[Jobs] Bridging Diversity Gaps Through Mentoring

[Peter Altschul]

Bridging Diversity Gaps Through Mentoring

 

November 30, 2007

 

By Evelyn Castillo Collazo

 

Let's face it, most of us make assumptions of people within a few seconds of
meeting them. Some times we make assumptions without even talking to them.
So how does mentoring play a positive role when it comes to first
impressions? Through mentoring we get to know someone a little better.

 

So who is a mentor? A mentor could be a counselor, teacher or a boss that
guides you in reaching your career goals. It is a person that provides you
with network opportunities and experiences that help advance your
professional career. In most instances, the nurturing nature of the
mentoring relationship fosters friendships. This is possible because of the
constant exchange of ideas and the learning that occurs between both
individuals. A successful mentoring relationship is a win-win situation for
both learning partners.

 

Just as important, a mentoring relationship can help bridge diversity gaps
by helping us focus on our similarities and not our differences.

 

Knowing how to select a mentor is the most important step of bridging
diversity gaps. Mentors should be people that are considered successful in
your industry. Do not base your decision solely on their ethnicity. Your
decision should be based on their experience and knowledge. Select an
individual that is well seasoned in your industry, someone that is
influential because of their success.

 

Follow these six steps when selecting a mentor:

 

1. Determine what area you wish to focus on in your career.

 

Knowing what you need to work on is the first step toward a successful
mentoring relationship. Remember that a mentor is a counselor, not someone
that tells you what to do. Ultimately, the direction of your career is in
your hands.

 

2. Prepare a list of questions for your mentor even before you have decided
whom you would like to work with.

 

Being prepared shows your potential mentor that you are taking your career
seriously. Successful and influential people are very busy. They will be
willing to help you only if you are prepared to take the reigns of your
career.

 

3. Search your industry for a potential mentor.

 

Join an association in your field, go to networking meetings and scout your
organization for potential mentors. Look within your organization for a
senior executive that may be willing to work with you. When attending
networking or professional meetings, survey the room. Do not stand in a
corner, go over to the influential circle and introduce yourself. Do not
forget to share contact information with your potential mentor because they
will remember you and make the next step easier.

 

4. Invite your prospective mentor to meet with you.

 

Meeting with your prospective mentor will allow you to know if there is a
connection between the two of you. If you and your mentor do not relate well
together then your mentor relationship will be headed for disaster.

 

5. After determining there is compatibility, ask the person if they are
willing to work with you.

 

Nearly everyone will be pleased if you ask him or her to mentor you. The
worst thing they can do is say no. Understand that asking someone to be your
mentor is a compliment because it communicates that you see him or her as a
successful individual.

 

6. Once the person agrees to be your mentor, discuss expectations.

 

This step is crucial for a successful mentor-protege relationship. Clear
expectations allow both parties to work toward a common goal without
roadblocks and disappointments.

 

Remember that people in your ethnic group have different experiences,
beliefs and worldviews. Even within our cultural groups there are
differences. While some face challenges in their careers due to ethnic
differences, we all face challenges in leadership and professional growth.
It is imperative that we seek people by their knowledge, experience and
success, not by cultural similarities. By developing a good friendly
relationship with someone, we are minimizing our own assumptions about them
and therefore bridging diversity gaps.

 

Evelyn Castillo Collazo is the operations and program coordinator at Rollins
College Crummer Graduate School of Business Management and Executive
Education. Ms. Castillo Collazo is currently enrolled in the Masters of
Human Resources at Rollins College.

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Bridging Diversity Gaps Through Mentoring
 
November 30, 2007
 
By Evelyn Castillo Collazo
 
Let's face it, most of us make assumptions of people within a few seconds of meeting them. Some times we make assumptions without even talking to them. So how does mentoring play a positive role when it comes to first impressions? Through mentoring we get to know someone a little better.
 
So who is a mentor? A mentor could be a counselor, teacher or a boss that guides you in reaching your career goals. It is a person that provides you with network opportunities and experiences that help advance your professional career. In most instances, the nurturing nature of the mentoring relationship fosters friendships. This is possible because of the constant exchange of ideas and the learning that occurs between both individuals. A successful mentoring relationship is a win-win situation for both learning partners.
 
Just as important, a mentoring relationship can help bridge diversity gaps by helping us focus on our similarities and not our differences.
 
Knowing how to select a mentor is the most important step of bridging diversity gaps. Mentors should be people that are considered successful in your industry. Do not base your decision solely on their ethnicity. Your decision should be based on their experience and knowledge. Select an individual that is well seasoned in your industry, someone that is influential because of their success.
 
Follow these six steps when selecting a mentor:
 
1. Determine what area you wish to focus on in your career.
 
Knowing what you need to work on is the first step toward a successful mentoring relationship. Remember that a mentor is a counselor, not someone that tells you what to do. Ultimately, the direction of your career is in your hands.
 
2. Prepare a list of questions for your mentor even before you have decided whom you would like to work with.
 
Being prepared shows your potential mentor that you are taking your career seriously. Successful and influential people are very busy. They will be willing to help you only if you are prepared to take the reigns of your career.
 
3. Search your industry for a potential mentor.
 
Join an association in your field, go to networking meetings and scout your organization for potential mentors. Look within your organization for a senior executive that may be willing to work with you. When attending networking or professional meetings, survey the room. Do not stand in a corner, go over to the influential circle and introduce yourself. Do not forget to share contact information with your potential mentor because they will remember you and make the next step easier.
 
4. Invite your prospective mentor to meet with you.
 
Meeting with your prospective mentor will allow you to know if there is a connection between the two of you. If you and your mentor do not relate well together then your mentor relationship will be headed for disaster.
 
5. After determining there is compatibility, ask the person if they are willing to work with you.
 
Nearly everyone will be pleased if you ask him or her to mentor you. The worst thing they can do is say no. Understand that asking someone to be your mentor is a compliment because it communicates that you see him or her as a successful individual.
 
6. Once the person agrees to be your mentor, discuss expectations.
 
This step is crucial for a successful mentor-protege relationship. Clear expectations allow both parties to work toward a common goal without roadblocks and disappointments.
 
Remember that people in your ethnic group have different experiences, beliefs and worldviews. Even within our cultural groups there are differences. While some face challenges in their careers due to ethnic differences, we all face challenges in leadership and professional growth. It is imperative that we seek people by their knowledge, experience and success, not by cultural similarities. By developing a good friendly relationship with someone, we are minimizing our own assumptions about them and therefore bridging diversity gaps.
 
Evelyn Castillo Collazo is the operations and program coordinator at Rollins College Crummer Graduate School of Business Management and Executive Education. Ms. Castillo Collazo is currently enrolled in the Masters of Human Resources at Rollins College.