How can you learn from more experienced colleagues, given many of us now spend our working days within our own four walls? Remote and virtual working is here to stay, so we must find ways to ensure we can still learn from each other and develop strong professional relationships. Mentoring can be a powerful way to do this, but it will take some ingenuity to establish in a post-pandemic world.

Why is mentoring valuable?

Mentoring can be beneficial for both the mentor and the mentee. For those being mentored, it can help to:

• Improve confidence
• Develop a career strategy
• Breakthrough career stagnation
• Identify critical skills gaps

Mentors will likely have many demands on their time, but mentoring can be a hugely valuable activity if done correctly. Studies have found that leaders who act as mentors are more satisfied with their jobs and committed to their organisations.

In addition, mentors can:

• Learn how to nurture talent (essential for management)
• Improve their performance by reflecting on another person’s
• Develop better listening skills
• Find solutions to their shortcomings by helping others
• Boost motivation and confidence

Being a mentor is not about lecturing or taking control of someone else’s career. It is a dynamic relationship based on respect and listening, helping both parties reach a mutual understanding. Building a positive relationship outside the usual pressures and intrigues of the workplace can be hugely refreshing and insightful.

In remote working, a mentoring relationship might involve more personal connection than your working pattern provides, helping to stimulate and inspire social connection.

How do you find a mentor?

Suppose you want to find a mentor but are wholly or partially based outside the workplace. In that case, there are fewer spontaneous opportunities to establish rapport with senior colleagues that might develop into a mentoring relationship.

This doesn’t mean mentoring is impossible; you must find an alternative way to build connections. It might take some work, but you can get there with persistence. Here are some tips to help you on the way:

• Know what you want – A potential mentor needs a clear picture of who you are and what you want from them. This means articulating your experience, career goals, and the kind of guidance you are looking for a mentor to provide. Take the time to think this through before approaching.
• Be open-minded – Don’t be downhearted if your dream mentor gives you the brush off. Consider a wide range of potential mentors, from different teams in your organisation, outside of it, in your broader networks and social media networks, or even family and friends. No rule says you can only have one mentor – if you can’t find one perfect model, you can build multiple relationships with people who can help you with different aspects of your career.
• Think of the mentor’s perspective – It might help to build the mentoring relationship if you show interest in your mentor’s role and experience. Identify interesting areas or achievements and ask them more about them. A little ego polishing never did anyone any harm!
• Take your time – If a mentor doesn’t seem quite right, it’s OK to move on, whatever stage your mentoring relationship has reached. This needs to benefit you – make sure a mentor has what you need before you commit too much time.
• Appreciate your mentor – A mentor is investing time and effort in helping you to develop. There’s no need to be sycophantic, but you might find ways to reciprocate support by helping with research or helping with basic tasks. Also, ensure you show the basics – turn up on time and be polite!

Mentoring as a springboard for success

We all need to adjust to the new working methods in the post-pandemic world, but that doesn’t mean personal relationships have lost value. Building a mentoring relationship can be even more productive and valuable since colleagues spend less time in the office.

When approached correctly, a mentoring relationship can be transformational for both parties. Investing time in professional and personal growth is never a bad idea – make sure you find a mentor that aligns with you and your objectives.

Ian Barron

Mentor to tax and other professionals | Former VP & Head of Corporate Tax, American Express EMEA

Everybody in an organisation needs someone to talk to about their career; nobody has all the answers!

It’s important that mentees have a variety of mentors (1) An “impartial independent”, someone experienced outside of the organisation (2) A senior contact from within the company and the same disciple (technical viewpoint) (3) A senior contact from within the company from a different discipline (soft skills and leadership perspective).Some mentors are strong technically, others can offer their experiences from a more practical perspective.

A good mentor could be summed up by the ‘G.A.S’ concept ….Guides, Advises & Suggests” never directs nor dictates.