In a global society where personal successes are praised all around—in the workplace, academic space, and our families—the fear of failure is amplified. However, trying to function daily with self-proclaimed competence isn’t enough. At the end of a four-degree, students believe that they are ready for the workforce, in theory.
Conversely, generations prior often realized the need for practical training. So what’s the balance? How do we better prepare students for the workforce, and how do professionals grow in their positions?
Seek out mentors.
The benefits—both academically and professionally—are countless. Research confirms that having and being a mentor have numerous advantages, such as increased job satisfaction, greater organizational loyalty, improved job performance, enhanced career success, and an increased sense of belonging (Ghosh & Reio, 2013).
According to an article about dental education, mentoring has extraordinary benefits for students’ academic success and their mentors. Mentors help guide and boost the confidence of their proteges. Proteges benefit from greater job satisfaction and access to opportunities and networks they may not have had otherwise. While their mentors benefit from renewed professional satisfaction, legacy building, and pride in witnessing their protégés successes (Schrubbe, 2004).
How do these relationships happen?
Some are built into their studies or their professional workplace. However, more often than not, these relationships must be sought intentionally. Who is responsible for initiating the relationship when the benefits are for both parties? Many believe that the mentor must find and nurture the mentee. However, when a mentee initiates this relationship, they demonstrate a character willing to grow by showing a level of commitment. So, those of you looking to grow, these are the characteristics of a successful mentor that you should be looking for, according to Morton-Cooper and Palmer:
- A successful mentor is confident, not insecure. Confidence means that he/she is not afraid to share his/her network, isn’t afraid to share credit, and can deal well with others. Steer clear of potential mentors who are insecure.
- Successful mentors are competent but willing to admit their need for growth. Being competent goes beyond subject matter knowledge and taps into knowledge of organizational functionality, how to problem solve, and build upon their mentee’s strengths.
- A successful mentor is committed. He/she does not gate-keep his/her experiences, knowledge, or skills but is eager to share to motivate others. He/she is willing to invest his/her energy in others, even outside of working relationships. He/she is excited to see others succeed and thrive.
Do you have anyone in mind? Maybe it’s time to ask them if they would be willing to meet for a coffee. Identify someone you admire, begin to initiate a conversation, host them for a meal, take them out for coffee, and ask questions. Realize that whatever you invest at the beginning of the relationship will elevate you.
Cultivate a mindset that thinks long-term, not simply the short-term.