Alyceum

Igniting Leaders, Inspiring Revolutions

Alicia Curtis

Beyond the skills set – how to pitch your value to a board

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We’ve missed the mark with board director recruitment. Boards who only look for particular skill sets are missing the true value of a board director.

Anyone can have skills – the most important or highly sought-after directors bring skills as a non-negotiable.

But what makes them revered as a board director is the mindset they bring beyond their skills set. It’s their ability to lift the culture, demand excellence, and go above and beyond. They don’t wait to be asked to do things (they don’t need managing). They just see what needs to be done and do it!

Awhile ago, I came across a great blog post about the characteristics of exceptional board directors. What I liked about it was it went beyond the usual skill sets to identify the value that exceptional board directors bring to the table.

They listed five archetypes of exceptional board directors. And in my experience, they are pretty on point. The five archetypes, including a short description from the original blog, are:

The Pensive Sage

“The Pensive Sage actively listens more than he speaks. They look for ways to think about issues differently. They ask good questions to ensure thoughtful debate. And when they make a point, it counts.”

The Trusted Advisor

“The Trusted Advisor invests significant time with the CEO outside the boardroom, building trust. They serve as a sounding board, providing a safe space for the CEO to express frustrations, share concerns, or test ideas.”

The Opportunity Seeker

“The Opportunity Seeker looks for problems to solve, and acts. They are eager to apply their time, talent, and treasure to advance the organization. They lift burdens off of the Chief Executive and make them their own. The Opportunity Seeker often contributes more outside the boardroom than in it.”

The Technical Expert

“The Technical Expert acts as an issue spotter, quality assurance provider, and sounding board on areas within her expertise.”

The Pace Setter

“The Pace Setter raises the performance of other board members through excellent board service. They shape the culture of the board by modeling a high standard of contribution. The Pace Setter makes it uncomfortable to be disengaged and, in doing so, positively influences the overall contribution of his colleagues around the boardroom.”

So what?

When I’m coaching professionals to seek board positions, I encourage them to go well beyond the skills they might bring and describe the value. The archetypes add clarity to the value of exceptional board directors. So often we might just default to the technical expert (and perhaps a director who can bring in funds) as the only valuable type of board director.

This is so outdated.

It’s also highly unlikely that we are all five archetypes. What is your boardroom archetype? Get self reflective of the archetype you are (and confirm that others see you like this too) and go deep in this value.

Self Reflective Steps

1. Reflect on your natural archetype – this looks at your team and leadership behaviours. It looks at how you support the organisation to progress.

2. Be brave and get feedback from others on whether they see you as this. Yes, self awareness! Make sure that your perceptions of yourself and the perceptions of others are similar.

3. Consider ways to go deep in the value you can provide. How can you become a truly exceptional board director and make sure your input and actions are relevant, considered, and connected?

Boards, especially of community organisations, are such a privilege to contribute to. We, as board directors, have to ensure that we are performing.

Ready to step into your full leadership potential?

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How to get a meeting with a busy potential mentor

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Working with a mentor can be one of the most fulfilling and useful career strategies. It can fast track your knowledge, expertise, and confidence. And the first point of contact is make or break, especially when you might not know the person.

So you’ve seen, heard, or experienced an amazing leader who you would love to have a one-on-one chat with. They are inspiring, knowledgeable, and highly experienced. Only trouble is – they are also in high demand. We all have many constraints on our time these days. So how do you send a request that will have the most success?

As a regular conference speaker, I know that you can often get overwhelmed with really lovely requests to catch up for coffee dates after a conference presentation. I love meeting and chatting with people but sometimes there just isn’t enough hours in the day! From my own experience, and from other colleagues I’ve spoken to about this, I’ve listed a few ideas to cut through and make you more favourable to get a meeting with a busy potential mentor.

Let’s start with a big meeting request no-no!

The worst possible request is “can I have a coffee with you to pick your brain?”

This request implies a one-way exchange. It’s nondescript. And it lacks any type of focus or value for the mentor. Most people want to help. But help yourself with the following tips and make your next request outstanding!

