4 Things All Mentors and Mentees Should Know
All materials on our website are shared by users. If you have any questions about copyright issues, please report us to resolve them. We are always happy to assist you.
- #LeanInTogether | LeanIn.Org/Together #LeanInTogether 4 THINGS ALL MENTORS AND MENTEES SHOULD KNOW Get the complete tips at leanin.org/tips/mentorship Getty Images
- #LeanInTogether | LeanIn.Org/Together Mentorship and sponsorship are key drivers of success, yet women can have a harder time finding mentors and sponsors, especially ones with influence. The good news is that we can mentor other women at any stage in our careers, and it pays off when we do. Women who are mentored by women feel more supported and are often more satisfied with their career.1 sdf Use our tips to be the best mentor/mentee you can be, and remember like all good relationships, mentorship is a two-way street. #LEANINTOGETHER 4 THINGS ALL MENTORS AND MENTEES SHOULD KNOW
- #LeanInTogether | LeanIn.Org/Together#LeanInTogether | LeanIn.Org/Together Nearly two-thirds of men say that the senior leaders who have helped them advance were mostly men, compared to just over one-third of women.2 4 THINGS ALL MENTORS SHOULD KNOW
- #LeanInTogether | LeanIn.Org/Together 14 THINGS ALL MENTORS SHOULD KNOW No matter what stage youâre at in your career, you can mentor another woman. If youâre farther along in your career, pay it forward by investing in a woman just starting out. And if youâre early in your career, find a woman whoâs coming up behind you or a student whoâs interested in your field. Donât underestimate the value of your inputâyou may have just been through what sheâs experiencing. 1 FIND A WOMAN TO MENTORâITâS NEVER TOO EARLY
- #LeanInTogether | LeanIn.Org/Together 24 THINGS ALL MENTORS SHOULD KNOW Commit time and energy to developing your mentee. Make yourself available and take the time to understand her questions and give her thoughtful and thorough input. If sheâs not using your time wisely, be clear about your expectations and set guidelines for your time together. Youâll both benefit from getting into a good rhythm. 2 INVEST IN YOUR MENTEEâS SUCCESS
- #LeanInTogether | LeanIn.Org/Together#LeanInTogether | LeanIn.Org/Together Women are more likely to receive vague feedback they canât act on, and this disadvantages them at promotion time.3 4 THINGS ALL MENTORS SHOULD KNOW
- #LeanInTogether | LeanIn.Org/Together 34 THINGS ALL MENTORS SHOULD KNOW Look for opportunities to give your mentee specific input for improving her performance and learning new skills. Whenever possible, share your input in the moment, when itâs most effective. If you hold back to protect your menteeâs feelings, youâre not helping her. Remember, your honest feedback will help her advance more quickly. 3 GIVE OPEN, HONEST INPUTâEVEN WHEN ITâS HARD
- #LeanInTogether | LeanIn.Org/Together 44 THINGS ALL MENTORS SHOULD KNOW The best mentors go beyond mentorship and advocate for their mentees. Start by understanding your menteeâs career goals, then think through her best path forward and how you can help. Recommend her for a high-profile project. Introduce her to people in your network. Find ways to open doors for her and invest in her success. 4 DONâT JUST MENTORâSPONSOR!
