Posts
Anyone who's ever tried to recruit a mentor might not have found it to be the easiest process. Often, we reach out to folks we respect - people who have accomplished a lot, usually - and who happen to be very busy.
It might take several emails, some cold calls, many unreturned messages, etc to land an opportunity to introduce yourself. And you may find that you take leadership of whatever relationship follows as well.
Sometimes when we're new to a company, a mentor can just be someone who's more familiar with the in's and out's - not necessarily a top exec. But anyway, my point is count yourself lucky if one of these too-busy-to-remember-their-kids'-birthdays types takes an interest in you. But let's say someone actually volunteers to be your mentor. Someone who may be in middle management, not quite at the top.
You may eagerly accept their offer. But be cautious. I don't want to make you cynical, I just warn you, be cautious. In some cases, these people are climbing their way up and it looks good that they are "taking on extra projects" and "giving back." When you interact with these people, keep in mind they may be as interested in their own development as they say they are in yours. Don't get too comfortable where you forget that they represent the company. They're a cog, not a friend. And don't be surprised if they repeat things you've said "in confidence" because, after all, how will their supervisor know they're mentoring you if he/she never tells them?
Of course, you can work the situation by being well-prepared when you speak to them and by sharing your great ideas - hopefully those will make their way up the chain, too. Don't focus too heavily on issues or problems you may be having with the job, but try to be positive and optimistic. Just in case Mr VP of Whatever catches you on the elevator and starts his chitchat with, "So I hear..."
Just a word of advice for my young professionals out there.
