Mentorship is arguably one of the most valuable tools in your professional toolbox as you grow. It’s like a rocket ship that propels you to the next level, allowing you to learn from the successes and mistakes of people who’ve been where you want to go.
As a career coach for executives, finding the right mentor is a topic that often comes up in my work with senior leaders.
In a previous article for Forbes, I discussed why mentorship becomes increasingly important (dare I say necessary?) as you advance in your career. Yet it’s an area that executives often neglect until they need help, which is a shame because mentor-mentee relationships take time to develop.
So, how do you find executive-level mentors as you grow in your career?
How To Find Valuable Mentors At The Executive Level
Here are 4 practical strategies for identifying potential mentors as an executive:
1. Leverage your company’s mentorship program.
Many companies, especially in the tech industry, have established programs that connect staff with mentors (and mentors with mentees). And these programs aren’t just for early-career professionals.
I’m repeatedly surprised by how many executives work at companies with formal (or informal) mentorship programs but don’t take advantage of these valuable opportunities to connect with senior leaders at their company.
These programs are a great way to organically connect and build valuable relationships across your organization, especially if you’re looking to switch departments or secure a promotion. There are few easier ways to gain such great visibility internally.
Important: You’ll need to take the initiative to sign up for these programs and meet with your mentor regularly.
2. Reach out to leaders you admire.
Whether inside your company or beyond, if there’s a leader you admire, reach out to them and request an informational interview to learn more about their career progression. If the conversation goes well, it may evolve into a genuine relationship.
One of my clients, a senior program director at a Fortune 500 tech company, wanted to grow in her career. She used her shared experience as an Indian woman to reach out to the company’s new CIO. Their conversation went well and evolved into a mentor-mentee relationship.
Importantly, these mentor prospects don’t have to be people you know. Use LinkedIn to reach out to people whose backgrounds and career paths you admire. If you have a shared background or experience, you can leverage this in your outreach. Examples include:
- Attending the same school (alumni organizations are a highly underutilized networking opportunity!)
- Going to the same church, synagogue, or mosque
- Volunteering for the same nonprofit organization
- Being members of the same Slack community
While most executives won’t proactively offer to mentor you, many are happy to meet quarterly—if you take the initiative.
Here’s a screenshot from when I originally reached out to one of my closest mentors, Wendi Weiner, the #1 resume expert. This short message led to a genuine mentor-mentee relationship and friendship.
3. Join communities specifically designed for executives.
There are online communities specifically created to support executive-level career development and provide access to experienced mentors.
While it’s impossible to list all of them here, the following are a few that my clients consistently find valuable:
Young Presidents’ Organization (YPO)
YPO is a popular choice if you’re a senior leader looking for a community of executive peers.
According to its website, YPO is “the world’s largest leadership community of chief executives.”
It differs from other membership organizations in that all members are the most senior executive in their company and meet specific global criteria.
A CEO client of mine recently shared that he’d outgrown other professional groups, because he often felt like he was giving much more than he was receiving. YPO allowed him to connect with peers at his same level and benefit from true mentorship again.
Chief
Chief is a go-to networking and mentorship option for many of my clients who are executive women.
“As the largest network of senior women executives, Chief gives members the vetted network and leadership insights they need to drive impact in today’s rapidly changing business environment,” according to the organization’s website.
Moreover, Chief is doing significant work on the inclusion front, which I appreciate. I heard Trey Boynton, Chief Diversity & People Officer at Chief, speak at a recent TroopHR member retreat, and I was impressed with her commitment to (and actions in support of!) inclusion.
TroopHR
If you’re an HR leader looking for a mentor, TroopHR was created with you in mind.
“TroopHR is the premier community and resource for the modern HR leader,” says Tracy Avin, founder of TroopHR.
“TroopHR offers its members a close-knit group of professionals who support and celebrate each other, unlike other communities that tend to be transactional,” she adds. “The mindset of a Troop member is that of someone who wants to contribute and help others.”
TroopHR is constantly adding benefits for its members. “The benefits include elevating your professional career and personal goals alongside the brightest minds in HR through thought partnership, unsurpassed connections, a rich calendar of workshops and seminars, group-based executive coaching, snackable courses, and a robust community of People leaders to encourage other professionals,” explains Avin.
(Disclaimer: I’m a facilitator for TroopHR and offer live group coaching for the community’s members. That said, I’d recommend this group to any HR professional looking to grow in their career.)
4. Hire an executive coach.
While executive coaching isn’t the same as mentorship, it can be a powerful complement.
Consider hiring an executive coach to support your professional and personal growth. It can be incredibly lonely as a senior leader, and coaching provides a confidential sounding board as you navigate change.
Your company may allow you to use your professional development funds to cover some or all of the cost of the engagement.
[Read: 11 Top Mistakes Leaders Make When Hiring An Executive Coach (And How To Avoid Them)]
How Do I Ask Someone To Be My Mentor?
Try to avoid asking someone to be your mentor in your first outreach message. Take time to understand the individual and their values before making the ask. You may even realize they’re not the right fit.
Instead, request a conversation to get to know them better and learn about their career journey. If things go well, you can then bring up the topic of mentorship and explore their capacity for supporting you.
Should I Have More Than One Mentor?
Absolutely. No single person will have all the answers. Consider building a “personal board of directors” that you can turn to when faced with opportunities and challenges. Each mentor will offer unique perspectives that you can synthesize into the best decision.
Also, know that your mentors will likely change as your needs evolve. That’s completely normal. (As a recovering people pleaser, I recognize ending a mentor relationship sounds scary, but a good mentor will understand.)
What Are The Qualities Of A Good Mentee?
It’s also important to be a good mentee. Although you don’t need to follow every piece of advice your mentor gives you, you should actively listen to their input and report back on your progress.
Don’t just reach out when you need their help. A quick monthly or quarterly check-in email expressing your appreciation and progress can go a long way.
Being a mentor takes a lot of energy. As someone who engages in a lot of mentorship, there’s absolutely nothing I appreciate more than a quick thank you message (preferably via snail mail) expressing appreciation for my time and effort.
Final Thoughts On Finding Executive-Level Mentors
Building relationships with executive-level mentors takes time, intention, and a willingness to make the first move. Don’t be afraid to take part in your company’s mentorship program, reach out to people you admire, and join new professional membership groups if your current ones are no longer serving you.
You might also benefit from working with an executive coach to accelerate your career. Please feel free to reach out or schedule a consultation to explore whether I’m the right coach to support your next step. I’m here for you! You’ve got this!
