I got a chance to talk with Reshama Shaikh, who is not only one of our podcast listeners but also an independent data scientist and statistician. One of her areas of expertise, mentorship, intrigued me, and after reading her article, Rethinking Mentoring in Data Science, I wanted to know more.
Why has mentorship become such a buzzword? And why does it seem that the concept of mentoring has become somewhat of a necessity in modern business?
Despite what seems like a “lack of supply of mentors,” my interview with Reshama confirmed my own suspicions– that mentorship is invaluable for career growth and advancement. So what does that mean for you and me? Put simply, it means that we should dig our heels in and figure out what successful mentorship looks like and how we can tap into it.
Surprising Stats on Mentorship Today
Reshama noted that “In the 90s, when you were in college, mentorship really wasn’t talked about a whole lot.” However, in recent years, mentorship has grown into an integral part of business.
Through a recent study, Reshama found that “70 percent of respondents didn’t have a mentor and half of them had never been a mentor.” However, “over 90 percent wanted to obtain” one. In other words, the demand is high, but the supply is, unfortunately, very low.
Defining Terms: The Meaning of True Mentorship
When we approach mentorship with preconceived notions, we may find ourselves let down by the mentor/mentee relationship. That’s why defining terms is so important. Whereas some may misinterpret the term “mentorship” to indicate a sponsorship that “provid[es] for and advocat[es] for the career advancement of an individual,” this may be a little off-base.
Instead, Reshama noted that mentorship often involves technical expertise or career coaching and development. A mentor, then, should “provide advice, support, and guidance in a professional capacity with some degree of feedback and recommendations for technical resources.”
Finding the Right Mentor to Facilitate Your Career Goals
Reshama warned that, when on the search for the right mentor, we should stay away from asking strangers, even if they seem to have the knowledge and skills you need. Instead, she advises finding a mentor in your circle of colleagues or someone who comes through a network relationship. Quite simply, these relationships tend to stand the test of time much better than those we attempt to conjure up without a foundation of trust or companionship of some sort.
Keeping an Open Mind
We all bring different skills to the table, which is why we should keep an open mind when choosing the right mentor. For example, we can tend to assume that our mentor must be older than we are; however, Reshama reminded me that I can “learn a lot from people who are 20 years younger,” and you can too. A younger mentor may be “much further ahead with technology” or carry “a lot less baggage.” In some ways, you and I may benefit more from the “fresh way of thinking” that a younger mentor can provide.
The bottom line? Be open to a mentor of a different age, gender, or approach than you’re accustomed to. If you want to grow in your career, it’s often those who with new and different perspectives that will push you the farthest.
What Does Healthy Mentorship Look Like?
Although mentorship comes in all shapes and sizes and may function quite differently from pair to pair, a healthy mentor/mentee relationship does have a few common traits.
- A Set Timeframe: Be sure to establish a set timeframe for your relationship to thrive. That way, Reshama notes that “goals can be established” and met. She discourages an open-ended mentor/mentee relationship which could easily lead to complacency.
- Mutual Respect: You’ll likely choose your mentor based on his or her success, and successful people are undoubtedly busy. That’s why it’s important to respect your mentor’s time. Be realistic about how frequently to meet, and be on time and appreciative of your mentor’s willingness to take time out for you.
- Purposeful Feedback: “Be comfortable with being uncomfortable,” Reshama says. Growth can only occur when mentees are willing to hear constructive criticism and act upon it.
- Taking the Lead: The mentor shouldn’t be “chasing down the mentee.” Instead, mentees should take the lead in structuring the relationship and work around the mentor’s schedule. After all, it is the mentee who is in need of this guidance and feedback.
- Reciprocity: Relationships are “give and take.” If you have some support, help, or new perspective to offer your mentor, by all means, offer it. The more you grow and learn along with your mentor, the better and deeper the bond will become.
When Should You Become a Mentor?
You may feel that you’re not ready to become a mentor, but you’ve got something to offer others who come after you. Instead of only pursuing a relationship as a mentee, Reshama recommends “offer[ing] to be a mentor first.” Surely, you have a skillset, experience, or a perspective that someone else needs, so why not recognize the need and offer this guidance for others?
Learning More about Mentoring
To delve deeper into the benefits of healthy mentorship and the data that supports it, I recommend that you read Reshama Shaikh’s full article, Rethinking Mentoring in Data Science, or listen to the full podcast below.