- #LeanInTogether | LeanIn.Org/Together#LeanInTogether | LeanIn.Org/Together Mentorship matters: When young women have frequent and positive interactions with female professors they participate more in class, believe more in their own leadership capabilities, and develop more ambitious career goals. 4 4 THINGS ALL MENTORS SHOULD KNOW
- #LeanInTogether | LeanIn.Org/Together 14 THINGS ALL MENTEES SHOULD KNOW If you have to ask a woman to be your mentor, the answer is probably no. Mentorship relationships start with a mutual connectionâand mentors often select protÃ©gÃ©s based on their performance and potential.5 So shift your thinking from âIf I get a mentor, Iâll excelâ to âIf I excel, I will get a mentor.â 1 DONâT ASK, âWILL YOU BE MY MENTOR?â
- #LeanInTogether | LeanIn.Org/Together 2 Show your mentor you value her time by using it wisely. Avoid meeting just to catch up or asking questions you can find answers to yourself. Instead, come to her with thoughtful questions and be ready to discuss real challenges youâre facing. Then listen carefully to her recommendations and report back on your progress. 2 YOUR MENTORâS TIME IS VALUABLEâTREAT IT THAT WAY 4 THINGS ALL MENTEES SHOULD KNOW
- #LeanInTogether | LeanIn.Org/Together 34 THINGS ALL MENTEES SHOULD KNOW Women donât always get the direct input they need to be their best selves because coworkers may be nervous about eliciting an emotional response.6 Make sure you donât fall into this trap with your mentor. Solicit her feedback whenever you can. The more you ask for and accept her feedback, the faster youâll learnâand odds are sheâll respect your openness and willingness to grow. 3 VIEW FEEDBACK AS A GIFT
- #LeanInTogether | LeanIn.Org/Together#LeanInTogether | LeanIn.Org/Together Women with sponsors are more likely to ask for stretch assignments and pay increases than women without sponsors.7 4 THINGS ALL MENTEES SHOULD KNOW
- #LeanInTogether | LeanIn.Org/Together 44 THINGS ALL MENTEES SHOULD KNOW Over time mentors can develop into sponsors who create opportunities and make connections for you. Before your mentor will sponsor you, she needs to trust that you are reliable and a bet worth making. To build trust, always follow through on what you say youâre going to do and always do your very best work. When youâre consistent over time, you build valuable trust with your mentorâ and your coworkers. 4 BUILD TRUST WITH YOUR MENTOR
- #LeanInTogether | LeanIn.Org/Together Women accomplish amazing things when we encourage and support each other. Celebrate the women who #LeanInTogether with you. Learn more at leanin.org/together LETâS #LEANINTOGETHER
- #LeanInTogether | LeanIn.Org/Together ENDNOTES 1 For a review of research see Carol T. Kulik, Isabel Metz, and Jill A. Gould, âIn the Company of Women: The Well- Being Consequences of Working with (and for) women,â in Handbook on Well-Being of Working Women, ed. Mary L. Connerleyand Jiyun Wu (New York: Springer, 2016), 189; Sarah Dinolfo, Christine Silva, and Nancy M. Carter, High- Potentials in the Pipeline: Leaders Pay it Forward, Catalyst (2012); K. E. OâBrien, A. Biga, S.R. Kessler, and T.D Allen, âA Meta-Analytic Investigation of Gender Differences in Mentoring,â Journal of Management 36, no. 2, (2010): 537â 554, http://jom.sagepub.com/content/36/2/537.short. 2 LeanIn.Org and McKinsey & Company, Women in the Workplace 2015 (September 2015), http://womenintheworkplace.com/ui/pdfs/Women_in_the_Workplace_2015.pdf?v=5. 3 Shelley Correll and Caroline Simard, âResearch: Vague Feedback Is Holding Women Back,â Harvard Business Review, April 29, 2016, https://hbr.org/2016/04/research-vague-feedback-is-holding-women-back. 4 Shaki Asgari, Nilanjana Dasgupta, and Nicole Gilbert Cote, âWhen Does Contact with Successful Ingroup Members Change Self-Stereotypes,â Social Psychology 41, no. 3 (2010): 203-11; Jane G. Stout et al., âSTEMing the Tide: Using Ingroup Experts to Inoculate Womenâs Self-Concept in Science, Technology, Engineering, and Math,â Journal of Personality and Social Psychology 100, no. 2 (February 2011): 255â70,http://dx.doi.org/10.1037/a0021385; Nilanjana Dasgupta and Shaki Asgari, âSeeing is Believing: Exposure to Counterstereotypic Women Leaders and its Effect on the Malleability of Automatic Gender Stereotyping,â Journal of Experimental Social Psychology 40 (2004): 642-58. 5 Romila Singh, Belle Rose Ragins, and Phyllis Tharenou, âWho Gets a Mentor? A Longitudinal Assessment of the Rising Star Hypothesis,â Journal of Vocational Behavior 74, no. 1 (2009): 11â17; and Tammy D. Allen, Mark L. Poteet, and Joyce E. A. Russell, âProtÃ©gÃ© Selection by Mentors: What Makes the Difference?,â Journal of Organizational Behavior 21, no. 3 (2000): 271â82. 6 Correll and Simard, âResearch: Vague Feedback Is Holding Women Back.â 7 Sylvia Ann Hewlett et al., The Sponsor Effect: Breaking Through the Last Glass Ceiling, a Harvard Business Review Research Report (December 2010), 9â11.