A great mentor can leave an indelible mark on your life. This person can bestow wisdom, share experiences, and guide you in your professional journey. A recent study by Northwestern University’s Kellogg School of Management suggests that “mentors who pass on tacit knowledge gained through their work experience rather than codified skills produce mentees who are significantly more likely to become superstars of their fields.”

By working with a qualified mentor, allied health professionals position themselves to learn key success factors beyond simple subject-matter expertise. A mentor’s practical advice, along with strategies gleaned from their experience, can certainly help propel your career forward — regardless of where you are in your professional journey. To find someone with whom you can build this relationship, consider the following approach, which you can cater to be more or less formal depending on your goals.

Phase one: courtship

A mentor-mentee partnership can bring a great deal of satisfaction to both parties when done correctly. To increase your chances of achieving a meaningful outcome, take steps, such as those that follow, to choose someone who shares your commitment to the same goals.

1. Identify your objectives. To ensure your mentor shares your vision, articulate what you hope to gain. Ask:
   • What would you like to achieve? Are you looking to improve your skill set, receive guidance on carving a career path, or something else?
   • How do you feel a mentor can support you? Would you like specific feedback, goal-based coaching, or overarching career advice/support?
   • How will you measure your mentor’s impact? Will it be outcome-specific or based on your satisfaction with his or her guidance?
2. Research potential mentors. To find someone who can effectively support you and truly embodies the strengths, skills, and (most importantly) behaviors you find desirable, consider these research steps:
   • Google articles or blogs written by potential mentors. Online professional profiles are also a great way to research their work.
   • Observe how your prospects communicate and behave, perhaps by attending webinars or CE they host.
   • Ask peers for advice based on your objectives.
3. Meet with multiple candidates. Finding a mentor is akin to an interview process — you’re seeking the right person for the job! Take the time to vet candidate(s):
   • Set up an initial informal meeting, such as a short coffee break.
   • Have questions prepared, but also let the conversation flow naturally.
   • Be transparent and share that you’re seeking a mentor. However, don’t lead with an ask — this may overwhelm the other person.

Once you wrap up your research, evaluate what you have learned. Are you confident in your candidate’s skills, knowledge, and experiences? Is there chemistry and feelings of mutual respect and support? Most importantly, can you see yourself spending time with this person? If you answer “yes” to all of these questions, move forward with confidence knowing the ingredients of a successful mentoring partnership are present.

When you feel you’ve found the right person, set up a follow-up meeting and express why you think he or she will be a great mentor. Mentorship is a serious commitment — you don’t want someone who cannot fulfill the obligation. Ask about willingness, readiness, and capacity. Give your potential mentor time to consider your request before finalizing the relationship.

Phase two: commitment

Like any healthy partnership, your success relies on clear and aligned expectations. After receiving a commitment from your mentor, you must agree on a shared vision for the relationship. Considerations may include:

1. Establishing a meeting frequency. To avoid feeling overly burdened, agree on a timeline that works for you both and is impactful. It can be helpful to meet more frequently in the early stages and taper off once the relationship becomes more established.
2. Setting the agenda. Just as you want to gain valuable insight from your mentor, he or she will feel compelled to deliver during your time together. You can facilitate this by preparing talking points or questions before each meeting and sending them to your mentor at least 24 hours in advance.
3. Garnering feedback. We all give and receive feedback differently. Setting the stage with a robust discussion on the do’s and don’ts of feedback can mitigate hurt feelings, misperceptions, and potential dissatisfaction. This way, your mentor can provide constructive feedback in a well-received way.
4. Creating structure. Layout ground rules for committing to your time together. While canceling meetings should be infrequent — life happens. Will you provide 12 to 24 hours notice if one of you cannot make your scheduled time? Do you prefer to communicate via text, email, or phone? Setting expectations with a mutual agreement can minimize potential conflict that could harm your relationship.
5. Breaking up. Despite our best intentions, sometimes relationships simply do not work. Be bold and agree that if either of you desires to step away at any time, for any reason, you will be honest, transparent, and timely in your discussion.

A successful union

Fast-forward months, or even years, into an amazing relationship. Your increased knowledge, improved skill set, and sense of confidence and empowerment will serve as tangible evidence of the perspective you’ve gained. Likewise, your mentor will feel pride in seeing you flourish and gratitude for the opportunity. By vetting your mentor, setting expectations, and creating a mutually respectful dynamic, you can build a symbiotic relationship from which you will both reap the rewards — truly a win-win! OP