…the test you need to pass
During a recent presentation, I asked a group of young professionals how many of them had mentors. While some hands were raised, many dropped when I clarified that I wasn’t talking about role models or admired heroes, but rather someone who is actively guiding them to achieve their set goals.
Then, I concluded that many young professionals lack a thorough understanding of what mentoring is, how it may help them, and how to find a mentor.
Let’s look at a few strategies for being ready for mentoring today!
Mentorship is a valuable tool for anyone seeking to grow their brand, business, or personal development by learning from successful individuals. It involves leveraging the expertise of someone who has achieved what you aspire to do and learning from their successes and failures. Over the past decade, I have helped numerous young people establish their career paths and build their brands. However, I have noticed a common cycle among young people who express interest in being mentored or coached.
Many individuals approach me after reading my profile or seeing me on social media, expressing a desire to be mentored or coached. However, I have developed a simple way to test their commitment to the process. I want to ensure that they truly want to learn and develop, rather than simply want to be associated with a popular mentor or coach.
It is important for those looking for mentorship to be disciplined and open to learning. It’s not enough to just claim someone as your mentor or coach – it requires consistent effort and a desire to improve oneself. By following this approach, I have been able to help young people achieve their goals and develop meaningful mentor-mentee relationships.
About three weeks ago, I received an email from a young university student who had been searching for my contact details and expressed interest in being mentored by me. I was pleased to hear from him and asked him to send me a message on WhatsApp. Something I do regularly.
To determine if he was truly committed to mentorship, I sent him a simple questionnaire to fill out. However, as is often the case, about 80% of people drop out at this stage when asked to provide more detailed information about their goals and what they hope to learn from me.
Despite this, I take this approach because I want to ensure that those who do commit to mentorship are truly invested in the process and willing to put in the effort to learn and grow. Many individuals express a need for direction but are not clear about what they specifically want to learn or how I can best support them. By asking more detailed questions, I can better understand their needs and provide more meaningful mentorship.
In the second phase of my mentorship process, I give individuals a period of what I call the “silent period”. During this time, I refrain from responding to or calling them. Instead, I observe their drive and motivation to push for what they want. Unfortunately, many individuals drop out at this stage as well. They lose communication, and their drive and zeal for mentorship dissipate.
However, I believe that if someone truly desires change and personal development, they will continue to push and knock until the door is opened or the call is answered. Only a small percentage of individuals, about 5%, are committed enough to persevere through this second phase and demonstrate their genuine interest in mentorship.
Overall, my mentorship process is designed to weed out those who are not truly invested in their personal growth and development. It requires discipline, motivation, and a willingness to put in the necessary effort to succeed. So committing to this process, I can ensure that the mentor-mentee relationship is meaningful and productive for both parties involved.
Another observation I’ve made in my experience with mentoring is that many individuals who claim to follow someone on social media do not truly understand the meaning of “following” someone. When these individuals reach out for mentorship or guidance, they must demonstrate their genuine interest in learning and growing.
One way to show this is by asking quality questions that reflect their understanding of the mentor’s work and accomplishments. This can include referencing specific articles or blogs that the mentor has written or sharing insights they have gained from following their work.
However, I’ve found that many individuals simply say they want to be mentored without demonstrating any real investment in the mentor’s work. They fail to take the time to read their articles or follow their work closely, which can be a red flag to mentors who are looking for individuals who are serious about personal growth.
As a mentor, I believe it is important to work with individuals who are committed and invested in the process of personal development.
To demonstrate your readiness for mentorship, you must first exhibit a commitment to learning, a willingness to make sacrifices, and a drive to push your limits on your own. Without these qualities, mentorship may not be the right fit for you. Recently, a woman approached me seeking mentorship. After asking her a few questions and reviewing her work, I recommended some of my courses. Although she expressed interest, she couldn’t afford the cost. She asked if I could offer a discount. I promised to look into it and sent her some articles to read in the meantime. She not only read the articles but also listened to a podcast and came back to me with questions. Her eagerness to learn and willingness to make an effort showed that she was coachable and ready to learn.
The critical question is how committed you are to achieving your goals and what sacrifices you’re willing to make to attain mentorship or coaching. Are you prepared to put in the effort, time, and resources needed to succeed? Are you willing to invest in yourself and your growth, even if it means making difficult choices or giving up certain things? A strong personal commitment and a willingness to make sacrifices are essential for achieving success in any field, including mentorship and coaching.
Do some research! It is necessary to conduct background research on the person you wish to learn from if you’re seeking mentorship or coaching. This research will help you understand the person’s experience, skills, values, and philosophy, which are all critical factors in choosing the right mentor. You can do this research by reading books, articles, and online resources related to the person’s work. It is also important to pay attention to the messages the person is sharing through various mediums, such as social media, blogs, or podcasts, to understand their perspective and teaching style. In doing so, you can demonstrate to the potential mentor that you have a genuine interest in their work and a solid understanding of their approach. This will also help you establish a more meaningful connection and enhance the value of the mentorship or coaching relationship.
Unfortunately, many young people seeking mentorship view it as a quick fix or a means of leveraging their way to success without putting in the necessary effort and sacrifice. These individuals often lack a genuine interest in learning from their mentor or improving their skills and are instead seeking to benefit from the mentor’s status or network. They may view mentorship as a shortcut to fame and success, failing to recognize that there are no shortcuts when it comes to achieving lasting success.
Yet, true mentorship involves much more than just rubbing shoulders with successful individuals. It requires a sincere commitment to learning and growing, a willingness to put in the necessary work and make sacrifices, and a deep respect for the mentor’s expertise and experience. Those seeking mentorship must be willing to do the research and groundwork required to understand the mentor’s background, skills, and philosophy. This will enable them to approach the mentor with a solid understanding of their work and a genuine interest in learning.
It’s key to remember that mentorship is a two-way street, with both parties benefiting from the relationship. While the mentee gains valuable knowledge, skills, and insights, the mentor also benefits from the opportunity to share their expertise and contribute to the development of the next generation of leaders. Therefore, those seeking mentorship must approach the relationship with a willingness to learn, grow, and contribute, rather than seeking to gain a quick fix or leverage their way to success.
Bernard Kelvin Clive is a multi-talented individual who has made a name for himself as a leading authority on personal branding and digital book publishing in Africa.
. To learn more about Bernard and his work, visit www.BKC.name.