How to ask for a meeting with a potential mentor

Be open with how

You can ask for a face to face meeting but also mention that you are willing to have a phone call too. Sometimes it’s easier for the person to jump on the phone with you for 15 minutes rather than (up to) an hour’s meeting plus travel time. A phone call gives them an experience of you and perhaps they might meet in person in the future. Check their schedule for public events – speaking or networking – that you could use as an opportunity to meet them and ask them a few questions there. Think outside of the box.

Tell them what you’re after

Tell them what you want to ask! Outline the questions, information, or value you are after.
“Can I meet with you?” doesn’t really share why it’s important that they meet with you specifically. Make it easy for them and share that information.

You want the potential mentor you are contacting to ascertain if they are the best person to talk to. Maybe you’re wrong in your assumptions, and they may be able to suggest a better person to connect with. You might save yourself and them a huge amount of time if you clarify what is it you are interested in.

Make it easy for them

Allow them to name the time and place that’s easier for them. You buy the coffee. Sometimes it might be easier for them if you come straight to their office. Whatever is easiest for them.

Think about how you can give back

I think people forget the most basic ways we can be helpful to each other. Even if you’re just starting out in your career, you can show that you are mindful enough to make a meeting mutually beneficial for each other!

Here are some ideas about how you can be useful to the person you want to meet:
  • You can share their work with your networks. How can you profile their work or charity contributions to your network?
  • Provide a testimonial or a Linkedin recommendation.
  • You could facilitate some business opportunities for them or send them some referrals.
  • Pay them for their time if appropriate. I know many consultants who are constantly asked for their time to give their expertise for free. Perhaps you could purchase their course or donate to their favourite charity.

If you get a meeting, make the most of the time.

The points below might seem basic, but most of the time we can miss these in the busyness of life.
• Come on time.
• Be prepared with your questions. Make their time (and your own) count.
• If you’re meeting at a cafe, pay for the coffee. If you’re requested the meeting, it’s common courtesy to pay for the drinks.
• Send a thank you note afterward.

Final Words

A person’s time is incredibly valuable. If you’re reaching out to an admired leader, role model, or potential mentor, be respectful of their time and show your commitment.

Now over to you: Have you thought about working with a mentor? I’d love to hear your thoughts about this!

Ready to step into your full leadership potential?

GET THE FREE GUIDE:
15 WAYS TO FIND AN NFP BOARD POSITION
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What boards are really looking for in a board director

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I’m always curious – what makes someone a really exceptional board director?

In today’s environment, board knowledge and understanding is a given.

Knowing governance, strategy, the financials? Yes, you should. This is a given.

So what makes someone exceptional? I think it’s mostly about the boardroom behaviours that you display.

Here are the simplest boardroom behaviours that boards are looking for from a board director.

Board Attendance Matters

Can you make EVERY board meeting? Can you commit to this? An exceptional board director is in the room. They have done their reading, thought about the decisions and ready to contribute to the decision making. They are not late or leaving early. It is made a priority by them to be in the room with perfect or near perfect attendance.

Board attendance really matters. If you are bringing a unique perspective into the boardroom and you’re not there to help with the decision making, the board is weaker for it.

Serve your term. Be there and make your attendance count.

A highly engaged and involved board director

An exceptional board director needs little management. They are leaders. They take responsibility for their actions they have committed to and they get the role done. Furthermore, they are involved in board meeting conversations and decision making. And they serve on at least one sub committee. They are engaged in between board meetings too, always on the lookout in their external environment for opportunities, trends and connections that might be useful.

If you’re going to be involved – be involved! Don’t just turn up and keep the seat warm. Be a supporter of the organisation, show you care, and step up.

Show humility

I’ve been fortunate to come across so many exceptional board directors in my life. And the one common thread amongst them all? They show a great deal of humility.

Exceptional board directors are intensely respectful of others, whether it’s over written communication, in conversation or in the boardroom. They tend to listen more than they talk, making sure they have a thorough understanding of the context and environment.

Furthermore, they believe in the power of the collective over any one individual. They are lifelong learners. And they are focused on adding value.

These people are an absolute pleasure to work with in the boardroom. This humility breeds trust, respect, and candor in the boardroom which is a sign of a high performing board. Humility also brings about the need and want for regular and rigorous board director evaluation processes.

