Breaking down the myths around professional mentorship

Being at the helm of an organization doesn’t mean you know everything. In fact, a smart leader is very well aware of their shortcomings and hires a team to fill in gaps and collectively elevate the organization. 

Even with the strength of a team around you, there will likely become a moment where you need some guidance or advice. You need a mentor. 

It’s Mentor Month in Canada and we talk a lot about the importance of mentors for young people. We know that when our youth are mentored, they build resiliency, improve their self-worth and feel more confident about the future. They are more likely to stay in school and find a strong path forward. It’s a key element of preventative mental health care. 

But what about adults? What about leaders and professionals in our community? While many express their feeling that mentors are important (76 per cent to be exact), only 37 per cent have one. So what’s the hesitation? 

I want to break down several key myths I hear surrounding professional mentorship and hope we can work to build a stronger inter-community network that celebrates reaching out for support instead of stigmatizing it.

Myth #1: It’s too much time. 

Truth: The time commitment can be whatever you want it to be.

Mentorship can look a lot of different ways and while there are structured mentorship programs that are excellent, it doesn’t have to be that. It could be a quick phone call to your mentor to walk through a complex situation. It could be a text message to check in and see how everything is going. Or maybe it’s a coffee once every few months just to touch base. 

Myth #2: I don’t need a mentor; I have a business coach.

Truth: Mentorship is different from coaching.

In my opinion, business coaching is an opportunity to drive into the intricacies of your personal and professional life. What are the gaps you have and how can you strengthen them? Mentorship is a way for more targeted and specific guidance. If you have a complex situation with a budget or a specialty area, these are individuals you can call to ask their advice. What are some things you’ve done in a down economy to generate more sales? That’s a question to ask your mentor, not a coach. 

Myth #3: I don’t want my team to think I need help.

Truth: We all need help.

It’s time to shelve the ego and admit that you need a mentor. Recognize your skill set and if you find yourself stuck in a spot that’s not your strength, ask for help. Even better, talk about it with your team. Be transparent. Make sure they know you engage with mentors to help you grow and learn. That helps them understand that if they need help, they can ask for it too, without a feeling of shame or embarrassment. 

Myth #4: You only have one mentor at a time.

Truth: You can have as many as you need.

When I was in a previous role, I had five mentors. Each of them had an area of expertise that I would draw on for the various components of my leadership role. From budgets to issues management and everything in between, if I got stuck somewhere and needed some guidance on a way through a situation, I had people to call. 

Whether it’s short-term or long-term, finding people in your network who can be your mentors, to guide and support you, and help you find your way through complex scenarios is invaluable. Stretch yourself. Push yourself to reach out and engage with those around you and build yourself a network of experts and mentors who can help you be an even better leader.