Mentorship and Relationships

The best mentors won't find you, You have to find them. My core values for career development: • Ownership - Taking responsibility for your growth • Courage - Moving through discomfort for what matters • Reciprocity - Creating value, not just taking it What I can't stand is seeing people wait for career opportunities while mistaking passivity for patience. Here's how to ask potential mentors (without feeling awkward): 1/ Be direct about your goals Don't beat around the bush. Tell them exactly what you need. "I was promoted to senior engineer and want to level up my systems architecture skills. Would you be willing to mentor me?" 2/ Tell them why you chose them People appreciate knowing what drew you to them specifically, showing you’ve done your homework. "I'm reaching out because of your experience leading engineering teams at high-growth startups." 3/ Start with a small ask Don't request a long-term commitment right away. "Would you be open to a 30-minute video call to connect?" 4/ Be gracious if rejected Sometimes people don't have bandwidth. That's okay. "I understand you have significant demands on your time." 5/ Ask for alternatives If they decline, their network might be your next opportunity. "Is there anyone you'd recommend I connect with instead?" 6/ Approach with the right mindset Confidence in your goals. Respect for their time. Gratitude for their expertise. I've seen too many careers stall because of fear of rejection. But I promise: The temporary discomfort of reaching out is nothing compared to the permanent pain of career stagnation. Stop waiting for the perfect mentor to appear. Make the first move today. What strategies have worked for you when finding mentors? Image Credit: GraciousQuotes --- Follow me, tap the (🔔) Omar Halabieh for daily Leadership and Career posts.

Stop wasting time asking people to mentor you. Try the Micro Mentorship Method instead. Not long ago, I wrote this to a new “mentor:” Subject: “Future Mentorship” Email: “How do you feel about 30 more minutes of mentorship toward the end of Q1? You truly have a lot of wisdom to share, and I'm always happy to talk shop about what I'm learning too.” I heard nothing back. I was crushed because I thought we’d had a decent initial virtual meeting. Did he not like me? Was he rolling his eyes at me? What went wrong? What went wrong was, “30 more minutes of mentorship” is vague. People are busy; they want to know EXACTLY how they can help and what SPECIFICS you need. When your request is too macro, it’s easy to deprioritize it. Use the Micro Mentorship Method to land that follow-up meeting. Here are three examples of Micro Mentorship requests. ✅ Could I grab 15 minutes to get your feedback on 5 slides I’ve created? I’m trying to influence my boss to put me up for promotion. ✅ Is it possible to introduce me to X? I’m interested in joining the marketing team one day, and I’d love to ask them about their career path? ✅ Are you open to giving me feedback on these 3 partners I’m considering working with? I believe you’ve worked with them before, and you could fast-track my decision. Can I email you the names for your quick take? Micro Mentorship works. I never heard back from that person above after I sent my original email. Five months later, I followed up with a request similar to this last one, and he got back to me within an hour. Mentorship can be such an important part of career growth. You need people ahead of you in their career to coach you in ways your manager can’t. This doesn't change that game. It just changes your positioning. It’s still mentorship; it’s just mentorship with a clear request and suggestion of how they can help. That’s often easier for a busy person to say yes to. If this was helpful, consider resharing ♻️ with your network, and follow me Jenny Wood for more actionable tips to thrive professionally.

Friends, I've frequently been posed a fascinating question about careers recently. To benefit everyone, I'd like to share my perspective The recurring query goes something like this: "Amir, what do you believe is the cornerstone of a successful career, something you might not have been aware of at the outset?" In my academic years – high school, college, and graduate school – I believed success pivoted on top grades, class rankings, or even intra-class networking. Wrong In the nascent stages of my career, I was under the impression that success equated to sheer hard work. Incorrect again Mid-career, I leaned towards factors like presentation skills, professional prowess, and a tendency to claim credit for achievements. Still off the mark Later, I surmised it was about forging numerous professional relationships and mastering workplace networking. Again, not the essence While the above elements have their merits, they're often necessary but not sufficient Reflecting on my life experiences, the business literature I've delved into, my formal education, and observations of varied career trajectories, I discerned a pattern among the truly successful. These individuals: *Efficiently pinpoint a few advocates (1-3) in each organization *Ensure these advocates will ardently support their work *Persuade these champions to back them consistently *Identify and align with individuals known for their extensive networking prowess and influential career reach and willingness to use it for others *Distinguish between genuine supporters and talkers, not wasting professional time (social time is different) on those relationships *Persistently replicate this across different organizations and departments Usually, the success of many can be traced back to a handful of people – mentors, advisors, or managers – who fervently vouched for them. Those advocated for might not necessarily represent the most talented or affable, but successful individuals master the art of building and nurturing these relationships nonetheless It's imperative to discern genuine supporters from fair-weather allies. Many seemingly promising relationships end up as fleeting encounters with little long-term value. The art of this discernment blends judgment, emotional intelligence, adaptability, and an unwavering commitment to one's authentic self Lastly, the capacity for repeated relationship-building is crucial. As many professional connections reset over time, it becomes essential to continuously win over a few influential allies at every phase. Over the span of a career, these few pivotal relationships can provide an unshakable foundation, acting like a resilient spider web that multiplies in strength and reach People who seem to float from opportunity to opportunity are often seen as being very lucky or fortunate. They are for having that fate. But mastery of the starred points above, supported by other traits and a lot of effort, is what really makes such people appear lucky

