Mentorship

Redefining the Mentor-Mentee Relationship

PRSA New Pros Leave a comment

When most of us think of a mentor-mentee relationship, images of a seasoned expert offering sage wisdom and experiences to an aspiring pro probably come to mind. We tend to think that a mentor needs to have many years of experience and the mentor-mentee is an exclusive, hard-to-find relationship that helps to guide the mentee’s career.

Some of these assumptions may be partly true, but it’s past time that we redefine our definition of what a mentor-mentee relationship should look like. A mentorship doesn’t typically begin by seeking someone out and asking “Will you be my mentor?” It’s usually a relationship that evolves from a previous connection – a professor, a supervisor, a leader in your PRSA chapter, a friend of your family, etc. – to help guide you through your career.

What we get wrong about a mentor is that it has to be someone with a lot of experience, that we only need one and that a mentor will be able to guide our careers to perfection instantly and without much input from us. A mentor isn’t a fairy godmother for your career anymore than you’re a pumpkin who dreams of being a carriage. Dispelling some of these incorrect notions and understanding a mentorship needs can make you both a fantastic mentee and a phenomenal mentor, no matter where you are in your career.

A good mentee…

… knows his or her goals.

A mentorship is all about guidance and no one can guide you if you don’t know where you want to go. It’s important to at least have a general idea of what your goals are and where you’d like to be, because otherwise, you and your mentor will just keep going in circles with no real benefit.

…asks for what he or she wants.

Are you looking for advice? Assistance making some connections? Help fine-tuning your resume? An “in” to agency life? You have to be able to ask for what you need. A mentor can provide all kinds of help, but only if they know what will benefit you.

…is gracious.

There’s a difference between using someone for his or her connections and building a relationship that you can benefit from. It’s gratitude. Be gracious about any and every bit of assistance and help that your mentor provides. Beyond just saying thank you, you can send a handwritten note, a little gift, anything to show that you appreciate his or her time and help. The best thank you that you can give, though, is to follow through with their advice or introductions and building something better for yourself.

…knows that it takes a village.

There isn’t one person that will be able to help you with all the career questions you’re bound to have. It’s ok, actually essential, to have more than one person to turn to for advice. Having mentors at varying levels of their careers, with different backgrounds and experiences can help you get a better picture of the professional landscape as you navigate it and pave your own way.

…takes the lead.

If you’re seeking a mentor, you’re probably looking for someone currently working, with good experience and active in your professional interests. So they’re probably going to be busy, too. Take the lead by knowing what you want to know, scheduling meeting time ahead of time and meet them where they are. Don’t be afraid to follow up and nudge a bit if your mentor doesn’t respond within a day or two.

A good mentor…

…gets to know his or her mentee.

A mentorship is a relationship just like any other. It takes nurturing and connecting a multiple levels to keep it alive and beneficial. Learn other things about your mentee – interests, hobbies, family, etc. – and build a connection beyond professional interests.

…is available.

It’s understandable that you’re busy, but if you’re committed to being a mentor, you have to make time for it like anything else. It’s important to be available to your mentee, whether that’s by email, phone, Skype, social media or in person. You don’t have to be available 24/7 or at a moment’s notice, but you should have consistent communication with your mentee.

…isn’t afraid to share.

Sharing your mistakes and missteps is just as important as sharing your nuggets of wisdom and best practices. Knowing that everyone makes mistakes in their career and accepting that is an important part of professional development.

…knows age is just a number.

You can be a good mentor at any age and any career level. A mentorship should be focused around learning and growing together. As you progress in your career, you’ll have different experiences and advice to share. New pros can be just as good a mentor for aspiring young professionals as any master practitioner.

…is open to dialogue.

There’s nothing worse than trying to talk to someone who is stuck in their ways and unable to entertain any other viewpoints. No matter where you are in your career, it’s important to keep an open mind to new ideas and methods, no matter how big or small, or who they’re coming from.

The best mentors and mentees know…

…that mentorship is a two-way street.

Like any other relationship, a mentorship should be beneficial for everyone involved. Mentors can learn just as much from their mentees as they can teach them. Investing time in your mentorship, no matter which role you’re fulfilling, is a worthwhile contribution to your professional development.

Robyn Rudish-Laning (1)

 

Robyn Rudish-Laning is a member of South Carolina’s PRSA chapter and is communications coordinator for the South Carolina Council on Competitiveness. Robyn is also a member of the New Professionals executive committee. She is a graduate of Duquesne University and is currently located in Columbia, SC. You can connect with her on LinkedIn or Twitter or read her blog here.

3 Ways to Avoid ‘The Grind’ in 2016

Ashleigh Mavros Leave a comment

3 Ways to Avoid 'The Grind' in 2016People are creatures of habit, and as such, it’s easy to have the “don’t fix it if it ain’t broken” attitude. But the truth is, that attitude doesn’t foster growth. In order to stand out and avoid “the grind” at work, new PR pros need to think creatively and pursue opportunities to improve. Here are a few simple things you can do to get started in 2016:

Develop, Sharpen and Show Off Other Skills

If you’re working in PR, there’s a good chance that your job is writing-intensive in one way or another. I think writing’s great – in fact, I’m doing it right now for fun – but there are so many additional skills you can develop to make yourself a more versatile and valuable employee. For example, if you have a working knowledge of Adobe Photoshop, you should look for opportunities at work to utilize that. Talk with your supervisor and explore ways to not only develop new skills, but also use and improve the ones you already have.

