Why is mentoring the best way to raise leaders in your company?

This is happening more and more frequently, which is quite encouraging. A company with problems (eminently, with communication problems) decides to adopt a change of perspective and start doing things differently and decides to implement a mentoring project. The company’s directives hire an expert in this area and all of them design the program with the objective that the directors become the mentors of the top executives of the organization, who could be the leaders of it in the future, to develop their leadership skills. When these types of adjustments are made, the benefits are so many that they are difficult to classify. However, the most important of these is the new form of leadership that is built and executed for the good of the entire company.

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When leadership is built from mentoring processes, the leader that results is not a simple advisor to his or her subordinates, and, of course, he/she is not someone who simply delegates and gives orders so that everything is done to his or her convenience. A leader built a from mentoring processes, first of all, uses coaching skills and techniques; forms and transmits knowledge, and relates and sponsors the mentees. This type of leader considers three basic dimensions that must be developed in any professional role: Emotional, intellectual and social.

Obviously, for this to be achieved, it is necessary to have certain knowledge. Otherwise, the mentoring program could fail. Ideally, a company may start with a small group of mentors and mentees. A group of ten people, for example, is easy to follow and monitor, and from there it is possible to quantitatively extend the new versions of the mentoring programs.

In the same way, it is vital to choose the pairs of mentors and mentees very well. This selection should be made jointly with experts in the human resources area, or with external organizational psychologists. The idea is not simply to organize couples that get along but to complement each other in their knowledge and experience, and from which a true learning can emerge.

Before executing anything, it is very important to plan the sessions, and, above all, to elaborate a very detailed internal guide that includes a practical methodology that is easy to put into practice.

Read also: Why does your company need a mentoring program?, by Suzzanne Uhland

These types of programs are, of course, tremendously beneficial for mentees. What most often stands out in them is the increase of confidence towards the executives of the organizations, as well as a greater assumption of challenges when it comes to their roles. However, the most surprising factor about mentoring processes is the benefits in terms of increasing and improving skills to train other people and developing their potential.

There is always an increase in the level of personal satisfaction of mentors, which is a valuable resource in an organization. In fact, mentoring is one of the practices that most increase the level of commitment and satisfaction of the people who are part of a company.

The mentors consider their participation in the program very satisfactory, not only for the improvement of their competences but also for having contributed to achieving a difference, a change, and improvement in the lives of their mentees. In the same way, this happens because both mentors and mentees expand their own networks of professional contacts, as well as the acquisition of new technical knowledge (both for mentors, who are updated by the new knowledge that mentees bring from the academies, and for mentees, who are nourished by the experience of the mentors.)

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Mentoring has an exponential effect because it not only generates benefits for mentees and mentors but also for the entire company. It can be noticed in all programs, both for small (and family) companies and for large corporations. The main improvements that are obtained thanks to these programs for organizations are four.

The first is that organizational training is improved, especially when company executives become mentors, based on the example of those who participated in the mentoring program, and have taken as mentees other people within the organization to mentor them. The second is that individual performance is improved. This is so because the mentees generally show greater commitment, loyalty, and productivity. The third thing is that, as mentioned above, there is an increase in the level of trust: Mentoring programs increase trust between the members of the Board and senior executives or senior leaders of the company, as both parties learn to communicate in a closer and sincere way. Finally, governance is significantly improved throughout the organization. The relationships between the different interest groups at the internal level of the company improve, there is a clearer and more direct knowledge of the talent, and the leadership capacities of the people who work in the organization. This facilitates the identification of future leaders that the organization may need.

Recommended: Predicting the future of mentoring programs

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The Best Tips For Making Your Mentoring Relationships Successful.

 

Mentoring relationships are rich alliances in which both parties bring their best to the table in a joint effort to come out a better version of themselves at the end, not only professionally but also personally as well. As with most relationships, this is hard work and it requires practice and dedication in order to make the best out of the experience. Both parties must be willing to conform to the rules, to be honest, and forthcoming and to give their best effort when it comes to receiving advice and also giving it when needed. It is more common to see senior members of the organization paired up with much younger executives who want to take advantage of their experience so they know how to navigate the waters of career advancement. It isn’t different when it also works the other way around, when senior members utilize the skills of their mentees so they can learn about aspects of the business that they are not familiar with; things like technology, new trends and the evolution of the business itself towards places that are different from what they are used to.

