Do you have good mentors?
Do you know and fulfill your responsibilities as a mentee?
Are you a good mentor to someone?
Why is Mentoring Important for Latinos?
Society of Human Resource Management, Catalyst Korn Ferry (with Columbia Business School) and other university Studies reveal:
- The overwhelming majority of people of color who had mentors found it improved their job search and career success.
- 56% of women of color report their greatest barrier to advancement was lack of mentors.
- 71% of multicultural executives say they have informal mentors and 22% report they have formal mentors.
Adjunct Professor Anna Duran explains that the data reveals that successful minorities, with mentors who are supportive superiors, coworkers and other professionals, progress more rapidly in their careers. At the 2009 Hispanic Association on Corporate Responsibility Symposium, Ramona J. Armijo, PhD, commented that Latinos, especially Latinas, feel the impact of not having mentors.
The Roles of Effective Mentors
Consider your mentors as a Career Board of Directors. Acclaimed author and senior executive Juan Roberto Job suggests that the best mentors can:
- Serve as a role model, nonjudgmental counselor, or trusted sounding board for work-related problems or ideas.
- Advise you on how to position yourself in your job search and for career advancement.
- Teach you the "software" of the organization; show you the ropes of the organization; decode the organizational culture for you; and guide you through the thicket of office politics.
- Arrange developmental work assignments and projects.
- Enhance your knowledge base and skills.
- Bring your talents to the attention of people in positions of power and provide access to crucial networks.
The Mentor Mix: Building Your Career Board of Directors
In today's evolving workplace, career mentors are no longer just the older more experienced and professional in the hierarchical structure. Your mentors can be formal or informal, short or long-term, and be there for you as a global or issue specific capacity. We recommend that you have mix of mentors that can fulfill a variety of needs, including:
- People of your culture and outside your culture.
- Males and females.
- Formal mentorship programs, individual mentors or informal relationships.
- Individuals, company based employee resource/affinity groups and external professional associations
- Leaders, peers in your company/industry.
- Experts from cross-functional segments in your organization/industry.
- Knowledge experts/people with specialized skills and experiences.
- Industry peers and contacts from outside your company.
- Career, workplace, and life coaches.
- Accountability partners.
- Long-term, time-specific or situational.
Making the Relationship Meaningful
- Define your relationship together, including how often and how long you will meet. Stay within the set parameters.
- Respect your mentor's time. Don't call him or her with questions. Except for unusual situations that cannot wait, save it for your scheduled meeting.
- Stay organized to make the most of your sessions. Keep a notebook binder with the following categories: Mentor Questions, My Action Plan, Mentor Notes/Emails, Items for Discussion and Meeting Notes.
- If you are given an assignment, get it done on time and ready to present in a professional way.
- Be open-minded. You may get feedback you do not like. Take it in the spirit given.
- Share your appreciation. Your mentor is giving up precious time and sharing valuable knowledge with you. Offer to help them in return.
Remember
As you reach your career goals, don't forget to repay the favor by helping others achieve their career goals.
Part II - Your Career Mentor Checklist to help you evaluate your role as a mentee and successfully navigate the mentorship process.
¡BUENA SUERTE!
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