Today’s remote working environment can hamper employee visibility and sometimes bring social isolation – in particular, for women and under-represented groups. Therefore, mentoring matters more than ever in the virtual workplace.
In fact, according to a TrustRadius Report in 2021, the top two barriers to women in tech getting promoted is the lack of mentorship and a clear path forward.
How do you go about finding a mentor? What’s the chemistry test?
To start, try to find someone whose career path inspires you. Do you envision a leadership career in product management? Seek someone whom you admire, and is currently in that role. They need not be in executive management – in fact, it may be easier to find and approach someone who is a level or two ahead of you.
Try asking your prospective mentor a few questions to see if there’s mutual engagement. Ask if it would be alright to contact them from time to time to ask questions – a much less intimidating approach than asking them to be your mentor at the get-go.
The same chemistry test applies to mentors too. Propose an introductory call and see how the conversation goes. How does the mentee show up? Do they ask thoughtful questions? Do they listen well and ask good follow up questions? Look for curiosity, motivation, and a growth mindset. Are they willing to stretch, take risks, and grow?
Purpose of the chemistry introductory meeting is to determine if you have something to offer the mentee and can authentically participate in a successful mentoring relationship.
To find a mentor, start in your own company or organization. Tap into your alumni network or the Career Center there and let them know you’re willing to mentor students or fellow alumni. Industry groups like the Society of Women Engineers (SWE) has a strong mentor network which I’m a part of.
What? Me, Mentor?
Some people are convinced that they cannot mentor nor should they mentor others. In some cases, people may think they don’t have the knowledge or skill to mentor.
However, I believe that EVERYONE has something to offer – whether it’s expertise/knowledge about a specific skill (e.g. time management, running a business, starting a business, pivoting careers) or soft skills such as how to navigate corporate culture, or managing team conflict.
Take the time to inventory the skills you’re good at – you’d be surprised at the list you come up with. It’s very likely that there are others out there who are seeking mentorship in those areas. For example, my own experience pivoting from engineering to a career in marketing and various industries within tech gave me some inside knowledge on career transitions – from here, I developed a passion for coaching clients on career pivots.
Tips for mentoring in a virtual world
More than ever, mentors have the opportunity to provide career, social, and emotional support in a virtual working environment. For organizations, it shows dedication and commitment to employee development and retention.
Frequent and consistent check-ins, even meeting for coffee breaks 15 minutes once a month can make a difference and keep a mentoring relationship on track.
Meet your younger mentees where they are – check-ins via texts, Slack, or WhatsApp do matter. Take the time to invest in them and let them know you’re thinking of them by sending short texts or emails – e.g. “How did your interview go?” Invite them to send updates on their activities, job search, etc. Or be their accountability partner and help them stay on track with their goals.
Other Resources:
Women in Tech: Inconvenient Truths and Changing Perspectives (Forbes)
2021 Top Companies for Women Technologists Report (AnitaB.org)
Women in the Workplace 2021 Report (McKinsey)