Finding a mentor sounds great—until you try it. Then it gets awkward. I used to think mentorship had to be a big commitment. Regular check-ins. Long-term guidance. But what if we’re thinking too big? Let’s talk about something smaller—yet just as powerful. 𝗠𝗶𝗰𝗿𝗼-𝗠𝗲𝗻𝘁𝗼𝗿𝘀𝗵𝗶𝗽. It’s not about scheduling monthly calls. Or hoping your dream mentor has time to guide your entire career. Instead, think of mentorship as moments. Tiny touchpoints that, when added up, make a real difference. Here’s how to build your micro-mentorship network: ✅ 𝗖𝗿𝗼𝘄𝗱𝘀𝗼𝘂𝗿𝗰𝗲 𝗬𝗼𝘂𝗿 𝗤𝘂𝗲𝘀𝘁𝗶𝗼𝗻𝘀 Join HR groups (LinkedIn, Slack, Reddit). Post your questions. Read the threads. Watch how other pros think through real issues. You’ll learn from every angle. ✅ 𝗔𝘀𝗸 𝗳𝗼𝗿 𝗢𝗻𝗲 𝗦𝗺𝗮𝗹𝗹 𝗧𝗵𝗶𝗻𝗴 Met a leader you admire? Don’t ask them to mentor you. Ask them for one piece of advice. A career book they loved. A mistake they’d never make twice. Small asks = better results. ✅ 𝗨𝘀𝗲 𝗔𝗜 𝗮𝘀 𝗬𝗼𝘂𝗿 𝗦𝗼𝘂𝗻𝗱𝗶𝗻𝗴 𝗕𝗼𝗮𝗿𝗱 Yep, even ChatGPT can help. Not as a mentor—but as a brainstorming partner. Use it to role-play tough convos or draft plans. The ideas are instant, and the feedback is judgment-free. ✅ 𝗥𝗲𝗳𝗹𝗲𝗰𝘁 𝗕𝗲𝗳𝗼𝗿𝗲 𝗬𝗼𝘂 𝗔𝗰𝘁 When someone gives you advice... pause. Do they know your goals? Your strengths? No? Then don’t take their advice at face value. What works for one HR pro may not work for another. Here’s the truth: Your career won’t be shaped by one mentor. It’ll be shaped by hundreds of small moments of insight. Start gathering them today. What’s the best one-liner career advice you’ve ever gotten? Tag someone who gives great advice. ♻️ I appreciate 𝘦𝘷𝘦𝘳𝘺 repost. 𝗪𝗮𝗻𝘁 𝗺𝗼𝗿𝗲 𝗛𝗥 𝗶𝗻𝘀𝗶𝗴𝗵𝘁𝘀? Click the "𝗩𝗶𝗲𝘄 𝗺𝘆 𝗡𝗲𝘄𝘀𝗹𝗲𝘁𝘁𝗲𝗿" link below my name for weekly tips to elevate your career! #Adamshr #Hrprofessionals #humanresources #HR #theinsider   #hrcommunity Adams HR Consulting Stephanie Adams, SPHR