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Today in Suzzanne Uhland’s blog we want to talk about some advice that can be useful for both mentors and mentees by helping them truly appreciate their mentoring relationship and learn from the mistakes and lessons that others have learned before from them. Remember that even if you look at mentoring as a bond in which someone takes the time and effort to guide a junior employee, that doesn’t mean the mentee is out of the hook when it comes to being responsible for giving back in this symbiotic partnership.

For mentors

Be an active listener. Listening is more than just sitting there and being quiet while the other person goes on about their life, their observations and postulate questions. Active listeners sit up straight, engage the speaker and annotate the information they receive so they can come back and review it. Using non-verbal language is extremely important in this engagement exercise and it works two ways: not only it allows you to show your mentee that you are interested in what they are telling you, but also it helps you process information in a way that gives you the best chance to answer back with insights that are truly useful and on point when it comes to advising for the best course of action.

Part of being an active listener also has to do with actually listening and trying not to talk so much. Some mentors believe that their job is to tell stories and illuminate their mentee with their particular clever insight on every situation. While this isn’t entirely wrong, you must know how to balance your speaking with your listening, as you need to make the right assessment as to how you can help, and how you cannot. Encourage independence and understand that your way of doing things may simply be one of the many ways out there to get things done. Personal anecdotes are great, but they should now take up all of the time you have together. Try listening and allowing your partner to talk so you can get a better read of what is going on and how you can help out.

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For mentees

Understand that most of the work has to come for you. You have to know that you are primarily being benefitted in these relationships and while you do bring a lot to the table if you do your part, there is a component of sacrifice and compromise that you must always keep in mind. Mentors are busy people who take time out of their days to share their knowledge and experience with you, so be sure to take responsibility for making the relationship work.

Keep in mind that your goals have to be clear and it is your job to define such goals. You must know what you want in order to achieve it, especially when you are consulting with someone as to which is the best way to do so.

Be curious and inquisitive at all times. You cannot be helped if you are not interested in what you are doing and a mentor will be motivated when they see you trying to improve. Always write down questions before sessions so you can talk about things that are important and you are not there just wasting the time of all parties involved. Make yourself available for your mentor and always make sure that you meet deadlines and keep appointments. Be honest and open about your doubts and trust the person you chose as a guide since they are a reflection of your projection for a better professional career and the advancement you want to reach as an individual. Always have a positive attitude and understand that being better requires a lot of hard work.

Why people in the business world need a mentor?

When trying to start or impulse a business, many people start asking themselves questions like “how can I be successful?” or “is this the right way to do things?”. When this happens the recommendation is always the same: find yourself a mentor.

Finding a mentor is as important as having a great business plan. This happens because being able to nurture your business with the experience and advice of someone who has proven to know that it’s doing, is key to success.

No matter how good you did in school, how many people you know or how much potential you have if you don’t know how to use the tools at hand, your odds of succeeding decrease considerably. This (among other reasons) is why it is so important for individuals in the business world to find a good mentor.

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In this article, Suzzanne Uhland will share some reasons why it is crucial for people to find a mentor.

1 . It has been proven

The recommendation of finding a mentor in order to have better results in the business world is not a mere subjective opinion. According to Steven Berglas, from Forbes Magazine, studies show that those who have a mentor are proven to be more successful than those who never get one.

2 . It has no cost

What? Having a mentor is free? The answer to this is “yes, it is”.

Many people may find this hard to believe. But, a mentor is different than a coach and it doesn’t charge a dime. It is not about an insufferable case of generosity, it is about gratification for both the mentor and the mentee.

Usually, those who become mentors are already successful in their business field. They don’t need to be paid for the service they provide. Mentors do their job with a sense of serenity and gratification, knowing that they are contributing to the creation of a better world.

Besides all this, mentors tend to create a personal bond with their mentees. For this reason, the importance they give to their job, the love they have for their mentees and the knowledge they have to pass isn’t for sale.

