6 steps for intentional mentoring

Climbing Together: 6 steps for intentional mentoring

This is a guest post by Sonia Wadhwa, Senior Director in Microsoft’s Cloud +AI group, strong advocate of Diversity and Inclusion, and influential member of The WIT Network. Sonia recently hosted Climbing Together: Empowering Women in Tech Through Mentoring, an exclusive webinar for The WIT Network.

Entering 2024, mentoring is more crucial than ever in our professional lives. Career paths are no longer linear and predictable. People frequently switch jobs and roles and are often required to master new skills. This is a significant shift from previous generations, where long tenures at one company and organic growth were the norm.

It is under these conditions that mentorship can play a vital role, especially for women navigating the fast-paced and ever-evolving world of technology.

The role of mentoring in the professional development toolbelt

I often get questions about the difference between mentoring, sponsorship, and coaching. While all aimed at supporting your professional and personal development, each plays a unique role in that development.

In short, coaches ask questions to help you get to the answers and solutions yourself, nudging you to look inwards and unlock your potential. Sponsors scope out opportunities and actively advocate for their proteges, in addition to providing strategic and sometimes tactical support.

Mentors, on the other hand, provide advice, guidance, and direct feedback on their mentees’ challenges and opportunities, which is often drawn from their own lived experiences. The mentorship relationship fosters not just enhanced technical skills but also boosts confidence, cultivates leadership qualities, and nurtures a sense of belonging.

I take time to unpack the nuances of these roles and relationships as well the deeper benefits of each in my webinar Climbing Together: Empowering Women in Tech Through Mentoring.

When an organization invests and values mentorship, it is instrumental in shaping a more inclusive and diverse environment where women can confidently pursue and achieve their career aspirations, transforming the landscape of technology with their unique insights and contributions.

6 steps to a successful mentoring relationship

In my broad experience as a mentor, mentee, and creator of mentoring programs, I have found that there are several steps and best practices you can follow to define your goals, identify the right mentor for you, and nurture a transformative mentoring relationship. I strongly encourage you to watch the webinar to get the most from the content and exercises provided.

1. Identify your career goals and expectations from a mentoring relationship

First, identify your main purpose for seeking a mentor – are you looking for insight on how to navigate a challenge, learn a new skill or competency, or expand your network? What specific professional goal are you pursuing and what guidance do you need to get there?

2. Conduct a self-assessment

Now take a deeper look at the goals you’ve identified in the first step. For each goal, identify growth and development areas you need to work on, core strengths that will help you succeed, and what external challenges you may be facing. Making these known to your mentor will enable them to help you develop action plans and leverage your competencies more effectively.

3. Identify the mentor that’s right for you

Spend some time thinking about what qualities, experiences, and skills you are looking for in potential mentors. Here are some factors to consider:

• Relevance experience – do they have expertise in the areas you need advice in?
• Ability to inspire – are they excited about their work and do they inspire you?
• Communication – does their communication style complement yours yet makes you feel comfortable?
• Availability – can they meet with you regularly?
• Connection – are they empathetic and make you feel at ease?
• Active listening skills – do they hear what you’re saying?
• Reciprocation – are they willing to hear your perspective?
• Commitment – are they committed to supporting your growth?

Which of these are deal-breakers for you? Take the time to find the mentor that is a good fit for you and your goals in this season. Don’t be afraid to seek recommendations and advice from colleagues, friends, or acquaintances – you never know where that golden introduction will come from.

4. Find potential mentors

Not every mentor will be found across the hall. You may need to employ several different routes to find the right person. I recommend:

• Company mentoring programs – check to see if your organization has a mentoring program and request a match. Don’t forget that you can be a mentor as well, regardless of your career stage.
• Observe your colleagues – Take time to observe colleagues in different professional settings (such as meetings, executive reviews, casual lunches) and take note of the qualities they depict. Who inspires you? Who challenges you? 
• Ask around – Ask your manager, peers, friends, or family members for recommendations and introductions to potential mentors.
• Leverage your networks – Get involved in professional networks, employee resource groups (ERGs), and interest-based communities. Take the time to learn about people and develop relationships.
• Attend events and workshops – Especially ones where you can connect with people who have varied expertise and experiences.
• Go digital – Leverage online platforms, websites, or apps that can match you with a mentor based on your profile, goals, geography, and more.

5. Recruit your mentor

Once you’ve identified a prospective mentor, craft a succinct pitch. This should include a brief introduction of yourself, a description of your why (what you hope to gain from the relationship), how their profile relates to your why (the experience, skills, character traits, that attracted you to them), a demonstration of your commitment (what you’re willing to do to make it work), and a clear call to action (will they be your mentor or introduce you to other potential mentors if not available?).

6. Build and nurture the mentoring relationship

Remember that mentoring is a two-way relationship. Learn about your mentor prior to the first meeting – ask about their experience and allow them to share about themselves.

on your discussions and share the results. Demonstrate active listening and openness to feedback.

All of this demonstrates your commitment and encourages their continued investment.

Final thoughts and misconceptions

As you embark or perhaps reevaluate your mentorship journey, remember that a mentorship relationship doesn’t have to be long-term. It can be just one great coffee chat. It’s important to determine what you need, what the specific mentor can provide, and what time frame is needed.

Mentoring is valuable across your career journey. Anyone who is interested in dynamic growth and continued learning can find goals and development areas that would benefit from the insights of another personor two, or three. Most people benefit from a couple different mentors depending on their goals and intended growth areas. Assess how different people might provide more targeted support for you in your journey.

Finally, don’t limit yourself to finding a mentor a couple levels up the hierarchy. You may find that a peer colleague can be a fabulous person to guide you in leadership development. Or, you might find that a technically-astute junior colleague could help you navigate certain new technologies.

Join the workshop

Learn how to unlock the power of mentoring to navigate and thrive in your career by participating in the workshop on demand, Climbing Together: Empowering Women in Tech Through Mentoring. Through interactive exercises and insightful discussions, you will hone essential skills and take away actionable strategies that allow you to become empowered mentees and effective mentors.

I also welcome you to connect with me on LinkedIn.