How can you select a mentor who provides effective feedback?

Identify the space you want to establish your niche Identify the key players Figure out a way to support them support their mission As you develop this relationship be coachable, always execute and be a consummate professional. Figure out how to create a Win/Win, and ask them how you can support their vision, purpose and impact

Before you go finding a mentor, first understand what are you looking for to achieve. Understand your own goals, your own values and the key things you are trying to close on including domain knowledge. Do your own reflections on what is your own personality assessment. How do you like to take feedback. Clearly define your goals and what you want to achieve. For example, if you’re in marketing, your goal might be to improve your content creation skills. Look for mentors who have expertise in your specific area of interest. If you’re focused on content creation, find someone with a proven track record in successful content marketing.

Primeiro é importante entender que existe uma diferença entre mentor e coach, apesar de as empresas se referirem a um e outro com mesmo conceito, isso não é o certo. Coach é o(a) profissional que vai te ajudar a encontrar as suas próprias respostas e decisões a partir de modelos e técnicas de análises e questões inteligentes e te ajuda a se desenvolver para seguir de forma eficaz em seu caminho. Já Mentor é o(a) profissional que tem conhecimento e experiência sobre o tema em questão e vai poder te mostrar e apontar o caminho mais rápido para seguir. Tanto Coach, quanto Mentor aceleram a sua jornada, porém de formas diferentes. Se buca um mentor, busque alguém com conhecimento e experiência comprovada para ter feedback eficaz para sua área.

Although you want a mentor who has experience in your line or vertical, you may also think beyond your immediate next two to three roles or to an individual in a role that you find interesting but that you have also admired qualities of that person. Those stretch learning opportunities provide personal growth that can surprise you within the mentoring relationship. Your goal is to find a lifetime mentor, not one for a finite period of time. Best of luck! This relationship can change not only your career, but your life!

In my extensive experience collaborating with mentors, aligning expectations is paramount. For instance, when advising a start-up in the SaaS industry, ensuring the mentor understood the dynamic nature of the tech landscape was crucial. Clarifying expectations about the level of involvement, frequency of feedback, and desired outcomes fosters a more effective mentor-mentee relationship. By openly discussing goals and anticipated challenges, both parties can work towards shared objectives.

Ein:e gute:r Mentor:in aus meiner Sicht verfügt über ausreichend Erfahrung, Fingerspitzengefühl und lässt die Verantwortung für den Erfolg des Mentorings bei dem Mentee. Er/sie ist stets ehrlich und authentisch.

While advising a client in the tourism sector expanding internationally, I emphasized the importance of a mentor with experience in global market dynamics. Assessing a mentor's skills involves evaluating their industry-specific expertise, geographical knowledge, and understanding of diverse business models. This approach ensures that the mentor can provide tailored guidance based on their practical experiences, enriching the mentee's perspective with real-world insights.

In addition to all that has been mentioned, also assess if the belief system and values of the mentor match with yours. As an example, a mentor believes that one achieves success by sticking to an organisation while for the mentee financial growth is the criteria for staying or leaving an organisation. In such a case mentoring association may not be as effective.

I would also say do an informational and ask open questions. Pay attention to how potential mentors communicate. Effective mentors provide clear, constructive feedback. For instance, if they’ve given feedback to others, assess whether it’s actionable and encouraging. Attend industry events or join online communities where you can interact with potential mentors. Engage in discussions to get a sense of their communication style and willingness to share insights. Reach out to potential mentors for a casual informational interview. During this conversation, discuss your goals and ask about their experiences. Assess whether their

Picture this: you're in a dense forest, and you have to choose a guide to lead you through the thicket. Would you pick the person who claims they're an expert in wilderness survival but has never ventured past their backyard, or the seasoned explorer with a map full of conquered trails? Similarly, when selecting a mentor, assess their skills and experience. Look for someone who has navigated the terrain you aspire to conquer, with a track record of success to prove it.

In a project involving a BTL marketing firm, the mentor's communication style played a pivotal role. Understanding the mentee's preferences and adapting to their communication style fosters a more collaborative and effective mentorship. An effective mentor not only imparts knowledge but does so in a manner that resonates with the mentee's personality, creating a positive and conducive learning environment.

