Finding a Mentor in Your Industry

"𝗪𝗜𝗟𝗟 𝗬𝗢𝗨 𝗕𝗘 𝗠𝗬 𝗠𝗘𝗡𝗧𝗢𝗥?" Every week, I get asked, "Will you be my mentor?" Often, this question comes from people I've not met, which makes it somewhat awkward. Here's a fail-proof formula I've used for finding and approaching mentors effectively. Step 1: Have Clarity on Your Goals This clarity helps you identify potential mentors who can truly propel you forward. Your goals don't need to be long-term; they can be something immediate you need help with. Step 2: Start with Your Network Look within your existing network or extend to professionals you admire but haven't met yet. This could be through introductions or shared connections. Mentors don't always come with years of experience over you; peers can be just as insightful. Template Sentence: "I’ve noticed we share a common connection with [Mutual Connection’s Name]. I really admire how you handle [specific skill or achievement], and I’d love to learn from you about this." Step 3: Make a Specific Ask When reaching out, be specific and respect their time. Request a brief conversation, no longer than 30 minutes, focusing on a specific area where their expertise is evident. Template Sentence: "Your skills in [specific area] are truly inspiring. Could I have 30 minutes of your time to understand more about how you developed these abilities and to get your feedback on [specific topic]?" Step 4: Follow Up (The Most Important Step) Post-discussion, always follow up with a thank you message outlining how their advice helped you. This shows appreciation and reinforces the value of their guidance. Template Sentence: "Thank you for your invaluable advice on [topic discussed]. I applied your suggestions at [specific instance], and it made a significant difference. I’m very grateful for your help." Step 5: Continue the Relationship Mentorship isn’t a one-off interaction but a series of meaningful exchanges. Continue to engage your mentor with relevant questions and updates about your progress. Template Sentence: "I’ve recently faced a challenge similar to what we discussed before. Could I get your perspective on this new situation?" Avoid directly asking, "Will you be my mentor?" Instead, build the relationship through respectful, meaningful interactions, and always value their time and input. What's worked for you in seeking mentorship?

Mentorship doesn’t start with a formal agreement. There’s no signing ceremony. No official title exchange. The best mentoring relationships I’ve seen? They happened organically. A coffee catch-up that turned into a career conversation. A colleague who asked the right question at the right time. A friend who saw something in you before you saw it yourself. We often think mentorship is about advice. About guidance. About someone senior showing you the way. But the mentorship that actually changes you? It’s not about the advice. ✨ It’s about trust and truth built over time. The kind that deepens with each conversation. You start by sharing professional challenges. Then you talk about your aspirations and goals. The mentor who saw you spiral during a hard quarter and didn’t judge. Who celebrated your win like it was their own. Who called you on your patterns, because they’d earned the right to be honest. 💫 That’s real respect. Not the polite, professional kind. The kind where you watch how they make hard decisions. How they treat people when no one’s watching. How they admit when they got it wrong. And they see the same in you. 🤝 Vulnerability comes later. Failures. Regrets. Moments of doubt. This kind of mentorship doesn’t come from a structured program. It can’t be forced or scheduled into quarterly check-ins. It grows quietly. Over coffees that run long. Messages or Calls that start with “can I run something by you?” …and end somewhere completely different. Sometimes, mentorship becomes friendship. Often, it simply becomes trust. The hierarchy fades. The guidance stays. Some of my most meaningful mentorships grew this way. People who’ve seen my work. People I trust with unfinished thinking and honest questions. The real value isn’t in what they taught me. It’s in who I’ve become because they challenged me with care. So if there’s someone whose perspective you value, reach out. Don’t overthink the ask. Start with: “I’ve been thinking about [specific thing]. Would you be open to a 10-minute conversation?” The best mentorships often start with a single, genuine question. #LinkedInNewsAustralia #Careers #Mentors

