Ten Questions to Help You Choose a Mentor

No matter how high you are on the corporate ladder, there’s always a value in having a mentor or a trusted partner who can help you navigate through the twists and turns of your career. Even accomplished CEOs say they need a helping hand or some good advice every once in a while. But how to you know if a mentor or respected peer is the right kind of advisor for you?

In the recent book, "The Business of Wanting More: Why Some Executives Move from Success to Fulfillment and Others Don’t" (Barnegat Press/Available in October), author Brian Gast examines these relationships in-depth. Gast advises executives to align themselves with an accountability partner or mentor based on your goals. How can you avoid making the wrong choice? Gast offers the following questions that you should ask yourself before moving forward.

Gast is president/founder of Quadrant Corp., an executive coaching/leadership development firm that has worked with clients such as Cisco, Stryker and Roche Pharmaceuticals.


1. “Is this person reliable and accountable?”
Productive, career-focused strategy sessions only work if both parties show up and give it their best.




2. “Does he have skills that I want?”
Well-roundedness is admirable. But your professional growth demands more than a “one size fits all” approach.




3. “Is he capable of meaningful conversations about topics that are relevant to my performance?”
In addition to the right kind of experience, your mentor must be able to effectively articulate lessons learned.




4. “Can he relate to your experiences?”
If he expresses complete disconnect with what you deal with day-to-day, it’s not likely the right fit.




5. “Do his accomplishments inspire you?"
Don’t be overly influenced by status. Look at what the potential partner has actually achieved that you’d like to emulate.




6. “Can you articulate firm, concrete expectations with this person?”
Setting concrete goals with timelines helps frame conversations and anticipate progress.




7. “Can he take complex problems and find their essence?”
It’s that “wise outsider” perspective that will help you more readily tackle what once seemed impossible.




8. “Does he see problems before they happen?”
If so, he very well may keep you from making mistakes that will damage your credibility.




9. “Does he take smart risks?
”Well-researched, calculated risks are the fuel of disruptive innovation.




10. “Does he tell you what you need to know – as opposed to what you want to hear?”
Enablers of bad thinking often transform promising leaders into failed executives.




Fonte: CIO Insight