I have a very good friend who has been great mentor to many. However, I am wary of taking him as my mentor. The reason is that he comes with a "driver" social style. He pushes you to do things the way they worked for him and expects you to do the same. His approach has worked for many, but I am someone who likes to work using my style - I need a mentor who is more considerate and allows me to work according to approach that I am comfortable with. And hence he is not my mentor yet, though I know he is one of the great mentors one can have

When selecting a mentor, style may be the most important aspect. Many persons will have the talent or skill that one is looking for but being able to relate, communicate, take feedback and improve is most often associated with how the mentor delivers information. Could be as simple as tone of voice or speed at which they talk. But if the listening is not compatible with the speaking, it may not be a good match.

Learning about them through their interactions with their own colleagues and direct reports is also a great choice. These can be quick conversations. Just have a couple questions ready to go and ask for a few minutes of their time.

Have you ever tried dancing with someone who has two left feet? Awkward, isn't it? The same applies to mentorship; evaluating their style and personality is crucial. Do they communicate in a way that resonates with you? Can you connect on a personal level? A mentorship should be a harmonious partnership, not a clumsy dance. Find someone whose rhythm aligns with yours, and you'll move forward gracefully.

I don’t ask my mentors for feedback. I ask for their experience. My most frequent question to a mentor is this: “How did you handle this situation?” And if I’m talking to them it’s because I know they did in fact handle a situation that's similar to what I'm asking about. I choose mentors specifically because they’ve done something that I want to do and I resonate with their style. If feedback comes up in the process, that’s great. However, most mentors are not in the day to day enough to give me something actionable. But learning how someone I admire approached a situation that is similar to mine? That is priceless.

Buscar feedback é um passo fundamental para qualquer pessoa que almeja crescimento e sucesso. Ele oferece insights valiosos sobre como melhorar, seja no âmbito pessoal ou profissional. A chave é buscá-lo ativamente, ouvir com mente aberta e agir sobre ele. Ao fazer isso, o feedback se torna uma ferramenta poderosa para o desenvolvimento contínuo e a realização de todo o seu potencial.

In the realm of international business, I found that seeking feedback from mentees was instrumental in refining mentoring strategies. Establishing a continuous feedback loop encourages mentees to express their needs, ensuring the mentorship remains relevant and impactful. This practice not only enhances the mentor's effectiveness but also reinforces the mentee's engagement, creating a reciprocal learning dynamic that benefits both parties.

In my experience, I have found that involving stakeholders is a valuable strategy to gain feedback on your leadership progression. These stakeholders, including peers, direct reports, and managers, serve as supportive allies invested in your success. The optimal approach with stakeholders involves soliciting their insights on areas for improvement, selecting specific aspects to focus on, and consistently seeking feedback on your efforts and progress. Engaging in these transparent conversations extends beyond personal awareness; it signals to the entire organization your commitment to meaningful change and advancement in your leadership role.

Imagine this: you're an artist seeking validation, but you keep your masterpiece hidden in the shadows. Seek their feedback; don't hide your work. Effective mentors are like art critics who can provide valuable insights, guiding you towards mastery. Invite constructive criticism, embrace their observations, and watch your skills evolve into a masterpiece.

One thing I find helpful is finding a mentor or a coach who shows a willingness to share experiences: seek a mentor who is open to sharing their own experiences and knowledge, providing valuable insights that can contribute to your professional growth.

In my experience, build the trust with your mentor. Ensure there is mutual respect between you and the mentor. Respect is crucial for effective communication and a positive mentor-mentee relationship.another point can be to Start with a trial period where you both can assess the compatibility and effectiveness of the mentorship. This allows you to make sure it’s a good fit before committing long-term. Remember, effective feedback is a two-way street, so be open to receiving constructive criticism and actively engage in the mentoring relationship.

Have an interaction with them and see if A- they get you admirers them B- they get you admire yourself😉 Obviously go for B. Also trust your gut feeling

There is nothing more important than "trust" Patrick Lincionni says "Trust is a Must". Don't wonder if you trust them. Either you do or you don't. Simple.

Consider their track record of empowering mentees. Choose a mentor by aligning expectations, assessing skills, and evaluating personality. Seek their feedback, but don't overlook the importance of your gut feeling; trust your instincts to find someone with a proven track record of empowering mentees, ensuring a powerful, impactful, and valuable mentorship connection.