One of the most ignored career moves? Build executive relationships early; before you need them.   Here’s why they matter: 1. Strategic Insights Executives see the whole board. Relationships with them give you a window into future priorities, challenges, and opportunities; helping you think and act beyond your current role. 2. Visibility for Opportunities Promotions and key projects often come through networks, not postings. If you’re already on executives’ radar, you’ll be considered when doors open. 3. Learning the Executive Language Executives think in outcomes, not tasks. Early interactions teach you how to frame your ideas in ways that resonate and influence. 4. Getting the Benefit of the Doubt When trust is built, you earn leeway in tough moments. Missteps are seen through the lens of credibility, not suspicion. 5. Signaling Readiness Cultivating executive relationships shows ambition and initiative. It signals you’re preparing for bigger leadership roles; and executives often invest in those who invest in themselves.   Here’s the truth: If you wait to build these ties until you need help, it feels fake. If you build them early and with care, it feels real ... and it pays off.   Executive relationships aren’t just “connections.” They’re assets that shape your growth, visibility, and future.   Want my Executive Promotion Playbook? 👉 DM me “Playbook” and I’ll send it.   💡 Click “View my newsletter” in my profile for weekly tips on how to grow your executive career.   #ExecutivePresence  #leadershipDevelopment #CareerGrowth

The most overlooked skill in career growth? Strategic relationships. Not just mentors. Not just peers. → 80% of all jobs (including executive roles) are filled through networking and personal connections. (Source: LinkedIn Editors, 2025) I didn’t ask for a seat at the table. At 27, someone I trusted pulled out the chair before I knew I needed one. That moment changed everything. And now? I see the same silent pattern in high achievers every day: They don’t stall because they’re unprepared. They stall because they’re unremembered. You don’t rise by being good alone. You rise when your name is spoken in rooms you haven’t entered yet. That doesn’t happen by accident. It happens by design. That’s why you need to build your Invisible Board of Allies™ before you need a bailout. Here are 7 essential roles to future-proof your career: 1/ The Sponsor Advocates for you in rooms you're not in. → You don’t ask them to fight for you. They already are. 2/ The Challenger Pushes your thinking forward. → If no one’s poking holes in your logic, you’re not growing. 3/ The Connector Builds bridges where you see walls. → Introduces you to people and opportunities you never knew existed. 4/ The Mirror Reflects your blind spots with care. → The one who says, “Here’s what you’re missing—and why it matters.” 5/ The Emerging Peer Grows with you. → You rise together and celebrate each other’s wins out loud. 6/ The Truth Teller Gives feedback you don’t want to hear, but desperately need. → They’ll risk your comfort to protect your growth. 7/ The Legacy Holder Reminds you of your 𝘸𝘩𝘺 when you’re tempted to settle for the 𝘸𝘩𝘢𝘵. → Keeps your leadership aligned with your purpose. Keeps you anchored in purpose. Your dream role isn’t waiting on a job board. It’s waiting on a conversation. Start here to build your personal board: ✔ Audit your circle → Who challenges you? Who champions you? ✔ Initiate → Reconnect. Reintroduce yourself. ✔ Give first → Share insight. Make intros. Celebrate others. ✔ Show up when it’s not about you → That’s when trust is built. ✔ Repeat weekly  → Consistency is everything. You’re one relationship away from your next level. If your name isn’t being spoken in the rooms that matter, build a board that puts it there. Before burnout. Before breakdown. Before missed opportunity. Social capital isn’t soft. It’s strategy. Which of the 7 roles do you need most right now? And which one are you playing on someone else’s board? ➕ Follow @Loren Rosario-Maldonado, PCC for career growth insights that actually move the needle. 💬 𝘞𝘢𝘯𝘵 𝘵𝘩𝘦 𝘧𝘶𝘭𝘭 𝘗𝘦𝘳𝘴𝘰𝘯𝘢𝘭 𝘉𝘰𝘢𝘳𝘥 𝘉𝘶𝘪𝘭𝘥𝘦𝘳™ 𝘎𝘶𝘪𝘥𝘦? DM me “BOARD” and I’ll send it your way.