Curiosity reigns

Curiosity can be a foundational skill for exceptional board directors and feed into their humility and engagement.

The Stanford Social Innovation Review article “How to Succeed on a Nonprofit Board” shares five ways a board director can be curious:
• Curious about impact – Is our nonprofit making a difference to solve a problem in the community? How can the nonprofit increase its social impact?
• Curious about context – How does our nonprofit compare to competing nonprofits? What is our nonprofit’s unique value proposition that would make our beneficiaries choose us instead?
• Curious about money – Where does our nonprofit funding come from and where does it go each year? Why do donors and grantors give money to our nonprofit?
• Curious about people – Who are our nonprofit’s stakeholders? How can we best address their needs, hopes, and aspirations?
• Curious about the board – What diverse perspectives are present in the board? Does our board have all the perspectives of the beneficiaries we serve?

There is an openness to challenge the traditional wisdom and explore the options. Good board directors understand they are there to challenge each other’s assumptions and beliefs as well as those of the executive.

Create value & impact

An exceptional board director uses their skills, knowledge, networks and strengths to create value and impact. They make things happen.

They are strategic in the value they offer (they know the board/management line of separation). Whether it’s using their technical knowledge in a strategic way for the organisation, creating opportunities for partnerships or funding, supporting the executive through tough times, or sharing their wisdom at the perfect time – they make their contribution count. And because of it, the board is successful.  They are value focused.

And they are constantly asking themselves, “How are my contributions, questions, and connections adding value to the board?”

Now over to you: Do you have any other important board director values and behaviours that you can share? Head to the Alyceum Leaders group to share your thoughts!

Ready to step into your full leadership potential?

GET THE FREE GUIDE:
15 WAYS TO FIND AN NFP BOARD POSITION
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Use Gratitude to Boost Your Resilience and Leadership

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It’s been shown the act of gratitude can have a significant positive effect on our resilience and also our leadership (not to mention our health, happiness and wellbeing). It can also be trained and increased with practice!

How do we use gratitude practices to increase our sense of wellbeing, resilience and leadership?

1. Make it a ritual to look for the small wins, the tiny micro moments of joy.

Often we will do the opposite and maybe gripe at the end of the day to our partners about the times people annoyed you. Instead, make it a habit to point out to yourself and your loved ones, when things worked out.

LEADERSHIP HABIT: Start or finish a meeting with words of gratitude that you and the team can share with each other.

2. Look for micro moments of connection and make it count.

Increase your wellbeing by making it a game to get a smile out of the people you meet in everyday life. It might be doing something kind for a family member, listening to a colleague, opening the door for a stranger. Look for acts of kindness that you can practice every day and it will increase your own happiness.

LEADERSHIP HABIT: Focus on connecting with teammates. Perhaps it’s remembering a birthday, an unexpected public thank you or a saying good morning when you enter the office.

3. Create a family ritual of gratitude – get your family involved.

Perhaps it’s sharing something that you’re grateful for at the dinner table or before bed time or if you have kids in the car on the way home from school. If it’s a ritual, it will encourage people to think about and look for something to be grateful for during the day.

LEADERSHIP HABIT: Leadership starts at home. Character, integrity and authenticity is not only to be practiced in the office but also at home. In fact, it’s when we are not ‘on’ that it can be the most challenging to practice this but good to reinforce for ourselves.

4. Write it down.

This time of the year, you can use the season to choose one, three or five people who you want to thank this year and let them know what you are grateful for. Of course, you can practice this throughout the year with a thank you card. Or if you really want to level up on this, consider writing a letter to someone in your life that has had a profound effect on your career, family or life.

LEADERSHIP HABIT: Set some time aside weekly or monthly to practice writing words of gratitude to those around you – bonus points for handwritten notes!

5. Take a moment to appreciate the miraculousness of life.

The Greeks would say ‘memento mori’ which means ‘remember that you will die’ and so appreciate the preciousness of life, don’t sweat the small stuff and make every day that you are alive count!

LEADERSHIP HABIT: Let’s bring humanity back into the workplace. Share the personal triumphs within your team as well as the professional ones.

Share your favourite gratitude practices on our Alyceum Facebook page.

Ready to step into your full leadership potential?

