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.

mentoring_mentor_dream_courage_inspire_harmony
Image courtesy of Pixabay at Pexels.com

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.

hands-people-woman-girl_inspiration_experience_mentoring_mentor
Image courtesy of Kaboompics // Karolina at Pexels.com

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.

Advertisements

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.

help_mentoring_mentor_mentee
Image courtesy of Public Domain Pictures at Pexels.com

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.

mentorship_mentoring_metor_mentee_people
Image courtesy of rawpixel.com at Pexels.com

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.

mentorship_brainstorming_mentor_mentee_business
Image courtesy of rawpixel.com at Pexels.com

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.

meeting_mentoring_business_collaboration
Image courtesy of rawpixel.com at Pexels.com

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.

* Featured Image courtesy of rawpixel.com at Pexels.com

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.

team_Human Resources_mentoring
Image courtesy of Jeso Carneiro at Flickr.com

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.

Mentoring Day_law mentor_suzzanne uhland
Image courtesy of Brian Ujiie at Flickr.com

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.

planning_working_law mentor_mentee_mentorship
Image courtesy of rawpixel.com at Pexels.com

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.

Governor Tours State's Attorney Gregg Bernstein's Office_law
Image courtesy of Maryland GovPics at Flickr.com

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.

5 Basic mentoring principles you should assimilate

If you are reading this blog, it is possible that mentoring is already your endeavor, or maybe you are considering working as a mentor. In the latter case (but not less important regarding the first one,) it is essential that you know the basis of an appropriate mentoring; what are the guidelines that will help and guide you through the fascinating and sometimes complex world of helping others find ways. So, in this post, you will find four basic principles that you should evaluate and remember during your study, research, and, above all, on the battlefield. I hope that this information is of your total pleasure and usefulness, and, in that case, do not forget to share it with whom you consider that may appreciate it.

Recommended: 7 Reasons Why You Should Become a Mentor

mentor_mentee_mentoring
Image courtesy of Pixabay at Pexels.com
  1. Trust

The relationship between a mentor and mentee is, above all, a relationship of trust. Do not think that a title will automatically open the door to someone’s mind and heart. Remember that someone who sits in the mentee chair often feels that someone will tell him what to do with his or her life, and this is something that most people do not enjoy.

No one enjoys feeling like a child again, at least in this sense. So, remember it well: Trust is something you must earn. The key question here is how you break that wall of institutionality between you and the mentee, how you show that you are also a human being who, like him or her, also needs help from time to time. Be casual, joke a little, and establish a bond. That is not less professional at all.

  1. Voluntariness

This principle is intrinsically linked to the former one. Remember that the mentee is there because he needs help, not because someone is forcing him or her to do so, and this element is perhaps one of the most valuable factors of mentoring: The will to learn, to be guided. For this reason, you should always ensure that this relationship is voluntary.

Never allow anyone to force your mentee to initiate a mentoring process with you, and, above all, be careful to condition or manipulate the will of your mentee in case he or she decides to end the process. The only link that reinforces the relationship between a mentor and a mentee is the trust and willingness of both.

  1. The mentee directs each session

Remember it well: Mentoring is not coaching. Unlike the latter, it is the mentee who defines the issues to be addressed in each mentoring session. Although the mentor has a more general perspective of the knowledge the mentee is acquiring, the relationship between the two is not exactly a lecture. The mentee has a need about a specific topic and will approach the mentor to help him/her, above all, to ask the right questions that will help him/her to find satisfactory answers. This is vital: Learn to recognize the differences between mentoring and coaching. Coaching is not a bad thing, of course not. Simply, each process (mentoring and coaching) has different goals, methods, and standards.

Read also: Is there a difference between a mentor and a coach? by Suzzanne Uhland

  1. Patience

Really, there is no need to run in a hurry. Each person assimilates knowledge at a different rate and relates to it in a way that other people may not. So, be patient and take the time to complete each step of the mentoring process. No matter how much you know about a topic, you will realize that being on the side of the mentor will force you to learn much more, and what you already know will become a challenge somewhere along the way. Mentoring is a bilateral relationship in several senses. You, as a mentor, will also be mentee sometimes. So, go slow if necessary.

