A mentoring relationship is a transfer of skills in both directions, allowing both mentor and mentee to develop new talents and build self-awareness. In business settings, for example, the mentee becomes more in tune with the corporate culture and the mentor can hone leadership skills Arguably the toughest part of a mentoring relationship is finding a mentor. When beginning your search, consider these tips:

Know yourself: Consciously think about where you are in your career, and where you want to be. Honestly assess what type of personality you have, and which types complement your style. Genuinely consider your strengths and weaknesses, and how a mentor might guide you through your growth. If you don’t know yourself, how will another person be able to support you?

Be proactive: In some cases, mentoring relationships form naturally. However, don’t rely on this happening. Have a deliberate course of action to find a mentor, such as these tips:

Ask for referrals: As with any search process, tap into your friends’ and colleagues’ networks to expand your reach. With the theory of "six degrees of separation," you’ll find the appropriate mentor in no time. You also might find that gathering multiple perspectives is preferable. When requesting referrals, be clear about what you’re looking for and why. It’ll save your time, your friend’s energy and the contact’s efforts.

Stay open to who this person might be: A mentor is someone who will help you grow in the area(s) most important to you. This person is not necessarily your supervisor or anyone with a high-ranking title, or someone in the same business. Look for someone who exemplifies the traits and skills that you want to adopt. If your accountant models the mindset-management behaviors that you strive for, she could be your mentor.

Identify where you can find a suitable mentor: Good sources of mentors include your management team, industry associations, online communities, your clergy and/or congregation, and professors. Also consider people in your non-workplace communities, such as retirees, local business owners and people associated with your hobbies. (Note: Some personal coaches advise against choosing your supervisor as a mentor because of a possible conflict of interest.)

Know what you want to achieve from this relationship: A clear understanding of your purpose and desired result will ensure that you find a suitable mentor, and that you and your mentor find value in the relationship. (This clarity also eliminates any future confusion regarding roles and expectations.) Use our planning and visioning tips to help discover and articulate your goals. See below for links to these documents.

Think about people who have been your mentors: Whether deliberately or not, each of us has had mentors in our lives. Think about the people who have mentored you and the qualities that you appreciated most about them. Use these traits as barometers to finding a new mentor.

This information provides food for thought rather than counsel specifically designed to meet the needs of your organization. Please use it mindfully. The most effective leadership or communication plans are those that have been tailored to your unique needs and organizational culture, so don't hesitate to get assistance from a qualified adviser. Have questions? Send us an email.