Don’t just ask someone to “be your mentor” — be intentional about how you work with them. Mentorship has shaped my career in big ways. One of my earliest mentors was an interim pro-vice-chancellor when I worked at a university. That relationship led to the opportunity to work in India — something I never could have planned, but which completely shifted my trajectory. I still work with mentors today, so when people approach me for mentorship, I try to help where I can. Enter Iqra Ali. She recently reached out with the perfect approach — clear, thoughtful, and showing she’s driven, passionate, approachable, and ready to put the work in. And that’s the difference. Mentorship works when the mentee drives the relationship. From both sides, here’s what I’ve seen matters most: ✅ Be clear on what you need support with ✅ Do your research before you reach out ✅ Come prepared and on time ✅ Keep your mentor updated on progress ✅ Follow up promptly — respect their time Beyond the basics, mentorship can also be strategic: ✅ Learn from people indirectly (blogs, podcasts, videos, talks) ✅ Build a network of mentors, not just one ✅ Set yourself weekly challenges to apply advice ✅ Invest in yourself — through mentors, courses, and training I truly believe mentorship can be a game-changing investment. But it does require time, and sometimes money. If you’re clear on what you want, open to feedback, and willing to put the work in, the return on this investment will continue to pay off again and again throughout your career. #mentorship

Mentorship isn’t a one-way street. It’s a reciprocal exchange. We often think of mentorship as a senior-to-junior relationship where one person “teaches” and the other “learns.” But the most impactful mentorships I’ve seen are two-way. When a founder seeking guidance partners with a mentor who’s also open to learning, both grow. It’s a balanced dynamic where insights, challenges, and perspectives flow in both directions. For example: - The mentee might bring fresh industry insights, innovative approaches, or new market trends. - The mentor provides battle-tested experience, guiding the mentee around common pitfalls and expanding their strategic view. - This exchange creates mutual respect and a deeper understanding. One that goes far beyond the conventional mentor-mentee dynamic. Here’s how to build reciprocal mentorship: - Be intentional about what you bring to the table. - Listen actively and be open to your mentor’s feedback and insights. - Share your own strengths and experiences in return, creating a genuine dialogue. - Reciprocal mentorship is transformative for both parties—and it builds a lasting network of allies and champions. Have you experienced a mentorship that went both ways? What made it work?

I've never officially asked anyone to be my mentor. Yet people constantly ask how I have so many mentors. Here's the system I used instead: I found people who moved me—whose ideas resonated, who I had something in common with—and after our first conversation, I'd simply ask: "Can we do this again?" Then I'd let them dictate the cadence. Monthly. Quarterly. Whatever worked for them. This cadence became a signal. It told me how close they wanted to stay. And I respected it. But here's the system that changed everything: 𝗙𝗼𝗿 𝗲𝘃𝗲𝗿𝘆 𝗿𝗲𝗽𝗲𝗮𝘁𝗲𝗱 𝗺𝗲𝗲𝘁𝗶𝗻𝗴, 𝗜 𝗰𝗿𝗲𝗮𝘁𝗲𝗱 𝗮 𝘀𝗵𝗮𝗿𝗲𝗱 𝟭:𝟭 𝗱𝗼𝗰𝘂𝗺𝗲𝗻𝘁 𝗮𝗻𝗱 𝗹𝗶𝗻𝗸𝗲𝗱 𝗶𝘁 𝗶𝗻 𝗼𝘂𝗿 𝗰𝗮𝗹𝗲𝗻𝗱𝗮𝗿 𝗶𝗻𝘃𝗶𝘁𝗲. This document became our space for: • Topics we discussed • Ideas we explored • Books and podcasts they recommended • Resources to follow up on • Personal details: their kids, interests, hobbies, goals • Questions I wanted to ask next time Before each meeting, I'd review it. After each meeting, I'd update it. What this did: 𝟭. 𝗠𝗮𝗱𝗲 𝗿𝗲𝗹𝗮𝘁𝗶𝗼𝗻𝘀𝗵𝗶𝗽𝘀 𝘃𝗶𝘀𝗶𝗯𝗹𝗲 I could see momentum building between touchpoints. Our conversations weren't starting from zero each time—they were building on something. 𝟮. 𝗘𝗻𝗮𝗯𝗹𝗲𝗱 𝗶𝗻𝘁𝗲𝗻𝘁𝗶𝗼𝗻𝗮𝗹 𝗳𝗼𝗹𝗹𝗼𝘄-𝘂𝗽 When they mentioned their daughter's soccer tournament, I'd note it. Next time: "How did Emma's tournament go?" These small details matter. 𝟯. 𝗦𝗵𝗼𝘄𝗲𝗱 𝗜 𝘃𝗮𝗹𝘂𝗲𝗱 𝘁𝗵𝗲𝗶𝗿 𝘁𝗶𝗺𝗲 The document proved I wasn't just collecting mentors. I was investing in the relationship. I remembered what they shared. I followed up on their advice. 𝟰. 𝗖𝗿𝗲𝗮𝘁𝗲𝗱 𝗿𝗲𝗹𝗮𝘁𝗶𝗼𝗻𝘀𝗵𝗶𝗽 𝗶𝗻𝗳𝗿𝗮𝘀𝘁𝗿𝘂𝗰𝘁𝘂𝗿𝗲 This wasn't random coffee chats. This was systematic relationship building. Each conversation built on the last. The result? People didn't feel like they were being asked to "mentor" me. They felt like we were building something together. And over time, they became exactly what mentors are: people who genuinely invest in your growth because they've seen you invest in the relationship. This strategy started early in my career. I still use it today. Because the best mentorships aren't created by asking someone to be your mentor. They're created by building infrastructure that makes the relationship matter. 𝘿𝙤 𝙮𝙤𝙪 𝙝𝙖𝙫𝙚 𝙖 𝙨𝙮𝙨𝙩𝙚𝙢 𝙛𝙤𝙧 𝙮𝙤𝙪𝙧 𝙢𝙤𝙨𝙩 𝙞𝙢𝙥𝙤𝙧𝙩𝙖𝙣𝙩 𝙧𝙚𝙡𝙖𝙩𝙞𝙤𝙣𝙨𝙝𝙞𝙥𝙨?