𝗘𝘃𝗲𝗿 𝗹𝗲𝗳𝘁 𝗮 𝟭:𝟭 𝗺𝗲𝗲𝘁𝗶𝗻𝗴 𝗳𝗲𝗲𝗹𝗶𝗻𝗴 𝗹𝗶𝗸𝗲 𝘆𝗼𝘂'𝘃𝗲 𝗷𝘂𝘀𝘁 𝗿𝗲𝗰𝗶𝘁𝗲𝗱 𝘆𝗼𝘂𝗿 𝘁𝗼-𝗱𝗼 𝗹𝗶𝘀𝘁? You're not alone. Let's transform these sessions from mundane task updates to meaningful career conversations that drive growth and engagement. 𝗧𝗵𝗲 𝗔𝗿𝘁 𝗼𝗳 𝗘𝗳𝗳𝗲𝗰𝘁𝗶𝘃𝗲 𝟭:𝟭 𝘀𝗲𝘀𝘀𝗶𝗼𝗻𝘀: 𝗕𝗲𝘆𝗼𝗻𝗱 𝘁𝗮𝘀𝗸 𝘂𝗽𝗱𝗮𝘁𝗲𝘀 As a professional who's experienced both sides of the managerial coin, I've come to realize the immense value of well-structured 1:1 sessions between managers and their direct reports. Unfortunately, I've also encountered my fair share of managers who viewed these precious moments as mere task update meetings, missing out on the true potential of these interactions. 𝙏𝙝𝙚 𝙥𝙤𝙬𝙚𝙧 𝙤𝙛 𝙨𝙢𝙖𝙡𝙡 𝙩𝙖𝙡𝙠 One often overlooked aspect of 1:1 sessions is the importance of small talk. Starting the meeting with a casual conversation about non-work topics can help reduce tension and create a more comfortable atmosphere. This simple act can open the door for more honest and productive discussions. 𝘾𝙡𝙚𝙖𝙧𝙞𝙣𝙜 𝙩𝙝𝙚 𝙖𝙞𝙧 An effective strategy I've learned is to begin by asking your manager what's at the top of their mind. This approach serves two purposes: it allows your boss to offload any pressing concerns, enabling them to be more present for your discussion, and it gives you valuable insight into their current priorities and challenges. 𝙎𝙚𝙩𝙩𝙞𝙣𝙜 𝙘𝙡𝙚𝙖𝙧 𝙜𝙤𝙖𝙡𝙨 Each 1:1 session should have a clear purpose. While flexibility is important, having a general theme or goal for the meeting can help guide the conversation and ensure that both parties get value from the interaction. Some key topics to consider include: ✅ Career development: Discuss your long-term aspirations and how your current role aligns with those goals. ✅ Performance: Review recent accomplishments and areas for improvement, focusing on constructive feedback and actionable steps. ✅ Goals and progress: Evaluate your progress towards set objectives and adjust strategies as needed. ✅ Employee engagement and satisfaction: Share your thoughts on your current work environment, team dynamics, and overall job satisfaction. ✅ Skill development: Identify areas where you'd like to grow and discuss potential learning opportunities or projects that could help you acquire new skills. If you find your 1:1s consistently devolving into task updates, don't be afraid to speak up. Suggest a new format or propose specific topics you'd like to discuss. Remember, these sessions are as much for your benefit as they are for your manager's. #CareerDevelopment #EffectiveManagement #1on1Meetings #EmployeeEngagement #ProfessionalGrowth #LeadershipSkills #WorkplaceCommunication

Don’t go alone. Ever wondered how quickly you got an issue resolved in your mind that you were confused for several days after you spoke to another person about it? Even if that person did not add any value to the conversation, simply by sharing the idea, you developed a lot of clarity for yourself. That is the beauty of the human mind. We are all social beings. We thrive at our best with human interaction. If you look around at the people who are more successful in life, they always depend on other people for their wisdom and judgment. • CEOs have executive teams • Political leaders have advisors • Top players have coaches and so on. Because they all understand the value of mentors and advisors. Who is on your side when you need help? Unfortunately, the majority of professionals believe that they can decide best for themselves. That’s the left-brain thinking; it sounds logical. But does it? We all have blind spots. Two interactive brains are always better than one. It is hard to solve a problem at the same level of mind where it was created. You cannot control or fix your mind with the mind. You need another mind to help. From the beginning, we remain dependent on others. In early life, this role is fulfilled by parents. In young adulthood, this role is shifted to our trusted friends and teachers. The problem, however, hits when you reach, as a mature adult, somewhere around the middle of your career. Mid-career crisis feels like a mid-life crisis. At this phase, it feels quite alone. The large circle of friends we had in college, has very much shrunk because you even do not have time to talk to. Parents are no longer considered among those whom you think you can take advice from. And, of course, you do not want to bother your spouse or young children who may be occupied with their own issues. It feels really lonely, doesn’t it? Most of the mid-career professionals at this stage not only find themselves alone but over overwhelmed. Your career which was growing very well at one time seems like a daunting task even to hold your position where you are. This leads to high levels of continued anxiety and stress that further negatively impact your performance and affect your creativity. You easily get trapped in a vicious cycle. You do not need to suffer, however. There is a rescue. Try to develop a trustworthy relationship with a work colleague who understands your situation and is mature enough to give you some good advice. It’s ok to develop some close friends at work. We spend the best part of our life at work and deserve to have some good friends with whom we can share our emotions. Or, at a minimum, try to find out a trustable coach or mentor who is experienced enough to give you some good advice in your work/career-related matters. But please do not try to go all alone. There are better ways to play the game of life and playing together brings lots of fun, too.

