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.

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Mentoring: A key tool for talent retention

Any organization that seeks to maintain its competitiveness must seriously consider the issue of talent development and management, especially as regards a clear problem of our time: Employees, especially those of the new generations, do not usually stay in the companies they work for a long time. This involves a series of expenses in time and in money (especially when it comes to training processes,) and it really represents a problem for a large number of organizations around the world. One of the measures that may be implemented to deal with this problem is mentoring. I will first analyze the problem of human talent retention, and then I will get deeper into what mentoring can do to provide intelligent solutions.

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The flight of talent has its origin in the mishandling of human resources which has been made from the management of organizations. The lack of understanding leads to the abandonment of thousands of jobs a year. The reasons for the flight of talent are sometimes ignored by the managers themselves who prefer using imperative leadership methodologies, more typical of the old times, in order to imitate the successes of their predecessors.

Still, it is necessary to understand that the world has evolved since then, and the old models are now historical records for the new generations, which point to circular forms of management, based on internal communication and the promotion of labor well-being. Ignoring the adaptation to the new models of human capital management may lead to a serious problem, which not only impacts the future of the company but, on a large scale, would mean a threat to the global economy itself.

The old forms of leadership are outdated and must give way to the new generations based on communication and mutual understanding between leader and worker. Millennials are the generation that opens the door to change. This generation is providing a continuous evolution to improve this and to adapt to the new forms of management for the coming generation, which is eminently digital. At present, the motivation to work, the fact of achieving a good working weather and the family conciliation are the key aspects to get the workers involved in the corporate culture. The philosophy of work of the present century has its roots in the happiness of employees: A happy worker is a productive worker.

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Now, mentoring is a key tool to retain the best-qualified staff of companies. However, even though it has several benefits, it is extremely important that you learn how to use it and implement it correctly. This strategy is related to progression, growth and professional challenges. It consists of a process through which a more experienced person, the mentor, teaches, assists, offers possible paths and contributes to the personal and professional growth of the mentee by investing time, energy, and knowledge. Mentoring, besides being a catalyst for the continuous learning process in the company, shortens the learning curve and is useful for structuring the training that takes place in the workplace. However, it is necessary to know the process well, as the benefits that can be obtained, the objectives that are pursued, and the frequent barriers for an adequate mentoring design.

Read also: Deconstructing the benefits of mentoring: Is it worth it?, by Suzzanne Uhland

Mentoring should be incorporated as part of the development strategy of people within a company and be considered as part of the values of the organization. The same workers can volunteer to mentor the new members of the company, and, during the execution of this plan, the company will be concerned with the professional development of all of them, since the mentors need to study a bit more to teach.

A mentoring program is divided into stages. First, the mentor and mentee’s expectations regarding the learning process are developed, the objectives to be attained are established, and the sessions are planned. Then, the mentor should take the reins of this process and be proactive, by learning everything he/she can from to achieve the goals. To optimize this program, the company must apply it as a tool to retain and capture talent, with the support of the management of the organization, and, in this regard, it is vital to count on enough resources of time and money.

A successful implementation of a mentoring program benefits the company since the staff feels more positive, participatory, and integrated. It usually increases its productivity, performance, and motivation, and promotes an organizational climate. Mentoring builds technical and managerial skills, optimizes the selection and development of new talent, which is recruited with high potential standards and levels of competence, among others. If you implement this mentoring plan, your employees will thank you for the concern you have for them and their loyalty to your company will rise.

The implementation of mentoring is a great effort for the organization; for each mentor and mentee. That is why the results are really stimulating, taking into account the personal and professional growth which is noticed from the beginning.

Recommended: Why retention will be the biggest Talent Challenge of 2017

Deconstructing the benefits of mentoring: Is it worth it?

More and more companies incorporate mentoring programs to educate their employees, and this leads us to the question: What is a mentoring program for? What are the keys to success in this activity? What benefits do the mentees get with this process? Why is a mentor willing to transmit his or her knowledge and time free of charge to another person?

All these questions have answers, but it is important to begin by dealing with the question about the essence of mentoring. The fact is that this is a practice whereby one person educates another through the exchange of his or her own resources, knowledge, values, skills, points of view, attitudes, and competences, within an organization. To this extent, it is not possible to consider mentoring the mere exercises of evaluation or direction that are carried out in a company. Mentoring, rather than qualifying someone’s skills, involves teaching, re-phrasing concepts, and helping mentees to find paths that lead them to his or her goals. Mentoring is not, in a strict sense, a sponsorship (although there is a type of mentoring that points to it.)

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Read also: Mentoring techniques: Which suits you best?, by Suzzanne Uhland

Mentoring allows a mentee to develop skills and new knowledge, and help him or her to achieve concrete goals. To the mentor, this activity offers the opportunity to develop different perspectives, ask new questions, learn about other concerns and expand the personal and professional vision. After all, someone who teaches something learns double and faces the great challenge of defining and confirming what he or she knows and does not know.

