Career Compadres Series: The Critical Role of Mentors in Latino Career Success

In the spirit of National Mentoring Month we ask you the following questions:

Do you have good mentors?

Do you know and fulfill your responsibilities as a mentee?

Are you a good mentor to someone?

Why is Mentoring Important for Latinos?

A recent Korn Ferry study (in conjunction with Columbia Business School) reveals that formal and informal mentoring is seen as crucial to the development of senior-level minority executives.

• 71% of executives say they have informal mentors
• 22% report they have formal mentors
• 47% of women of color report their greatest barrier to advancement was lack of mentors

Adjunct Professor Anna Duran explains that the data reveals that successful minorities with mentors who are supportive superiors, coworkers and other professionals ... progress more rapidly in their careers. The impact of not having mentors is felt greatest by Latinas.

The Roles of Effective Mentors

Acclaimed author and senior executive Juan Roberto Job suggests that the best mentors can:

• Serve as a role model, nonjudgmental counselor, or trusted sounding board for work-related problems or ideas.
• Advise you on how to position yourself in your job search and for career advancement.
• Teach you the "software" of the organization; show you the ropes of the organization; decode the organizational culture for you; and guide you through the thicket of office politics.
• Arrange developmental work assignments and projects.
• Enhance your knowledge base and skills.
• Bring your talents to the attention of people in positions of power and provide access to crucial networks.

Should You have One or More Mentors?

In today's evolving workplace, career mentors are no longer just the older more experienced and professional in the hierarchical structure. Your mentors can be formal or informal, short or long-term, and be there for you as a global or issue specific capacity. We recommend that you have mix of mentors that can fulfill a variety of needs, including:

• Leaders in your company and industry.
• Experts from cross-functional segments in your organization.
• Peers with specialized skills and experiences.
• Both Hispanic and Non Hispanic individuals, company based organizations, and external professional associations.
• Formal company mentorship programs.
• Industry peers from outside your company.
• Knowledge experts.

Making the Relationship Meaningful

• Define your relationship together, including how often and how long you will meet. Stay within the set parameters.
• Respect your mentor's time. Don't call him or her with questions. Except for unusual situations that cannot wait, save it for your scheduled meeting.
• Stay organized to make the most of your sessions. Keep a notebook binder with the following categories: Mentor Questions, My Action Plan, Mentor Notes/Emails, Items for Discussion and Meeting Notes.
• If you are given an assignment, get it done on time and ready to present in a professional way.
• Be open-minded. You may get feedback you do not like. Take it in the spirit given.
• Share your appreciation. Your mentor is giving up precious time and sharing valuable knowledge with you. Offer to help them in return.

Remember

As you reach your career goals, don't forget to repay the favor by helping others achieve their career goals.