Proactively Search for Ways to Improve the Company

New PR pros may be handed a few projects that really allow them to take ownership. It feels great to lead a project or two, but don’t limit yourself. Really take a look around and consider what else within the company could be improved. Don’t be afraid to speak up and share your thoughts with your team. Sharing these thoughts provides great opportunities to show your value and make meaningful contributions.

Find a Mentor

A little guidance from someone who has been there, done that as a PR pro is often helpful. A mentor is someone you can brainstorm with; someone who is both a role model and a professional friend. Establishing this relationship with someone who has more professional experience is hugely beneficial. You’ll have their guidance and advice on ways that you can stand out, put your best foot forward and overcome the challenges you encounter in the workplace.

With 2015 wrapping up already (I know, I can’t believe it either), now is a great time to switch up your professional game plan and make some positive changes. Getting comfortable and sticking to a routine feels safe because you know what to expect, but you will find that it’s far more valuable to step outside your comfort zone a bit. Go for it and make 2016 your best year yet as a PR pro!  

Jeff-200x300Jeff Adkins is a public relations associate for Henry Ford Hospital and Health Network in Detroit, Michigan. An active member of PRSA Detroit, Jeff enjoys connecting with fellow PR pros and seeking out new professional experiences. He obtained his Bachelor’s in Public Relations in 2014 from Wayne State University (WSU), where he was a member of the WSU PRSSA executive board and a peer mentor for students entering the PR program. In his free time, Jeff enjoys being active outdoors and volunteers as a PR officer with Portal Paranormal Society. Feel free to connect with him on Twitterand LinkedIn.

Why Mentorship Still Matters

PRSA New Pros Leave a comment

Many young professionals are not aware of the importance of mentorship to their career advancement. In fact, the concept of mentorship has been around since the concept of a workplace has existed, it’s just that it wasn’t always called that. Centuries ago, this practice was most commonly referred to as an apprenticeship. Apprentices learned to become goldsmiths, bakers, farmers and metal workers through this practice. They depended on the maturity, experience and wisdom of their teachers to gain the skills they needed to become masters of the trade themselves. It’s only in recent history that this method of learning has been called mentorship.

In today’s modern world, mentorship is just as important than ever, if not more. The reason for this is the complex, fast paced and sometimes overwhelming business world we live in. It’s almost impossible to build a solid career and advance in it without learning to apply business practices and recent technologies that would have baffled the mind as recently as a couple of decades ago.

mentorship_erika-kauffman

Mentorship not only benefits the protege, but the mentor as well. While the mentee learns valuable skills and techniques, the mentor can take note of the methods of training that have been proven to work just by observing the progress being made by his or her mentee. This mentor can then pass this on to other mentors, and if careful records are taken, newer and even more efficient methods of training can be established and passed on to other established and would-be mentors. This spells progress for both mentors and mentees.

How Mentorship Leads to Career Advancement. The benefits of mentorship to career advancement cannot be overstated (Click to Tweet!). Young professionals that receive mentoring advance in their careers much faster than those who don’t. There are good reasons for this.

Emotional & Psychological Support. Surely, it’s understandable that when young aspiring professionals enter into a field of expertise there can be stress and anxiety associated with it. When a mentor is available for guidance, the mentee can experience the inner stability of knowing he or she has someone to advise them during times of doubt, frustration and nervousness. When we as human beings are calm and focused, our creativity, perseverance and thinking processes are at their best.

Faster Learning Process. Young professionals that have mentors they can count on do not need to count solely on the knowledge they have learned while in college or other training facilities. They have at their disposal established professionals in their chosen field who have the experience and knowledge they need to quickly advance. This is not to say that the formal training they have received at institutions is not important, because it is. It’s just that nothing can compare with the real-world experiences their mentors already have. Those that have mentors are usually higher achievers, earn more promotions and see more frequent and higher salary increases than those who don’t.

Job Socialization. Although new professionals have been trained through formal educational institutions, internships and other educational involvements, they still have a lot to learn about the organization they are entering into. Having the basic skills to do their appointed job properly is not enough. They need to develop ways to adjust to and fit in with their new professional environment in order to thrive in it.

Importance of Choosing the Right Mentor. Clear communication is crucial for a mentee and mentor relationship to be successful. When a potential mentee considers a potential mentor, they should first make it clear what they hope to gain from this relationship. A clear set of goals should be clearly defined by the mentee. This will start the process of establishing the right mentor and mentee match. If it’s a good match, the mentor will have a lot to offer to help the mentee reach their career goals.

Erika KauffmanErika Kauffman is the General Manager & Executive Vice President at 5W Public Relations. With over a decade of experience in communications and management at 5W PR, Erika is an integral part of the firm’s leadership team and oversees a number of industry practices at the agency.