Mentors are very important for working people like us because they can help guide and push us to progress faster in our careers.
When you step out of college, whether your GPA is high enough to earn honors or low enough to almost get kicked out, you have to start over and have a lot of questions in your mind: “What should I do next?” Even though the curriculum at the university covers the knowledge that requires calculation or theories to be appropriate for the specific work in your field, if everything seems to be going well, but the only problem is, how can I advance in my career? When it comes to this topic, it really makes me wonder which subject this should be in? Or which subject should it be in?
“The first thing we should do is find a mentor.”
When we hear the word “mentor”, the image in our heads is usually a very specific person. That person must be skilled, successful, and have the guarantee of being able to give you advice. But in reality, such a mentor is just someone who is ready to take care of you, give you advice, tell you what to watch out for, and invite you to meet people you should know. These are the things that a mentor, or maybe even a consultant, does. Mentors often come in many forms, depending on what you need help with. What they do is they just offer you the right help.
This article will introduce you to 7 mentors that you should consider and see which one is the best fit for you to help you quickly advance your career.
1. Traditional Nanny
A traditional mentor is someone who has been in your field or industry much longer than you, maybe two or three years ahead of you. They may be supervisors, managers, or professors who have helped you navigate your educational and career path. They may have been in the same role you are now, or they may be in the role you would like to be in in the future. They are often mentoring you on the same path you are on, just keeping you from falling off track before you reach the finish line.
“Interested in people who work because they are inspired or people who work because they want to do it themselves?”
When you start looking for a suitable mentor at work, look for someone who does the work because they are inspired to do it, or because they want to do it themselves without anyone or anything else. They will provide you with a traditional mentoring style that can be a lasting connection for you to work on until you retire. As you begin to develop your own career path, don’t be intimidated when you find yourself on a different path than your mentor. The path you are on is your own path, and if you are ever unsure, simply find a new mentor who is on a similar path and can guide you along the way to success.
2. Relationship-based nannies
Relationship-based mentoring is a common occurrence over lunch, dinner or during work when there is an opportunity to talk about gender, race, religion or other characteristics that remind you that you are not alone. These can even lead to changes in organizational policies.
“If you wanted to have a party at your office, would you choose to consult someone who doesn’t celebrate Christmas?”
It’s hard to get an organization to celebrate a special day like Christmas if you’re someone who has never celebrated Christmas. So find someone you can relate to. For example, maybe you’re a single dad who’s free on Fridays because his wife is picking up the kids. It might be great if you can start bowling together or have a little party on Fridays. But it’s hard to find a friend who has to pick up the kids from school instead of his wife every evening and then goes home for dinner with the family. It’s not a good idea to find someone to talk to.
“Just because you speak the same language doesn’t mean you’re twins.”
When you’re looking for a mentor, choose one based on your interest in building a relationship with one another. Don’t assume that they’re your soulmate just because you speak the same language or don’t eat the same breakfast. It’s important to find someone who has one or two things in common with you, with whom you can share experiences and listen empathetically. A relationship mentor can give you the confidence to move forward.
3. Group mentor
If you can’t picture a mentor providing group counseling, consider our summer internship program, where we have a mentor who teaches every student in the department. Of course, our mentors are people who have worked here before, have experience, lead groups, and provide personalized advice to every question that each intern has each day or week.
“Group counseling is like a book club where everyone is interested in doing things together, but at the same time, there is enough space for individuality.”
You can learn a lot from your mentors and peers while building a stronger relationship with them. As you talk about the problems they are facing and receive advice, you can apply the same advice to your own problems and you may even find yourself starting to turn to your mentors directly for advice and support yourself.
4. A mentor who acts like a friend or advisor
Some may call this type of mentoring a “friendship” or a working relationship. In fact, you can learn a lot from someone of the same age, seniority, or situation. In addition to the advice and experiences you can share, it can also create a sense of camaraderie.
“Some problems require consultation from people who are in the same situation in order to understand each other.”
You may be facing a complicated client. You may be struggling with prioritizing your work or struggling to find a way out of a difficult situation. Asking for advice from a friend in the same or similar position will save you a lot of explaining and give you more relevant advice. They may have been in the same situation as you, or you may have been in the same situation they are in. The perspectives you and your friend have will be similar due to similar work positions or responsibilities. It is easy for you and your colleagues to be each other’s advisors while also providing each other with a sense of camaraderie.
5. Cross-functional mentors
Sometimes we seek different perspectives from the ones you have in your career. If you look at your career from the perspective of the one you have, you may think that it is so good that you want to do it forever. If you start asking for advice from colleagues in the same career, you may get the same answer as your own. So when you seek answers from different perspectives, look for mentors across different fields to gain new perspectives for your needs.
6. Reverse Nanny
Calling it this way may not give you much of a picture. To put it simply, when an executive or manager wants a perspective from someone who is new or has no stake in the organization, because that perspective is not something that the executive who is in charge of the entire organization would see. Interacting with interns or new employees who have just joined may help managers or executives learn how to be humble in order to open their eyes and perspectives to learn new things.
“Don’t ask for advice on a problem they are not an expert in, but rather for advice on a problem you cannot see from their perspective.”
You can look for new systems or processes that are really working from this type of mentor. They can help you explore new areas, new tools, and new skills that you yourself have never had access to. Seeking new perspectives to create viable strategies without being closed off is something that most executives and managers often overlook. So, don’t judge them just because they are new, but see their newness as an advantage and what it can offer you.
7. Parasocial Nanny
Parasocial is a semi-social relationship because it is a one-sided relationship. But don’t be afraid because you will see many people who are obsessed with celebrities, singers or idols. They are willing. Even though it is a one-sided love, you will see how much happiness one-sided love can bring them. Parasocial counseling is being a public speaker or expert who delivers advice through long-distance communication. Whether it is beneficial or not depends on whether the destination chooses to listen and apply it or not.
Conclusion
By now, you may be thinking about your boss at work, a co-worker, a friend from another department, or the intern you just mentored yesterday. You may be categorizing them into what kind of mentor they would be for you. But before you get too caught up in categorizing them, you should also ask yourself what kind of mentor you are.
First of all, you need to consider your career, the process or process that will help you master your career. Do you need someone who understands the pressure? Or do you need someone who is an expert to teach you things you don’t know to increase your own level of mastery?
As you begin to devote time to your training, take a moment to reflect on what you need and what you are lacking moving forward. Try to figure out what you need right now. When you find something that motivates you to try harder and prepares you for career advancement, you will gain clarity on what kind of mentor you are looking for.
Reference:
7 Types of Mentors That Can Help You Thrive in Your Career
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