The mentor’s job is a tremendous challenge. It aims to contribute to the learning process of the mentee, and this means, among many things, that, in addition to the conversations proper to any encounter, mentors can facilitate new contacts of whom mentees can learn, and thus can contribute to the acquisition of knowledge. A mentor teaches what no one teaches you in college. These tricks of everyday life, those long years translated into experience, can be transferred in some well-taught lessons and assimilated. This not only contributes to the proper functioning of a company, which may have worked in a certain way for a long time, and it may be desirable that this continues to be so, but is a very useful learning for any newbie who wants to perform as a professional and as a person.

As the mentoring relationship progresses, the mentor also serves as an advisor. To do this, it must respond to the mentee’s need to contrast his or her own ideas. The mentor also acts as a counselor, and for this purpose brings his or her views and opinions based on experience, as well as the transmission of new perspectives, which help the mentee to make better executive decisions.

The global nature of companies is a feature that is increasingly present throughout the market for goods and services. This, in turn, requires professionals to be more open and connoisseurs of new environments. For this reason, it is important to ask about the strategic reasons that companies should develop in terms of a mentoring project.

The most common reason is usually internal support or a valuable talent for the organization. This tool is also often used to facilitate succession plans, to boost the career of employees, to improve the retention of key personnel within the company, or to help the integration of workers in the company or new positions.

It is a known fact that managerial productivity increases to almost ninety percent when a mentoring project is implemented. This, compared to almost twenty-five percent productivity when we talk about traditional business training. It is also known that minds can improve up to eleven core competencies much more effectively than traditional methods. In fact, thirty-five percent of the most talented workers who have not received mentoring usually seek a new job in no more than two years. This means that the rotation of a company, which in some cases is irrelevant, in others is positive, and in others is counterproductive, depends to a large extent on the presence of mentoring processes within an organization.

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In consequence, it is necessary to increase high-level learning, and, at the same time, to re-create training times and costs. Programs and courses for managers are not common. The exchange of mentors and mentees provokes very profitable relationships for all the participants and does not imply great investments for the companies.

It is normal for many people to be skeptical on mentoring. After all, this is a novel and a reactionary way of traditional training in the business world. Although it is not a new issue (if we analyze the history of Ancient Greece, we could find mentoring processes, somehow,) in the conservative business world is not even thirty years old.

Actually, its benefits are very interesting and the reasons for not using it (which could imply lack of time or the small size of some companies) are very few in terms of the positive aspects of this practice.

Recommended: Four Key Benefits of Workplace Mentoring Initiatives

 

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

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

Why Mentors Are Crucial For Entrepreneurs

As Suzzanne Uhland has previously asserted: it takes a lot to thrive and succeed as an entrepreneur. Startups, and by extension entrepreneurs, are constantly looking for new ways to achieve their goals, thusly breaking all the rules and making a myriad of mistakes in an effort to drive their businesses forward. Thus, and as previously mentioned in this blog, seizing the help of a mentor stands out as something invaluable.

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Launching a startup and becoming a great, inspiring and successful entrepreneur is a journey full of advantages and disadvantages: as aspiring business and company-developers, entrepreneurs always happen to find themselves in situations where the most common feeling is highly related to disorientation and not knowing what to do; however they do understand the importance of always staying in motion pushing towards their goals making decisions irrespective of the possible outcome.

Without someone pointing them in the right direction—or a mentor, so to speak—, entrepreneurs often end up making terrible mistakes, especially during the early stages after launching their businesses. These circumstances suggest that the smaller the business, the faster they need to keep moving regardless of the challenges that lie ahead.

Talking about challenges, it is undeniable that the journey of becoming an entrepreneur is full of them, and that should be taken for granted. Thus, having good mentors and someone to reach out to for advice becomes no less than essential. A good mentor’s words and advice will help entrepreneurs and startup enthusiasts to take action within imperfect circumstances—if there is such a thing as perfect circumstances, though—, because they not only provide a different point of view but also can give extra confidence to keep moving forward without doubts and hesitation. In short: they help entrepreneurs execute rapidly on time delicate and sensitive decisions in an attempt to keep moving towards the main goal.

The journey of succeeding as an entrepreneur is also a journey of gathering a myriad of information—thinking pragmatically of the long-term—. Getting all the data needed to keep moving forward in order to make the best decisions is something that, although can be done without reaching out for help, is something best done by seeking a mentor for help and advice before recklessly making those decisions. Bear in mind that mentors are individuals who have likely already been through the exact same, or similar, situation, therefore, their help is invaluable.

As formerly mentioned by LinkedIn founder, Reid Hoffman, the essence of today’s entrepreneurial journey and the challenges often under its scope can perfectly be described by a simple metaphor: startups, and the decision to become an entrepreneur is like jumping off a cliff and assembling an aircraft on the way down. Thus, entrepreneurs cannot simply assume they have all the tools to assemble the aircraft alone, all by themselves, which is why mentors embody a great source of information and advice.