Everyone says, “Find a mentor.” Nobody tells you how. So here’s how: 1. Think like a recruiter. Define who you’re looking for. A past founder? A subject matter expert? An operator at a scaled startup? 2. Figure out where they spend time - online and offline. Slack groups, LinkedIn, Substack comments, conferences, virtual AMAs, pitch nights. 3. Add value before you make an ask. Follow them. Comment thoughtfully. Share something they’ve written. Then DM with a very clear ask. 4. Don’t say “Will you be my mentor?” Say: “I admire the way you [specific thing]. I’m facing [specific issue]. Would you be open to a 20-minute call to walk through how you’d think about it?” 5. If it goes well: → Send a thank you note. → Implement the advice. → Follow up with results. → Ask if they’d be open to a check-in in a month or two. 6. Formalize and document the relationship. Set guardrails. Time commitment. Topics. Expectations. Everyone’s busy. Structure builds trust. 7. Make it mutual. Ask what they’re working on and where they need help. Share a relevant intro, article, tool, or resource. Even if you’re early in your journey, you have something to offer. Mentorship is at its best when it’s a two-way street. The best mentors aren’t assigned. They’re recruited with respect, clarity, and a plan.

“Hello Amaka, Can You Be My Mentor?” – Is NOT the right approach to finding a mentor. Asking someone who doesn’t know you to be your mentor outright is like proposing on the first date — too much, too soon! Building a meaningful mentoring relationship requires intentional effort. ➜ Use this 7-Step Approach: 1). Do Your Research – Identify someone whose values, career path, and expertise align with your goals. ➙ Know why you want them as a mentor. 2). Engage First – Follow their work, comment thoughtfully on their posts, engage with their content and join their Program (if on LinkedIn). ➙ Build familiarity before you ask for anything. 3). Reach Out with Intention – Send a concise, respectful message that highlights what you admire about them and why their work resonates with you. ➙ Be clear and specific rather than vague. 4). Start Small – Don’t ask for a big commitment upfront. You can ask a simple question like, ➙ “What’s one advice you’d give to someone starting in this field?” 5). Show Commitment – Act on their advice and follow up with progress. ➙ Showing that you take their guidance seriously builds trust. 6). Offer Value in Return – Mentorship is a two-way street. ➙ Share relevant insights, offer to help with something they’re working on, or simply express gratitude. 7). Let It Develop Naturally – If the connection feels right, the relationship will grow organically. ➙ A mentor is more likely to invest in you when they see your commitment and consistency. Note: ↳ Mentorship is not really something you ask for—it’s something you earn through connection, respect, and ACTION. Repost ♻️ to help someone! #ScholarUP #Joincohort10 #mentorship #elevateyourprofessionalpresencewith_DrAmaka