3 . Relationships are personal

This is another item that many people may find hard to believe. This happens because most successful businessmen are well-known for being ruthless, and not giving a dime for others.

However, this is not entirely the truth. Actually, it is not even true for the majority of individuals in the business world, especially when it comes to mentorship.

Relationships between mentors and mentees are often personal. Mentors choose their mentees or vice-versa based on affinities or common interests. Sometimes, these relationships star without even knowing they are taking place.

A good way to illustrate this is the knowledgeable professor you met in business school and helped you boost your entrepreneurship. Or that experienced boss who looked after you when you were first starting to create your own company. All these people become part of their mentees’ lives and influence them in a personal and professional way.

4 . Inspiration is important

A mentor is an example to follow, and inspirational figure. They represent what any businessman wants to achieve. This is one of the reasons why finding a mentor is vital for a business to succeed.

Picture yourself as an entrepreneur who is struggling with many things. You still don’t know if you will make it to the next month and you wonder if what is happening to you has ever happened to anybody else. Then you look at your mentor and listen to its story. Suddenly, you find yourself in front of an individual who had to deal with countless ups and downs and succeeded in the end.

Mentors motivate entrepreneurs to keep moving forward. They become the inspiration we all need to succeed. They help us solve problems in a creative and useful way. They are also individuals that we respect, therefore, we are willing to follow their advice all the time.

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5 . Firsthand information and experience

It is not very likely for a person to be able to learn from the experiences told in books about how its business should be managed. Mentors are key to learn from the practice and not just the theory. They help you go through new situations and motivate you to learn about numerous subjects all at once.

A mentor is the voice of experience and knowledge. It is the best source any individual in the business world has to investigate about what may happen to its business or how to react to a difficult situation.

A mentor is not going to take a parental position. But, it will work as the perfect guide for the perfect situation. It will provide the necessary advice and recommendations to any situation that needs to be taken care of. Prove to this is that, all good mentors where once mentees.

5 words of advice on how to get the most out of your mentor

Suzzane Uhland has written quite a lot about mentorship and how to be a good mentor. The most important thing regarding this topic is to really determine the true importance and value of mentoring.

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Many people, after being accompanied by different mentors throughout their professional careers, end up developing certain pleasure about becoming a mentor themselves. Throughout this process, they spend their whole careers building their own advisory group: year after year, they create a solid group of advisors—those who have helped them take a step forward or overcome any difficulty. Oftentimes, mentors act as a mere conversational partner: bouncing and discussing ideas back and forth with someone who is more experienced in that particular field is actually way richer and more rewarding than sitting through an endless lecture. Many people actually assert that this has helped them see with more clarity what they may not have understood before.

Other times, however, leaders act as those people needed to tell others in need how to proceed or to provide them with enough encouragement so that they feel compelled to keep moving forward. In short, the benefits of having a mentor at any moment are clear: they help people to be their best selves.

Nonetheless, it is important to mention that even though mentors are seen like an authorized voice in a specific field, and even though they provide mentees with enough reasons to take risks, keep moving forward and strive for what they want, at the end of the day, mentees are the ones responsible for making their own choices. Mentors are not just there to tell mentees whether they need to follow a specific direction. No. Instead, they provide the guidance needed for mentees to make up their minds and subsequently make a decision about the path they want to follow.

So, although the aforementioned description may sound a bit general, it is also important to mention that there are different types of mentors. Moreover, there are different ways to approach them and use them. Here are several words of advice on how to get the most out of a mentor:

First

A good mentor takes mentees out of their comfort zone. Period. There will always be a sheer array of individuals ready to provide such degree of comfort; however, a good mentor is the one who actually encourages their mentees to try new experiences in hopes of discovering something new about them. Many people, especially entrepreneurs, recall seeking advice with mentors who practically forced to leave their comfort zone and they ended up excelling and thriving in a different, totally unknown field.

Second

A good mentor possesses an accurate understanding of the mentee’s strengths and weaknesses: they are capable of accurately grasping the intricacies of the individuals that approach them seeking help. Mentees should always strive to improve their weaknesses. That is obvious, of course. Nonetheless, in order to that, they need to seek a mentor who will complement them instead of seeking one who is rather similar to them. Finding someone different means he or she possesses a varied and different set of skills.