What makes a good mentor stand out? Well, there are certainly different aspects and characteristics. Here are two of them:

A good mentor possesses high-level expertise

A good mentor is someone who possesses a valuable set of skills and expertise, often in the same skills entrepreneurs lack. This demands a lot of self-awareness from the side of startup enthusiasts, for big names and titles do not always mean an individual will serve a good purpose as a mentor. Industry veterans are not systematically the perfect match, rather, entrepreneurs should set out identify those individuals who underwent really tough situations that demanded actual work and tons of hustle. Do not just pay attention to fancy names, look for the skills that are needed to pursue the dream.

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Mentors often highlight the importance of making a long-term oriented partnership in order to maintain momentum throughout the stages of the process, especially the early stages. There is an undeniable difference in pace between already well-established businesses and smaller companies. This means that smaller businesses need to move faster to ensure they reach a conclusion.

A good mentor is someone who succeeded as an entrepreneur

This is quite obvious, yet often disregarded by today’s entrepreneurs. And although it may sound a bit biased, it is undeniable that there are mentors who have been—or still are—entrepreneurs. Success is something that can be measured in a plethora of different ways, but real mentors have likely walked in the exact same shoes and taken the same steps than today’s entrepreneurs. In order to determine whether a mentor is a good fit, it is quite good to assess whether entrepreneurs see themselves succeeding just like their mentor has. It is much easier just to follow an advice that comes from someone who has made a name for himself by doing something similar—they kind of stand out as the living proof that legitimizes all the efforts that are needed to achieve whatever entrepreneurs want to achieve.

* Featured Image courtesy of Startup Stock Photos at Pexels.com

Reasons why having a female mentor is important for women

No matter in which industry you are planning to work in, finding yourself a mentor is always a good idea. This is particularly true if you are a woman trying to work for the first time in an industry that is mainly dominated by men and in which gender diversity is not a defined priority.

Suzzanne Uhland knows female mentors are very important for women who are planning to boost their working experience and enter into the business world. They are highly helpful when it comes to teaching their mentees about the way certain types of businesses work. Plus, they are key in the introduction of gender diversity in the labor market.

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When it comes to female mentors the traditional relationship between mentor and mentee has a different dynamic. Female mentors had to deal with adversity when trying to reach the point where they currently are at. They had to be tough and prove that they were capable of doing a “man’s job”. For this reason, they not only are in charge of guiding their mentees, they are also examples of endurance and success.

Keeping all this in mind, here are some reasons why it is important for women in the business world to find a female mentor:

Can help you boosting confidence

Female mentors are important for women because they help them boost their confidence in a market that is often populated mainly by men. This happens because female mentors are the living proof of limitless capabilities and possibilities. Also, they help women start creating their own network or link them to an existing one that can help them achieve their goals.

Another important fact that may help female mentees boost their confidence is that they will have someone looking out for them. This usually gives people the sense of support and allows them to feel more secure when learning about a process or making an important decision on their own.

Different type of working relationship

When it comes to finding a female mentor, the traditional scheme of mentor and mentee changes in a positive way. The hierarchical perspective of the relationship shifts and it becomes about two individuals trying to give their best at what they do. It is not like the mentor is going to lose its senior position or that the mentee is going to stop being a junior right away. But, it is about adding the human component and empathy to the relationship.

This shift in paradigms allows mentees to find their mentors in less formal contexts, such as networking events or simply by LinkedIn messages. This is especially significant in industries where not many women work and gender diversity should be encouraged.

Dealing with discrimination

It is very important for a woman to find a female mentor that can help her deal with problems and issues such as discrimination. It is very likely for the female mentor to have encountered discrimination during her career, especially in industries where women are a rare thing to see.

Workforces composed by men in the vast majority tend to underestimate the capacities of women. Sometimes, it is even possible to see how these workforces discriminate women because of their physical appearance.

Since this is old news for female mentors, they are probably the best individuals to guide women along the path of entering a new industry and face potential traces of gender discrimination. Female mentors can actually share some of their stories and give some hints and advice on how to deal with it and crack any industry that is dominated by men.

Sometimes, men don’t understand that this is a major issue for women because they have never had to deal with it during their careers. This is why women need to be guided by women because to win the game you need to understand how it works.

How can you find a female mentor?

After pointing out some of the reasons why it is important for business women to find themselves a female mentor, it is also important to give some hints on how to find one.

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There are many networks and organizations of women trying to help other women enter into the business world. Some of these organizations have already created professional mentor programs that aim to guide women through the process of entering the business world. Some other programs are more casual but are also useful to give the first approach to women who are still not sure about wanting or not to start working for an industry mainly controlled by men.

However, trying to find a female mentor can sometimes be hard, since there are not many of them and the mentor labor can be rather time-consuming. Despite this, it is always recommendable for women to take their chances and ask the person they want to be mentored by if they are available. In this case, both the mentor and the mentee need to make some arrangements and get their hands to it.