GET THE FREE GUIDE:
15 WAYS TO FIND AN NFP BOARD POSITION
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Ready for your next leadership challenge? Join a Community Board!

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Are you searching for the next leadership challenge for you?  You are kicking goals at work, you’re happy with your friends and family, but you’re looking for the next opportunity to give back, broaden your skills and connect with like-minded people.

It sounds like the challenge of a community board role could be for you!

 

next-leadership-challenge-join-community-boardMeet Vanessa

Vanessa is a successful leadership coach and mentor, having worked in various leadership positions with the Federal Government throughout her career.

She had been involved with her local school council while her children were growing up and now they had grown up and needed less of her time. She decided to start her own leadership coaching business and had got it to a point where it was successful.  She was then keen to discover what it really meant to be on a board.

She had been asked in the past to step onto a community board but, in the back of her mind, she really didn’t know what this meant or involved.

This was when she started asking for recommendations of what might help her fill her knowledge gap and she was recommended the Board Ignition course.

 

 

Check out my full interview with Vanessa here..

Or read our conversation here.

 

Well thank you so much for joining me Vanessa. It’s really a pleasure to have you. You did the Board Ignition online course. But before we get into that can you tell me just a little bit about yourself?

Sure. Thanks for having me first of all. So, I work as a leadership coach and mentor, working in the space of cultural change in new businesses and organisations and I think I am going into my fourth year now. Prior to that my background is in various leadership positions with the Federal government for a number of years, like nearly 15 years and then I decided to create change and start my own business and I haven’t really looked back, everything is just wonderful. So that’s where I focus my time and energy mainly now.

Wonderful. So, tell me why did you decide to do the Board Ignition course? What appealed to you about it?

So, I had been wondering for a little while about what the next level was. So, having been involved in the primary school, the school council and so on, kids went on high school, I didn’t want to do that. I had all the energy that it takes to get the rocket ship off the ground and starting the business. It was beginning to be successful so I could start to look at other options. And I guess I just sort of put my feelings down into my friendship group around people I knew who were on board and a very good friend of mine, Liz McCoy over in WA recommended you and talked about the program that you ran. And I think I did a little bit of research in the background not just part because it is something I wanted to do in the future and when I felt ready to do that. So, it was a matter of being able to identify well if I do this what does it actually mean? So, I had no understanding whatsoever of what that meant and I felt for me, I wanted to commit to something knowing like fully what it was I was going to be committing to rather than just chatting to people and saying oh what do you think about your experience. So, I really appealed to me to sit through a process with someone who knew what happens and how to get involved. It just the program really, it had everything I wanted.

Was there anything that you were hesitant about?

I think by the time I committed and signed up and that was probably through one of your Facebook challenges or something I was already committed, just definitely on board. But I guess there was probably a few months in between making the decision and then signing up. So, it was just something that I would suggest it was one, not knowing how much my time commitment would be and then also if I do this then I actually have to put my money where my mouth is and do something about it and again, I didn’t know what the commitment was. So, probably that would be the only hesitation but once I was in, I was in, boots and all.

Yeah and you definitely showed you know the commitment that was required for that course and really got the most out of it which is you know really exciting for me to see. So, let’s talk about the course itself. What surprised you the most about the course?

What surprised me was just how thorough it was and how well set out it was. So, I loved the way that it was introduced. So, every module stacked on top of the module before and it felt like a really good way of building that base and that foundation. So, starting with what even are Not For Profits. because all the things that I had no idea about I got a clear distinction around that. So, I was really impressed with the way it was structured and the content and I liked the challenges as well but I found them challenging to complete given where I live and the opportunity to get out and do the things…..But it certainly, yeah it certainly was the bouncing ball that I was looking for around do this, then that, then that and so by the time you’re ready you know it was just diving straight back into the module on how to prepare your board résumé. So, that was really cool. So, probably just how thorough it was and how well set out it was; it was just what I was hoping for and it was definitely above and beyond my expectations.

Wonderful. And so, you mentioned a couple of the elements of the course but was there something that was really the most valuable part of the course for you? What was that to you?