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Third

Get the most out of mentors. Whenever individuals find their mentor or their main advisor they tend to relax. The sense of being accompanied often ends up being detrimental for this self-improvement process. Try not to get used to the fact that mentors are “always” available, because, sadly, they are not. That is what makes their advice so valuable.

Fourth

There will always be an imbalance between the mentor’s vision and the mentee’s vision. Actually, the mentee’s vision, due to several reasons, might differ from reality, especially the reality of the things around their concerns. This scenario suggests that mentees should be constantly working on the relationship with their mentors in order to avoid any misalignment with the mentee’s goals.

Fifth

Do not feel like it is necessary to find someone in within the same industry or within the same location. Of course, mentees should always consider looking for both men and women as their mentors. It is particularly important to find those who happen to be highly different in comparison since this way mentees will be provided with a much broader spectrum of possibilities and perspectives. Never forget: under today’s circumstances, in today’s digital juncture, it has never been more possible to build and foster a successful mentor-mentee relationship: there are plenty of communication tools—Skype being the most widely used, FaceTime and several chats that allow individuals to interact with each other.

The fourth industrial revolution brought along endless possibilities and allowed the unthinkable. As someone looking for a piece of advice irrespective of motivation, today it is possible to get past boundaries and find the perfect individual. Whether as entrepreneurs or professionals looking to improve their performance at their jobs, having a mentor nearby (and learning from them) is a highly valuable thing.

* Featured Image courtesy of Public Domain Pictures at Pexels.com

How to have a positive impact as a mentor

The job of a mentor is quite serious. It is meant to have an impact on somebody else’s life. Therefore, it better be a good impact.

If we took a minute to think about the best mentor we have ever had, we would remember some important pieces of advice, attitudes, situations and all sorts of events that would help us identify why our mentor had such a positive impact in our lives.

On the mentor’s side, having a positive impact on mentees can be quite challenging. Not because intentions are not nice. But, because becoming the example to follow or the advice-giver of someone who is trusting you its career, is rather difficult and represents a big responsibility.

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There are many different types of mentors. All of them may vary according to the type of business they work with, or the type of mentee they will guide. It can even be said that mentors come in every possible “shape and flavor”. They can come in the shape of a dear professor, a friend, family member, a parent, or a coach.

Regardless the type of mentor that you want to become or already are, there are some basic tips that you should keep in mind in order to have a positive impact on your mentees. Here, Suzzanne Uhland will share some of these tips.

Related: Some Of The Things That Set A Good And A Great Mentor Apart.

1 – You need to know what it means to be a mentor

If you are in the business world or are a lawyer and you are good at what you do, you will inevitably become a mentor. This is something that most people can’t escape of and it is a great opportunity to share your knowledge and legacy.

However, before you become a mentor you need to actually know what that means. It is not about improvising and acting according to your needs. It is actually about knowing your mentee and establishing a relationship with that person.

Being a good mentor requires you to develop communication skills as well as a working style. Nevertheless, if you really want to have a positive impact on your mentee, you need to gain their trust as their advisor.

Being a trusted advisor can mean several different things. All these things are summarized in making yourself available for your mentee whenever it needs advice and support. Giving your mentee support is what actually defines your role as a mentor.

Acknowledging your role as a mentor and knowing how to support your mentee in order to provide it with great advice and support, will help your mentee keep a great mindset. This will represent the greatest impact overall.

2 – Measure time

A mentor and mentee relationship should not last forever. It will need to last for as long as the mentee feels ready to face the challenges of the market. In terms of time, this cannot be defined properly.

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The relationship between a mentor and a mentee can be as short as one single meeting around a cup of coffee or as long as several years of preparation. It is important to keep in mind that when this kind of relationships extend in time and become long term, the mentor has the obligation of actually knowing its mentee.

The longer the mentoring process is, the more important it becomes for the mentor to know and understand the goals, personality, and learning style of its mentee. Long-term relationships regarding this matter are more fulfilling when both parties have an enriching attitude towards the other.

3 – Define your mentorship plan and expectations

Not all mentors are equal, and not all mentee will react in the same way to the same things. Having said that, if the mentor wants to have an amazing impact on its mentee, it should prepare a mentorship plan.

