5 Steps for Mentoring New Marketing Talent
CMOs should embrace mentoring not only to develop talented staff on their own teams but to build relationships and talent throughout their organizations.
Mentoring is a way to give back professionally and pay forward the support and guidance shown to you throughout your career. It can be a great experience for both ends of the mentor-mentee relationship.
To keep the effort on track and improve your odds of success, keep an open mind.
Be flexible, and aim to help mentees succeed on their own terms, according to their own value set and goals. These terms can and likely will be different than your own definition of success, and your mentees may even be headed in an altogether different direction than you. Rest assured, you can still help tremendously.
Here’s five steps to get you started:
- Don’t force it.
Some organizations have formal mentoring programs. Many don’t. If you’re in the latter, you need to just put yourself out there and get to know people. Let them know you’re here for them. Show the people you manage that you’re open to mentoring them, but also encourage them to mentor others.
Create a culture of mentoring. Once you’ve put it out there, it is up to them to initiate if they’re interested in getting guidance from you. Once someone does reach out, don’t turn them away. Make time. As with any relationship, there will be a natural progression and you will guide them throughout. Mentees can come in many forms—some may be from your own department, some may be from something completely unrelated, and others may not even be in your organization. That’s ok. You’re there to share your experiences, successes and pitfalls, and just be there as a sounding board for them as they go through life.
- Identify their motivation.
What motivates your mentees? Each will want something different from you and bring a unique background and life context to the relationship. Some may seek guidance for balancing work and personal lives. Others may be laser focused on getting ahead in their careers. It’s important to understand what each mentee seeks. In your first meeting, try to gauge what their underlying motivations are so you’re better able to help them.
- Explore the root of those motivations.
It’s not enough to identify their motivation. Dig deeper to understand why that motivates them. In your first meeting, ask exploratory questions and see what the responses are. Remember, there isn’t a wrong answer. Promote a brainstorming vibe and ensure they’re thinking in-depth about these factors. Keep in mind that their motivation will change as they gain more experience in work and life.
- Work together to create a plan.
With an understanding of goals and motivations in hand, create a roadmap together that will help your mentee achieve his or her goals. Make sure you’re transparent about the efforts they’ll need to put in and any changes in behavior or work that will need to be made. There should be no doubt that the plan you create together aligns directly to where the mentee wants to be. Get them thinking about the give and take involved to make sure they’re willing and able to give what’s necessary to attain those goals. Be sure to address the personal and professional challenges that lie ahead, including those related to childcare, spouses and life partners, time spent at work vs. home, taking on additional responsibilities, traveling, and more.
- Empower them to create their own momentum.
If they’re still motivated after all these conversations, it’s time to empower them. Be available. Be a helpful resource. Either have an open door policy or arrange regular meetings to stay in close touch. Each time you meet, check key performance indicators, gauge progress and make adjustments to their roadmap.
Viji Davis is the CMO of Resolution Media.