Well I’ve done my research around what boards were near me and what board I wanted to join and so when the opportunity came up to join a board the most valuable resource was to go back into the module that talked about doing due diligence and you know getting your application together, understanding what to expect. But particularly the due diligence because that meant that I knew what questions to ask, what to research, what I already knew and just stepping through all of the resources that you had in there. And I actually invested in the additional resources that you recommended as well the book, I bought Eyes Wide Open. So, I used the two of those together in order to prepare and I did go and interview the outgoing chair and another board member and the managing director and you know and I was really fully prepared for that. Now I’m really impressed with that which was great because I don’t think everybody going through that process are a little bit taken back. So, I felt very prepared.

I think we get to that stage where we’re trying to get our first appointment and it’s exciting and that board wants us and we’re like, oh wow, they want us but then we’ve got to actually sit back and do that due diligence and go through that process and make sure it’s a good fit for you and for them.

Before I knew the course, it was probably only twelve months ago I was asked to apply for a board position and I remember being really hesitant because I didn’t know what was involved and now looking back I’m really glad I didn’t apply. You know it’s very flattering to be asked to apply but what I know now and where that organisation sat with me and you know what I’m interested in I don’t think it would have been a great fit. So, and I believe as I’ve learned through the process that board commitment isn’t just like, if you don’t like it, well, leave. You’re signing up for….. well, I’ve just signed up for three years so it’s a big commitment. So, to go in, understanding what that means I think is really valuable.

So, what did you enjoy most about the experience of the Board Ignition of course?

Well I think I’m really fortunate in that I joined the live round and that gave me the opportunity to be involved in the webinars that you were holding. We did four over the course of the program. And what I really liked about that was not only being able to come with questions but it also helped me to prioritise the course. So, it meant that knowing that the webinar was coming up I really wanted to sort of like set myself a challenge of you know have this module done by then and this module because I wanted to see it through to completion. And I remember you saying to me you know the amount of time that you spend on the actual course is pretty much equivalent to what the expectation is that you would be spending in reading all the documents and attending the meetings then that really sat well with me because I was thinking that if I can’t find a time for this I’ve got to ask one simple question can I find the time to be committed to a board role?

So, I think being able to bounce off from some of the other people that were doing it was great as well and I really enjoyed that interaction. So, that was probably one of the highlights of it. And now to know that I’ve got access to it ongoing is amazing because I do just tap back into it now that I’ve actually joined a board so I know I can go back into the bits around what’s the role we all play on the board and how can you balance that. So, I think that the value is not just been doing it but it’s about utilizing as a resource and I guess would have the fortune of being able to go through a live round which is fabulous.

Yes, so the resources are there for you ongoingly, you can tap back into it and probably as you get more experience on the board you can actually go back to those materials and look at it with different eyes as well and gain different learnings about what culture and decision making and leadership as well which is great.

And also knowing that if I was just sitting on Google and Googling I would be overwhelmed by what’s available. So, the way that you were able to break it down into the modules and you know a good website to go to the read more about this that means that I can tap into that when it becomes appropriate. So, I do like that it’s ongoing and it’s not just how to get on a board and then you’re done, it actually you know sees you through that transition phase as well which is really important for someone able to be a contributing member adding value.

So, in what ways did the Board Ignition program really help you with your goal of becoming a board director? If you could break it down.

Sure. So, I think the way that the modules were laid out they asked you to consider various board challenges or focuses for each of the module. And probably the highest value in that for me was to be able to go out and have a discussion with my network. So, I talked to a lot of people I knew about the fact that I was doing an online program, that I was interested in joining a board next year and you know could they keep their ears open for AGMs and it is so amazing that once you put it out there my network of people who read it were already on board, they had had board experience; it felt like everything second person was oh yeah I should join a board or you know I’ve been on such and such, oh I didn’t know you were the chair of that board. So, prior to doing the online program I really didn’t have those discussions with people. So, being able to put it out into my networks, there were people who approached me with board roles, this particular board role became available and people kept talking about wanting to do this and I had another person in my network who said I get these monthly magazines once I have read them I’m happy to share them with you. So, putting the word out was definitely part of the process that helped me and that was something that was you know made very clear throughout the course to be able to utilise your network and certainly in our webinars that was another suggestion, I think you made that suggestion to me directly because I’m in a regional area, there is less opportunities in the cities. So, that was highly valuable in relation to going well I feel prepared now to say I’m ready to join because I had done the groundwork to get there.