  1. It is all about goals and the way to achieve them

Every mentoring relationship is circumscribed around the achievement of objectives for which the relationship is to begin. In this sense, mentor and mentee must define their objectives before starting the whole planning process, and, above all, to make the goals tangible for the subsequent measurement of their accomplishment. It is important to keep in mind that a mentoring process is a learning process, and, therefore, it is useful to differentiate performance goals from learning goals. The latter contribute to the former, even so, in a mentoring process, it is important to work on both axes, since they re-feed each other. Likewise, it is interesting to define and differentiate the target goals from the intermediate objectives that will allow you to divide the mentoring process into small steps.

The more defined the objectives, the measurement process will be simpler, and there will be less ambiguity.

working_mentor_mentee_mentoring relationship
Image courtesy of rawpixel.com at Pexels.com

 

It is very important that you – as a mentor – dialogue with your mentee about these principles before beginning the process. These (and not just these) principles will be the limits that will help you both to know what mentoring is, what it is not, and where you should direct this feedback relationship.

 

Is there a difference between a mentor and a coach?

It is undeniable that the hype around coaching and mentoring is real: people hear a lot about both things, especially under today’s fast-paced and stressful circumstances. However, as the saying says, plenty of people have managed to go further that they thought they could just because someone else firmly believed they could. Although the terminology, and the words «mentoring» and «coaching», are seemingly—and often used—interchangeable, reality dictates otherwise; however, one thing is certain: both mentors and coaches can get to be highly meaningful and worthwhile resources. But, what is the difference between these two? And, moreover, how can people know which one they really need?

compass_guide_mentor_coach
Image courtesy of Pixabay at Pexels.com

Suzzanne Uhland has already mentioned valuable things about mentoring and different approaches to finding the right one irrespective of the stage; nonetheless, it is wise to first determine the distinction between mentors and coaches. Normally, or at least how tradition has previously shown, mentors were commonly assigned within a corporate organization to help its employees get acquainted with their roles. Today, and as of the emergence of the fourth industrial revolution and the digital era, mentors have shifted towards a more holistic approach and act as mere advisers regardless of whether they receive any kind of compensation or not.

Today’s most common connotation around mentors is that they embody successful persons who are always willing to share what they have learned and the wisdom they have acquired throughout their lives to provide accurate and useful insights to entrepreneurs and pretty much anyone willing to listen. One key aspect, nonetheless, is that they function differently: they always stay in a reactive-expecting position, helping people once they come across any sort of challenge. Thus, and even though a mentor may not have enough expertise in the mentee’s field, they are quite proficient at navigating the corporate world and the business field.

And that is an overall view of the mentoring end. Coaches, on the other hand, often have enough expertise in a particular field, and most of the times such expertise matches the field of the people they are helping. In general, coaches possess several certifications and strong and solid management skills. In the corporate world, coaches play a vital role in supporting different CEOs or venture capitalists as well as entrepreneurs. Their main function is to help them foresee any possible challenge in the upcoming future and come up with effective ideas on how to proceed and tackle them as they arise. Their nature, all in all, is somewhat proactive: coaches definitely enjoy participating and coming up with ideas that may help their customers and their coachees.

The intricacies of the relationship between a mentor and a mentee are rather open-ended: it can last for decades, whereas regular and traditional coaching happens for one specific reason, and once the issue has been addressed or solved, the relationship normally ends.

Which seems like the wisest choice?

After considering the aforementioned aspects in regard to the different intricacies of both relationships, people should already know which type of relationship suits them best and which would serve a much greater purpose; nonetheless, it is wise to consider the following aspects as well:

working_planning_mentoring program
Image courtesy of Unsplash at Pexels.com

Consider where are you now

Perhaps, one of the greatest factors, if not the most important, is the stage of the journey. An entrepreneurship enthusiast seeking to thrive in her or his business often needs a mentor who can provide guidance as to how to overcome basic challenges and how to tackle the issues that often arise when establishing a business. At this point, a mentor seems to be quite a good choice given the fact that they can provide a much wider spectrum of advice and connections that might come in handy for the business. As businesses grow, they tend to get more uncanny, and issues become more nuanced than in early stages. Once the business has reached this point, working alongside a coach seems a much better idea, especially if the coach also happens to work in the same industry; thus, the coachee will get a much better perspective towards the future.

Name your needs

Irrespective of the stage of the journey, if a particular individual has already identified a specific need, the wisest choice leans towards working alongside a coach. 

For example, if a startup or an already-established company is experiencing corporate development difficulties, which in turn prevent the company from scaling its business, a coach with expertise in such field will certainly be much better; however, if the same individual has not identified and named specific needs, and all she or he needs is proper guidance, a mentor would serve a much better purpose.