, make the most of each meeting by being transparent. Transparency will help your mentor to understand what you need and how they can assist you in attaining your goals.

Mentoring is a two-way street, the mentor also has goals which they can fulfil through mentoring. Keep this in mind when you receive any feedback. The mentor can only go by what you tell them, so be sure to be clear about what you have found useful and what’s not working for you. It may be your approach that’s holding you back, rather than the advice you received. Flexibility is key. Some of the outcomes achieved may be different to your expectations, however, this is often an opportunity to move your goals into a different and better direction.

Take note of how the relationship is progressing. Do you feel comfortable with your mentor? Is there rapport between you? If not, you could have picked the wrong mentor. Or you could be misrepresenting your goals and needs. Or perhaps you have unrealistic expectations. Mentoring is an ongoing process, be patient, this is not a formal relationship – there is a degree of flexibility required. When seeking a mentor avoid using the term ‘mentor’. Instead, consider whether you can be completely open and honest. Has the mentor shown a real interest in you and what you are striving for? Does the mentor remember important facts and details you have previously mentioned? Do they understand your role and industry? Has their feedback contained actionable advice that is easily applied? Is their feedback specific enough for your needs? Look at the experience gap. If there is more than ten years of experience between you they may be too senior. Do they give you their undivided attention when you meet or do they seem distracted?

A mentor will be considering if they can be helpful based on your approach. They need to weigh up whether they can address your specific needs. The mentor will be looking at your level and depth of openness and honesty. Are you willing to share your vulnerabilities? Will you be proactive? Will you have prepared specific questions? Is meeting with you giving them a chance to learn more about themselves and their career? Do they feel that meeting with you is a good use of their time?

Consider asking your set of questions, outlined above, to the potential mentor. How do they respond? For example, what do you they know about your role or industry? These questions will show that you are prepared and serious about the potential relationship. Their response will help you to decide on the best possible candidate. Once you have found a few possible candidates, send them the mentor questions listed above so they can use it as gauge for them to consider the potential mentoring relationship. This shows you have certain expectations of the mentor and will weed out the ones that can’t invest in you. If you both answer all questions positively, then you have a a very strong indication of a potentially good and productive relationship.

At Picnic Point Toastmasters we use a similar process in our mentoring program. We match your needs with an experienced Toastmaster who will serve as a role model and support you through the stages of your Toastmasters journey. Picnic Point Toastmasters meet at 7pm every 1st and 3rd Tuesday at Club Picnic Point – 124 Lambeth Street, Panania.

“Mentoring is a brain to pick, an ear to listen, and a push in the right direction” (John Crawford Crosby, American politician).

Collective Leadership

According to Wikipedia, “Collective leadership is a distribution of power within an organisational structure. It is considered an ideal form of ruling a communist party, both within and outside a socialist state.”

How does it work? Collective leadership is driven by mutual respect, shared knowledge and complementary strengths. The team is often lead by several people who share a powerful vision and is centred around trust, transparency and effective communication. Everyone takes responsibility for the success of the team. Decisions are shared and personal authority is based on knowledge and strengths.

Why do we need it? Knowledge sharing avoids silos, change and innovation occurs more rapidly and better decisions through open feedback encourages participation. Individuals have the opportunity to create their own solutions, using their respective motivations and shared responsibility reduces pressure for all involved. Using an individual’s strength and talents helps them develop expertise, knowledge and skills aligned with areas of responsibility.  

When people are involved in developing team goals they are more likely to take ownership. Motivation and productivity increase as each individual is given the opportunity to make decisions and develop solutions – leading to a sense of purpose.   Multiple and diverse inputs ensures the results are maintained and continued. This minimises the risk of knowledge and skills being lost if one person leaves the group.  

How can we implement a collective leadership style? Firstly, realise that it is a complicated process, due to the need to blend passion with accountability, engagement with strategy, innovation with discipline. This requires patience to develop the type of culture and environment that will establish a collective leadership. Start with shared goals and objectives, cultivate a sense of belonging, encourage employees to participate in strategy development.

Your vision must be clear around purpose and goals, establish trust amongst your employees and peers and ascertain whether the group of individuals involved in the process are capable to support the agreed goals and objectives. When properly cultivated, shared goals become a reality and the people involved will develop products and services that they are proud to be a part of.

If you are interested in collective leadership, creating and inspiring quality relationships, developing trust and motivation, then it’s time you considered visiting Picnic Point Toastmasters.  We meet at 7pm every 1st and 3rd Tuesday at Club Picnic Point – 124 Lambeth Street, Panania.  

“Alone we can do so little, together we can do so much.” –Helen Keller