Do you have a mentor? What about a sponsor, or a career coach? In theory, we all know how important it is to have these individuals by our sides to help us advance in our careers. But finding one (or several) isn’t as easy as it sounds. What’s even the difference between a mentor, sponsor, and career coach? Are there best practices for finding one? And should you become a mentor yourself? We’ve put together this short guide with advice from our authors to help you better understand the people that will move you forward in your career. Build a network of mentors. View this post on Instagram A post shared by HBR Ascend (@hbrascend) When you’re just getting started in your career, it can be helpful to form a personal “board of directors” to guide you. Your different mentors will likely have different insights that can help you in your career journey. Alexis Redding in her article “How to Find a Mentor at Your Company” highlight three types of mentors you should be on the lookout for: Guiding lights: Picture a senior leader (perhaps a department head, or your boss’ boss). These mentors — while they may not know you especially well on a personal level — have a depth of long-term industry experience that can help you with big-picture career planning. Window mentors: These types of mentors are colleagues who have already navigated the terrain in your company or industry. They’re often mid-level professionals (perhaps your boss or a friendly more senior colleague) who can help show you the range of options where your strengths will shine and where you can have the most impact. Mirror mentors: These are peers (or even supportive junior colleagues) who know you well and can help you identify your strengths and weaknesses. They can help you answer fundamental questions like: What am I looking for in a career? Find a bridge mentor. View this post on Instagram A post shared by HBR Ascend (@hbrascend) Research shows that 71% of executives choose to mentor employees who are of their same gender or race. One way to address this disparity is for companies to prioritize “bridge mentorships,” or mentorships that intentionally connect diverse individuals to help level the playing field and provide more equal opportunities. Unfortunately, bridge mentoring is still relatively uncommon at most companies. While it’s ultimately on organizations and leadership teams to implement more bridge mentoring programs, author Christopher “CJ” Grossthere has some advice on how you can connect with bridge mentors and get the support you need: You can join employee resource groups (ERGs) within your organization to meet potential mentors and allies in senior positions who understand or have been educated on your unique challenges. You can attend industry events in your field, or those aimed at cultivating connections within your particular communities. This may help you gain access to diverse leaders who have risen through the ranks and are familiar with your cultural background. You can explore online platforms that focus on matching marginalized individuals with mentors, such as Mentoring Her, Woman to Woman Mentoring, and Muse Mentorship. You can participate in cross-functional projects within your organization and introduce yourself to leaders in other departments. Cross-collaborating is a great way to meet senior employees who may be good mentorship candidates. Become a reverse mentor. View this post on Instagram A post shared by HBR Ascend (@hbrascend) You have valuable knowledge too — insights that when shared with senior colleagues can have a positive impact on your organization. This is called reverse mentoring, and while it can help you (and your company) advance, it’s not always easy. Rik Nemanick highlights the pros and cons of reverse mentorship in his article “Are You Ready to Mentor a More Senior Colleague?” Cons: Let’s talk through the negatives first. Being a reverse mentor can feel intimidating, especially if you’re new to the workplace. Most junior employees aren’t accustomed to being in a position to teach their senior colleagues, which can make the experience somewhat uncomfortable for those involved. For this reason, you may hesitate to take on the role of a junior mentor, feeling it isn’t your place to instruct someone more experienced than you. Pros: But there are also a lot of positives to reverse mentorship. What you’ll gain from the experience is usually worth the initial discomfort. The relationship you form through your reverse mentorship can also lead to opportunities for a more traditional mentoring relationship. By being open to mentoring senior leaders, you’ll have the opportunity to build connections and learn about company politics, career options, leadership, strategic thinking, and more. So how can you get started as a reverse mentor? Often, senior colleagues will ask for your mentorship directly. But don’t be afraid to raise your hand to share insights on a topic you’re passionate or knowledgeable about. And always remember to start any mentorship relationship with questions. Before sharing your knowledge, you should always spend time exploring what your mentee already knows and what they want to learn. Don’t forget about sponsors. View this post on Instagram A post shared by HBR Ascend (@hbrascend) Mentors are great — but you need more than a few mentors to grow in your career. You need a sponsor. While a mentor typically gives you advice or feedback and coaches you on specific skill sets, a sponsor goes a step further. They go out of their way to help you gain visibility and land opportunities that can advance your career. The idea of finding a sponsor may seem overwhelming, but don’t overthink it. Jovina Ang, in her article “Turn Your Boss Into a Sponsor,” suggests starting with a senior leader who knows your work and track record better than anyone — your boss. Here’s how to turn your boss into a sponsor: Build credibility. Perform your tasks well and take on projects and responsibilities that increase your visibility in the organization. Take the time to understand what the organization’s larger goals are and how they align with your own interests and aspirations. Understand your boss’ priorities. Asking your manager what’s important to them can give you clarity on what you need to focus on and where the opportunities lie for you within the organization. Make the ask. During a one-on-one meeting, ask them whether they’d be willing to be your sponsor and help you grow within the organization. You can say something like: “In the past two years working for you, I have learned so much. As I’ve mentioned, pursuing a digital marketing career at the global level is what I’m looking to do in the next two to three years. Would you be willing to support me in that and introduce me to the key leaders at our corporate headquarters?” Update them on your progress. This will help them advocate for you more effectively as well as remember your good work amid their busy schedule. Consider a career coach. View this post on Instagram A post shared by HBR Ascend (@hbrascend) Mentors and sponsors are invaluable resources — but sometimes, you need to bring in a professional. That’s where career coaches come in. A career coach is someone who specializes in listening to the questions, doubts, and ideas you have about your current role or your future career path. While mentors can offer you perspectives based on their personal experiences, coaches are responsible for helping you define specific goals and giving you the tools and resources you need to overcome the obstacles standing in your way. So, is a career coach right for you? Authors Yasmina Khelifi and Irina Cozma share some signs that you might be ready for one in their article, “The Right Time to Get Yourself a Career Coach”: You feel frustrated by your current work and level of achievement. Perhaps you’re successful at work, but you know you can accomplish more. Why aren’t you the one to lead that new innovative project? Why aren’t you selected to present at the next conference? Why aren’t you getting promoted? You want to switch career paths. Maybe you have long-held career dreams that you’ve had to put off for financial, family, or social reasons. Maybe you’ve stayed in this job because it feels stable. Now you’re in a better position to make a move, but you don’t know where to go or how to make a switch. You feel uncertain about your future. What do you plan to do in three years? You’ve been asked this question during interviews and year-end reviews, but you’re confused and don’t know what your next steps should be. A career coach could ask you insightful questions and help you gain the clarity you need. If any of this resonates with you, it might be time to look into a career coach. The best place to start? Do some research on Google or LinkedIn — look for coaches you think would be a good match given their background, expertise, and focus. • • • While the process of enlisting a mentor, sponsor, or career coach may take a while, it’s usually worth the effort. Having someone on your team who’s “been there, done that” can help you avoid mistakes, achieve your goals, and discover what you truly want out of your career.