🌟 Happy International Women's Day! 🌟 As we commemorate this day, I'm reminded of the profound impact mentorship among women and community building can have on shaping careers and fostering growth in the workforce. In my own career, I’ve been guided by remarkable women mentors, and they’ve taught me that to make the most out of the mentorship experience, you have to be REAL and be READY. Mentorship is more than just guidance; it's a partnership—a two-way street where both mentor and mentee contribute their strengths and perspectives to create a mutually beneficial relationship. I learn so much from every person I have the opportunity to connect with! My top tips for being a good mentor: 1️⃣Clearly communicate your needs, goals and expectations: Don't hesitate to ask for what you need, whether it's feedback on a project, advice on navigating a challenging situation, or simply a listening ear.   2️⃣Listen with Empathy: Effective mentorship begins with active listening. Take the time to understand your mentee's goals, challenges, and aspirations. Create a safe space where they feel comfortable sharing their thoughts and concerns. Empathy fosters trust and strengthens the mentor-mentee relationship. 3️⃣Offer Constructive Feedback: Honest and constructive feedback is essential for growth. As a mentor, provide feedback that is specific, actionable, and encouraging. Remember to praise effort and progress, reinforcing confidence and motivation. 4️⃣Lead by Example: Be a role model for your mentee by demonstrating integrity, resilience, and continuous learning. Share your own experiences, including both successes and setbacks. Lead with authenticity and humility, showing that it's okay to make mistakes and learn from them. Inspire your mentee to embrace challenges and pursue their ambitions fearlessly. On this International Women's Day, let's reaffirm our commitment to supporting and uplifting one another in the workplace and beyond. Together, through mentorship and solidarity, we can break barriers and create a more inclusive and equitable world for all. 💪🚀 #InternationalWomensDay #Mentorship #WomenSupportingWomen Upwork

Emotional (artificial) intelligence. Lets talk about it. This is a person who is EQ-adjacent. They know enough about emotional intelligence to speak to it, but they lack the years of practice to move it from knowledge to wisdom. So many people fail to truly move past self-awareness to higher levels of EQ to ever really get to successfully managing relationships. They use the language of EQ but have not internalized and manifested it into their core operating system. The over-confident novice believes they are focused on their team but somehow every coaching engagement - positive or negative - is really about how it reflects on their own leadership or needs. Their language says YOU but their meaning says ME. 🔸“You have grown so much [under my wing].” 🔸 “I see so much potential in you [if you stick to my program].” 🔸 “Great self awareness! [According to my more highly attuned EQ radar than yours].” A hurdle in growing as a leader is acknowledging the ego living in our basement and conflating KNOWING about EQ as making us automatically capable of using it. We think the assignment is suppressing our egos. It is not about suppressing it. The work is in managing it; bringing awareness to it; and gently moving it aside when needed. 🟢 Coach without always needing to qualify it with your own personal experiences. 🟢 Ask questions without a prepared response or lesson. Discover together. 🟢 Acknowledge moments you’ve made it about you, and gently redirect back to the person in front you. Mentoring isn’t about “arriving” at the top of a social hierarchy at work. If you believe in the SERVICE part of servant leadership, then the best mentors are always being mentored themselves. When we try to speed up our journey of self discovery and the slow accumulation of practiced wisdom, it’s like captaining a boat that’s going too fast. Speed often times invites fear, and fear ALWAYS anchors people to self-preservation first. So don’t just get a pulse check on whether you’re feeling fearful. We are good at hiding fear from ourselves. Another way to increase our awareness of whether “self” is creeping too much into our leadership approach is to do a SPEED check. If conversations feel rushed, if you’re borrowing against future trust not yet earned, if you’re citing your own growth more than theirs, if you’re short-cutting to the “lesson”… you’re speeding.