Fantastic. And you’ve alluded to it already the results what you end up with after doing the course.

Yes, during the course I put an application or an expression of interest of being on an advisory committee and that was accepted and that was great because this advisory committee was for a leadership program and that’s just my love and ambitions around leadership. And I was able then to experience that and they reported back to a board not directly but through the CEO. So, that was the first phase and then a few months later just after I finished the program as I said I was tapped on the shoulder to the place that I really wanted to become a board member at when I had a look around all of them. And everything that led up to being able to do the due diligence, having my application, having the interview, they offered me a position. So, I’ve accepted that quite happily and I’m now a board director for the next three years. So, that’s pretty exciting.

Yay!

Yeah, really great outcome. And I must say you know because I think because I did….. one doing due diligence and having the conversations helped me understand what I was going to into because they are board in transition phase and potentially could disband and then recreate in the next 12 months. So, I didn’t have any surprises with that and I’ve got to talk to a few different people. And I asked the question you talked about it in the calls about culture, so how would you describe the board culture? And every person I ask that question to was taken aback. That was like, oh what a great question and so that gave me some more insight. And then when I went to the interview, the panel, the chair of the panel just said at the end of it, we are really impressed with your due diligence that really shown through. I had said during the interview when they asked about strengths and weaknesses and I talked about I actually haven’t been on a board before so I’m very new to this and I’m one of the interviewers said at the end don’t underestimate it, like that is not a problem, don’t, truly is not an issue which that I felt was one of the things that detracted for me being able to be on a board. So, that was really encouraging because everyone can make a first step somewhere and I think because I was able to really talk about my value proposition and what I could bring. I could be really honest about what I don’t have. I think they asked me one question and I’m just like I don’t know. I’ve got lots of nothing, I’ve got this but that’s a gap. And I think that honesty was appreciated because it was so well rounded with the knowledge that I had going into the interview and it was just such a great discussion and I think that yeah it was very much at show that I knew what I was coming into and they were impressed by that. So that’s really good feedback.

That’s just so wonderful to hear. I’m so excited for you and I’m so glad that the different elements of the courses helped you with that confidence and understanding of exactly what you’re getting yourself into when you take on that board position and that you have this you know different level of leadership where you are honest and vulnerable about what you have and what you don’t have and can share honestly with the board so nobody is wearing any masks, there’s no surprises and that you’re going to do it with you know the best foot forward for you and for them which is just exactly what we go through in the Board Ignition course and it’s really good to see you take the most of every opportunity, doing the readings, going to the further resources, watching the video interviews, doing the challenges and then showing you that yeah absolutely it is possible for any person to be a board director and to find that right alignment between you and the board that you want to give back to. And you have just been an outstanding example of how that can be achieved through that course.  

It’s been really cool. And then even you know I think one of the first challenges was that going to an AGM, all the AGMs in our area are sort of around the same time, which i s October/November. Even though I had applied and think had been accepted onto the board that I joined I still went to a couple of AGMs for the hospital and the community centre just to get a real sense of what they are at that level; I think one of them is a paid board and the other one is close to changing to pay; it still was something that was really eye opening and it really adding value and I thought it was great. And I just don’t think I’m going to go to that myself. So, I think you know the ability to go rather than just go oh, yeah, well I’ve got a board role so why worry about it? It was that learning still there because I see the value of it and that’s really because you explained why that matters so much and yeah that would be an awesome experience too.

And I think the best directors are lifelong learners, are people who want to go out you know see what other organisations are doing, bring back the best for their organisation, have that you know external understanding of what’s happening in the community and in business and in government and then being able to bring that back to the board in a useful way. So, it’s really great thing you’ve gone off and you know continued to access some of these challenges and continue that learning that you can bring back to the board that you’ve been accepted on to and then obviously any future board that you get on to too.

Yeah. And I think this to me is such a great resource as I said earlier that one of the valuable parts of it is being able to tap back into it and that was awesome; at the time I needed the resources the most, it was just a matter of getting back in and they were right there at my fingertips. So, I look forward to continuing that as my board journey continues to come back and play around in different sizes to sort of help my understanding but also challenged by thinking. So, thank you for that.