Going from leader to mentor builds a 2-way street to success: Here's why the best leaders are also the best teachers. The mutual learning process is key to rapid growth. Both mentor and mentee gain valuable insights. Mentorship isn't just career advice. It's a career accelerator. Here's how to find and create game-changing mentor relationships: 1. Know your growth areas • Identify specific skills you need to improve • Example: "I need to get better at financial modeling for pitches" 2. Find the right mentors • Look beyond LinkedIn - attend conferences and join forums • Find successful people who aren't in the spotlight • Consider mentors from different industries for new ideas 3. Make a strong first impression • Mention their work that impressed you • Show how their skills match your career needs • Share an insight about their work to start the conversation 4. Be ready for each meeting • Write a brief summary of your goals and progress • Update them on how you've used their previous advice • Prepare 2-3 situations where you need their help 5. Give back to your mentor • Test their new products or projects • Introduce them to new talent in their areas of interest • Help build their personal brand through speaking or writing 6. Build a diverse mentor network • Mix long-term mentors with short-term advisors • Example: An industry expert, a tech guru, and a rotating specialist • Review your mentor relationships every 6 months 7. Set clear goals • Use objectives and key results to guide your relationship • Check progress every three months • Be open about your career moves and ask for their advice 8. Learn from mentors indirectly • Study their career choices through research • Try out one strategy from each mentor every month • Keep a log of what you learn and how it helps you grow The best mentorship relationships evolve into collaborative partnerships. Aim to reach a point where you're brainstorming solutions together, not just receiving advice. P.S. If you found this valuable, repost for your network ♻️ Join the 12,000+ leaders who get our weekly email newsletter: https://lnkd.in/en9vxeNk Lead with impact.

I've been thinking about mentors recently, and how much I've benefited from the people who have mentored me over the years. If you're looking for a mentor, here are some tips on how to find one, and how to make the most of the relationship. First, start with some self-reflection. What skills or perspectives are you looking for? What's the gap between where you are and where you want to be? Be clear about what you hope to achieve through mentoring and why you think someone might be a good fit. While anyone can be a mentor, consider people who are later career or retired. Available time can be a gating factor for someone saying "yes" to a mentoring request. Although, some people who are very busy also find time to mentor others. Then, be direct and humble in your approach to potential mentors. It's ok—and very common—to reach out to several people before you find the right match. Ask if they're open to a conversation about mentorship, share why you thought of them, and remember that even a "no" can open doors. One of my best mentoring relationships actually began this way, with a referral from someone I approached. Once you've found someone open to mentoring you, create some structure. Talk about how you will work together, including frequency of conversations, and format. These relationships have a way of evolving over time, so be open to the structure changing. As a mentee, your job is to make the relationship valuable for both of you. There are a few key ways you can do that: Make the most of your time. Come prepared for your conversations with specific questions or topics, or, better yet, share them in advance so your mentor can reflect and add more value. Mentors lose interest quickly when they feel like they’re not genuinely helping. Act on (at least some of) their advice. After you implement their guidance, let them know what happened. It shows that you’re interested in growth, and that their counsel is important to you. Listen more than you talk. If you're dominating the conversation, you may be missing valuable insights. Don’t take the opportunity for granted, and make sure you to express authentic gratitude and appreciation to your mentor for their support. These skills that make you a great mentee—self-awareness, intentionality, and genuine curiosity—can also help you become a great leader. When you approach mentorship as a relationship where both people grow, rather than a transaction where one person extracts wisdom, you can create something truly meaningful. You don't just get advice; you build a meaningful, long-term connection. #Mentors #Management #HowToGrow