Is it necessary to have a career mentor?

I like the idea of having a Personal Board of Directors - not just one mentor, but a number of people who can represent a diverse set of experiences and perspectives - not just from your particular field of interest, but a number of fields. Use this Board formally - be deliberate about who you pick to be on the Board, ask the "Directors" whether they'd be willing to be a part of it, set up regular meetings with them, etc. Companies do it; why wouldn't we?

Caty,

I was one of those from the previous generation you mentioned. I am 100% sure that at age 20 (in 1975) I would have never had the opportunity to become a trader had I not had mentors. (Think only girl on the trading desk for many years). I also mentored many women secretaries to become traders or salespersons.

And although I work mostly with business owners, a portion of my clientèle are in careers, many in Fortune 100 companies. They tell me with everyone being so busy at work, and the turnover at their companies, it's difficult, if impossible, to find someone willing to give them the time of day, let alone mentor them.

Firms are wise to have internal mentor programs or at least co-partner with a coach or mentoring company to provide their staff with this important element of success.

Hi Caty, I believe even in today's world it is important to have a Mentor. In Europe we are having many of such programs in the corporate world as well as non-corporate, especially aiming at women and young potentials. Even in serious women magazines such offers are made for women who are on a crossing in their careers. All such has proven to be very positive for all parties involved and great potential has been developed. Networks have been established and careers seriously advanced or taken a dramatic turn when someone realized that he/she is actually aiming at something very different. Some of those mentoring programs have even advanced into friendships. Mind you, we are all very hard working people, endless hours given to the employer. But I believe we are also mastering the balance between career/career advancement and actual Life. Mentors are a great potential as they range over vast experience and are often in a position seeing things from a different ankle. We all, at one or another time in our careers, are going through periods of change and especially here a Mentor can assist. Some companies are 're-employing' former staff (retired), the so-called 'Golden Grey' generation as they are e tremendous source and available.

I truly believe in such programs.

Hi Caty, necessary not, adviseable most certainly, especially if no formal "mentorship" program is in place.
Ideally one should have several mentors, one inside the company, preferably not your direct superior, and one outside the company, to give you a better view on who you are becoming seen from the outside world. The more diverse the profiles and experiences of your mentor the better to enrich and enlarge the perspectives. The role of mentors being helping you ask (and answer) the right questions.

I don't think its necessary but it is desirable. It helps you make decisions about what and, sometimes more importantly, what not, to do.

My experience has indicated that mentorship is different for each individual. My personal opinion is that mentors are a good idea if the relationship is intentional and both parties agree to and follow their separate roles. Mentors may be helpful at different points in one's career even into senior management positions. For a clear delineation of the roles, see Florence Stone's great book titled "Coaching, counseling and Mentoring".

Having an experienced, proven business professional available as a sounding board and source of advice and counsel can make and/or change a career.

Caution -- Beware many corporate "Mentorship Programs" as frequently they are poorly crafted and staffed with people who lack training and experience in mentoring others. Also, many have no incentive to do the job well or even at all. All too often, managers and leaders are forced to act as mentors because of the programatic structure of the initiative or they choose to participate because they think it makes them look good.

When seeking a mentor relationship whether inside or outside your place of employment, carefully interview the candidate to ensure they have a history of successful coaching and human development.

I have always had one in every industry I've worked in. It is very useful by my experience. Now I'm mentoring others and find it very rewarding.

to become successful you need to have a mentor in life