No worries at all. Would you recommend this course to others? What would you say to somebody who is contemplating either the course or getting onto a board?

I highly recommended it and I would suggest that probably the advice you gave me about spending the time and is it an appropriate time to do it, is this for me or not? And then you know really embrace the experience and I truly believe that it has fast tracked me onto a board, one of my friends has applied for 5 board positions before she was accepted onto one and you know I kind of wondered how that experience could have been different had she gone on a program like this. So, I highly recommend for anyone at any stage in their career that is looking to be able to join a board; if you really want to have that eyes wide open approach to what it is all about, what you’re responsible for, the best way to engage and how to get there it really is a very thorough and well laid out program. So, it’s highly recommended.

Wonderful. Thank you so much Vanessa for sharing your story, your examples. And now you know your role modelling over everything that we talked about so I really appreciate your time.

Thanks Alicia, I really appreciate it.

About Board Ignition

Board Ignition is a dynamic online course that helps you fast track your board journey to get your first board position and serve a community organisation. There are 8 modules to the course which you can complete at your own pace (while you also receive an 8 week email series to help you discover the modules). Check out the course here.

Ready to step into your full leadership potential?

GET THE FREE GUIDE:
15 WAYS TO FIND AN NFP BOARD POSITION
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How to find and make the most of a mentor

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It’s a special feeling to find a mentor. Someone who inspires you, drives you, and supports you with their time, knowledge and experience.

Finding a mentor and learning how to foster a productive relationship with them is one of the most influential actions you can take to boost your career and leadership. Here’s why:

1) Having a mentor enables you to have a more successful career.

If you are reading this article, you probably already knew that. But, did you know that this is not just standard advice? The research backs it too!

A meta-analysis study found that mentored professionals are able to advance faster thanks to knowledge and networking opportunities that mentors provide. Another study found that young people who have mentors have challenging and fulfilling job opportunities earlier than their non-mentored peers.

Wow  – that’s quite an edge!

2) Mentors have a firm understanding of organisational culture and the personalities of influential people.

This is extremely valuable! Because in many organisations, success depends not only on the quality of your work, but also how well you present yourself and your ideas to the organisation’s executives.

Many busy senior leaders will only respond favorably to work and communication formats that align with their preferences, regardless of what’s being presented to them. Millennials, in particular tend to make the mistake of thinking that if they work hard and offer great ideas, then their ideas will be implemented, and they will be praised.

And while that can be the case in startups, it is not the case in businesses that have hierarchical structures. Mentors can explain what types of ideas are embraced and how to present yourself in the most successful way.

So get strategic with how you present your ideas!

3) Your mentor can increase your job performance.

A Dutch study found that the primary way mentors help you in the workplace is by teaching you how to improve the quality of your work. As experienced professionals, mentors know how to deliver exemplary work efficiently. And the sooner you learn from them, the more you will stand out from the crowd.

Keep reading to learn how to find mentors and develop powerful relationship with them.

Why You’ve Already Met Your Perfect Mentor

When many people decide they want a mentor, they make the mistake of going out and looking for someone new to their networks. They do so by reaching out to people they admire on LinkedIn or attending events in hopes of meeting and asking for help from higher-level professionals they have just met. Too many people make the mistake of seeking out mentoring relationships that aren’t meant to be.

You may need a mentor because you are early in your career, looking to switch jobs, or feel like your growth is stagnating. Your prospective mentors are excelling in their careers and do not have time to invest in strangers. In her book, Lean In, Sheryl Sandberg, the COO of Facebook, recommends seeking mentorship from people whom you already have a relationship with.

You are much more likely to be successful for a few reasons:

  • You are adding a new element to your existing relationship – not forming a new one.
  • They have seen your work and know what you are capable of accomplishing.
  • If you work with them or have met them through a professional group, they are in an optimal position to help guide your career.

Earning a mentor

According to Diane Schumaker Krieg, the Global Head of Research and Strategy at Wells Fargo, one of the leading American banks, the best way to earn a mentor is to excel in your career.

