When you read the career stories of many famous high profile women a common strand emerges: most of them had a mentor.
The extract below is from an IBM report ‘The Business Case for Gender Balance’:
Make Mentoring Meaningful
Ideally, high-potential women should be offered their own mentor. This
mentor should be trained or up-skilled to understand what career
support is most effective to help women progress in their careers.
Non-specific mentoring involving general career guidance helps create
a general feel-good factor, but rarely helps women progress. Mentors
who can provide access to stretching, high-visibility roles; provide
introductions to networks of senior decision makers; and encourage the
mentee to seek new opportunities can be powerful career accelerators.
Any formal mentoring program should be clear about what it expects
mentors to do and should set clear targets against which success can
be measured. That evaluation of mentoring programs should be regular
to ensure they are working optimally.
So, if you want to get ahead, get a mentor! If your organisation doesn’t operate a mentoring scheme, maybe it’s time to ask for one.
P.S. Have you heard about my one day course for women RenewYou? Check it out here. A great investment in you!
Photo Credit: The photo is a still from the 1980 film 9 to 5.
Posted on September 30th, 2014 by Jane