This plan must be based on the expectations that both parties share from the beginning. Expectations work as goals and clarify what both parties want and don’t want since the moment they start their relationship

Understanding these expectations will help you understand where your mentee is coming from when asking something from you, and vice versa.

4 – Work on your emotional intelligence

Being a mentor can be emotionally challenging. There might be situations in which you want to give up, react poorly, and stop your job right there. This is why emotional intelligence plays such an important role in the job of any mentor.

By becoming a mentor, you will get the chance to know they very special personality of your mentee. You will have to deal with its needs and the previous experiences that have shaped your mentees personality. Knowing all this and using this information in the best interest of yourself and the mentee will make a huge difference.

Keeping all these tips in mind will help become a good mentor and have a positive impact on your mentee.

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Mentoring: The best Human Resources Management tool

Today, more than management of human resources, the issue under discussion is the management of people. People are actually the most important asset in companies because they are carriers of knowledge; transferable, interchangeable, and regenerative knowledge. Moreover, knowledge is the second most valuable resource on the scale of priorities, and, for this reason, CEOs around the world are looking for ways to care for and generate it more quickly. The way it is transferred and how it is shared is key to respond to the increasingly complex problems which happen so quickly.

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Well, the bridge that one of those two great asses, people and knowledge is learning. Learning is the most important tool for companies in this regard, and has its origin in interpersonal connection: Something that someone knows is connected with a new situation that another person must solve. In this way, what someone knows is connected with what others know, and so new knowledge is produced. In this sense, companies need to look for systems or tools that enhance that connection, sociability, contacts between people that lead to the creation of new ideas, new opportunities, and new businesses. That is where mentoring becomes relevant.

Mentoring is one of those new forms of learning (a knowledge management tool) that has become a necessity for companies. What is it? We could define it as a learning and development practice of people in organizations, consisting of learning from the experience of others (mentors,) who also help their mentees to develop their potential and relate within and outside the organizational environment with other people who may be relevant to their career. Mentors are people with a consolidated and well-positioned trajectory within and outside the company who share and transmit their business and organizational culture experience to a mentee, so that the development of his or her potential takes place, and, therefore the learning within the company becomes much faster and effective.

Read also: Some Of The Things That Set A Good And A Great Mentor Apart, by Suzzanne Uhland

Mentors act as role models, as learning guides, as transmitters of knowledge. They challenge their minds to take on new goals to increase their level of skills. They help them to reflect, and question what has always been done, how it has been done, or why it has been done in a certain way, always looking for new ways of doing things to arrive at new solutions, and, consequently, new opportunities. Mentors are connectors: They relate to their minds outside and within the organization, providing them with valuable relationships and showing them how to build a network of contacts.

Mentoring is a social process, arising from the interaction between people, from questions to active listening. Its main purpose is to generate ideas through powerful questions, questions that produce reflection, questions that draw people from their comfort zone and make them move forward looking for new ways, seeing things from another perspective. This is, in a nutshell, that someone who works day by day in a company can seek advice from others who have been in similar situations to meet their professional challenges. This type of learning is enhanced through meetings between mentors and mentees in which career objectives are established within the company, thanks to dialogue and discussion on problems and situations that occur in daily work, and plans of action are drawn to achieve objectives.

In these sessions between mentor and mentee, you learn through the exchange of ideas, knowledge, points of view, and experiences through advice. Instead of inviting experts from outside the company to train your employees, when it comes to mentoring, knowledge is provided based on the difficulties they have faced and have had to resolve within the organization. People have greater confidence in the advice of someone in the same situation, and therefore, are more receptive to them. In addition, peer conversations can provide both emotional and practical support, and favor interactive thinking, which consists in reasoning with others, developing interpersonal reasoning. It is about reflecting in common, putting oneself in the other’s place and seeing things from different perspectives and categories of thought.

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Because mentoring is essentially a social process, it has a very important cooperative base. We all know it: Cooperation generates a positive energy within the organization, which develops personal capacities beyond normal limits, and increases the performance of the entire organization. Cooperation is encouraged through dialogue, allowing doubts, questioning, and confrontation between the different members of the organization.