This may sound counter-intuitive, since the point of getting a mentor is to become more successful. But before people invest time in you, they want to see that you are doing everything in your power to succeed on your own.  Showing initiative attracts the right mentors. Make sure you have the skills to be great at what you do and take advantage of every opportunity to demonstrate your value and potential growth. When potential mentors see this, they are happy to invest time and energy in you.

Initiating a mentoring relationship with someone you already know and who has seen your work is a simple as asking for their advice on a problem you are facing at work or how you can progress into an area that interests you. If the individual’s response is positive and they offer you essential advice, every so often ask them more questions to evaluate if they seem interested in helping you further. Once you feel the answer is yes, you can take the more significant step of officially asking them to be your mentor and you can formalise the relationship.

How to tell if someone is receptive to being your mentor

If you are struggling to determine if someone wants to be your mentor, global communications consultant, Glenn Leibowitz, says that you can tell by the amount of effort he or she puts into helping you. Someone who is just answering your questions to be polite will give you simple answers and not follow-up. Mentors feel personally invested in your success. So they’ll work with you to help you to solve your challenges and might check in to see how you are progressing. So it’s always nice for you keep to them in the loop.

If you work with multiple people you admire, don’t limit yourself to a single mentor. Reaching out to as many people as relevant and possible increases the benefits of mentoring. Not only because you get a higher quantity of feedback, but also because individual mentors may go through phases when they do not have time to help you. During those periods, having multiple mentors can ensure you are never without the support you need to thrive.

Best Practices for Before, During and After Mentoring Sessions

Once you have landed a mentor (or multiple) you may be wondering how you make the most of your time together? Here are the top things you should do before, during and after your mentoring sessions to ensure you use your mentor’s time efficiently.

Before:

One of the most significant mistakes I see mentees make is expecting too much from their mentors. Mentors are busy people who typically don’t have time to answer all of your questions when you want them to answer. They are not there to do the work for you. Use the time wisely to get their thoughts and advice at a strategic level.

At the beginning of your mentoring relationship, ask your mentor how often they want to meet and how much time they have available for those meetings. Before sessions, prioritize what you want to talk about so you have time to address your most important issues in your meetings.

During:

To best utilize your mentor’s time, you need to come prepared to facilitate a meaningful conversation. Don’t expect them to offer you great advice unprompted. According to mentoring expert, Jo Miller, there are four types of questions you should ask your mentor:

  • “Stories:” Ask them to tell stories about their own life so that you can learn from their experiences.
  • “Situation:” If you are unsure how to deal with a situation, ask your mentor what they would do.
  • “Self-Awareness:” Often it can be hard to see ourselves. Ask your mentor for their opinions about your traits, performance, or other personal attributes. Your mentor’s views about you will help you become more self-aware.
  • “Skill-Building:” Chances are you need to develop new skills to advance your career. Ask your mentor what skills you should focus on and what are the best resources available for you to learn those skills.

After:

If you agree with their suggestions, apply them as quickly as possible and be sure to share the results at your next meeting.

Acting on your mentor’s advice shows them that you value the opinions they are giving you. However, you do not need to follow their advice 100% of the time. If your mentor suggests something you strongly disagree with, don’t do it. Explain to them why you decided their suggestion was not a good option for you.

How to Give Back to Your Mentor

Mentoring is a two-way relationship. While you may think you have nothing to offer, it is crucial that you find ways to create value for your mentor. Here are a few ideas:

1. Be Successful. The best way to give back is by being successful and showing that their time and guidance has made a difference!
2. Support their work or their charity involvements. Can you write them a testimonial on Linkedin? Can you share your experience of them in a public arena? Could you promote their charity work to your networks?
3. Share your perspective on topics where you have valuable knowledge to contribute. The prime example of this is with technology. If your mentor is several years older than you, they may have difficulty keeping up with the latest technology. You can step in to help them adapt. Offering your perspective on tasks they are working on can add value by assisting them to see their work in the eyes of someone who lacks their professional experience but may be knowledgeable in other areas.
4. Nominate them for an award. Put them forward to show you value their time and expertise.

Final Thoughts

Keep in mind that developing a mentoring relationship is an ongoing process that takes time. Before most people agree to mentor you, they need to see your personality and work style to know whether or not you would be a good fit as a mentee.

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