Designing mentoring strategies within the company enhances the capacity for internal learning and prepares companies to respond in a more agile and innovative way to the new challenges and changes of the market. If mentoring is built on a proper fostering of diversity, the organization will enable the creation of a much more extensive, diverse, and effective learning base, which will lead to greater competitiveness. A company cannot advance solely on the basis of external and technical training: It must also learn to internalize knowledge, skills, and attitudes through shared learning processes such as mentoring.

Recommended: Mentoring and Human Resources: A Perfect Match

* Featured Image courtesy of Jeso Carneiro at Flickr.com

How to make the transition from being a mentee to becoming a mentor?

It is well-known that mentors are important characters that help with the professional development of individuals. This is not an exception for law students who plan to one day become successful attorneys or start their own law firms. Mentors help to break that gap between experienced attorneys and the ones who just graduated from law school.

Mentorship needs to be a both-sided relationship between two individuals: the mentor and the mentee. Mentorship should be enriching and mutually beneficial. However, it is important to consider that all mentors needed to be mentees and that is why it is so important to find the right mentor. Depending on the type of mentor you have will be the type of mentor you will become.

In order for mentees to become great mentors, they need to receive great knowledge from their mentorship experience. Wisdom and useful advice are also important to set some standards and references for the future law mentor.

In this article, Suzzanne Uhland will review what is to be a law mentor and how do mentees take that step to become successful law mentors.

Related: How Mentors Inspire Their People Everyday

Being a mentee

As a mentee, your responsibility is to choose a mentor that can actually suit your needs. This is very important in law since you are only allowed to specialize in certain fields under that approval of a mentor. A mentor is not necessarily someone who sings in for the role. It can be anyone you are close to during the last years of law school or right after graduating from it.

Many mentors come in the shape of superiors who happen to work at the same place that you do. This is why it is very important for you to be surrounded by professionals that can give some key information and advice to your formation. This means that as a mentee you probably won’t have a boss who is constantly lecturing. But, a figure who is always willing to answer questions and help you grow professionally.

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Sometimes, those who once were mentees and now are mentors look back at the history and realize that some of their best mentors were not formally described as such. They were individuals with whom they could hold an enriching professional relationship with.

Those who are about to become mentors after being mentees should always keep in mind the important pieces of advice they once received from their mentors. Being a law mentee is about having the opportunity to observe, meet, and building long-lasting relationships. This happens because in the future you will want to share your skills, knowledge, and connections with those you are mentoring.

Becoming a mentor

Having said that, how do you make the transition from being a mentee to becoming a mentor? There are different answers to this question.

First, as a law mentee, you will have many mentors along your career. This will mean that you will know many attorneys and they will know you back. Having a nice background is highly important to become a successful attorney.

In many cases, a former mentee who is now a successful attorney will become a mentor by simply helping those individuals who just got out of law school. This way, the person who used to be a mentee will start to give hints, advice and pass knowledge to a new generation of attorneys who are eager to learn. This mentor – mentee relationship won’t be formally established but will help the mentee take the right path.

Another way for a former mentee to become a mentor is thanks to the law-student decision. It has been said that mentorship is a both-sided relationship. This is how many law-students or recently graduated lawyers look out for the type of mentor they want to have. After this research takes places, they will approach to their potential mentor to start a mentorship relationship.

When both the mentor and the mentee feel comfortable and find common ground to grow a mutually beneficial relationship, the mentoring process starts. However, this is not yet a formal mentoring relationship. It is an agreement between two people on the sharing of knowledge and experiences.

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The last way in which a former mentee can become a law mentor is by actually growing as an attorney. This will mean that the attorney will have a determinant background in the law practice. Also, it will mean that it is a successful and knowledgeable figure. When this happens, usually a law association spots the former mentee and offers it to become a mentor.

There are some associations in the United States who are dedicated to helping law-students become experienced and well-rounded professionals. These associations look for mentor candidates based on the student’s needs and want.

Bottom line, there is not only one way in which a law mentee could become a mentor. It is a process in which knowledge is gradually gained. It is also a new step that needs to be taken in order to help the new generations of attorneys to come be successful.