IT Leadership

IT leadership can be isolating, and IT leaders often lack the support network that their colleagues enjoy. This module explores strategies for seeking out and establishing relationships with mentors, advisors, and peers who can provide guidance, encouragement, and accountability throughout your leadership journey. Let’s dive in!

What To Expect

This article covers the why and how of seeking support and mentorship. We’ll delve into:

• The benefits of building a network of mentors, advisors, and peers
• Strategies for identifying potential mentors and advisors
• Tips for making the most of these relationships
• How to be a good mentor to others
• Ideas for creating a culture of mentorship and support within your team or organization

Benefits of Building a Network of Mentors, Advisors, and Peers

Building a network of mentors and advisors is an investment in yourself, your career, and your growth as a leader. Such a network provides a sounding board for ideas, guidance on navigating difficult situations, insights into perspectives outside your experience, and accountability to help you achieve your goals.

Peer networks offer something different. They provide a community of individuals who intimately understand your challenges, can offer new ideas and solutions, and foster a sense of belonging and shared purpose. Peers can be a tremendous source of support and new ideas, particularly when they come from different organizations or industries.

Identifying Potential Mentors, Advisors, and Peers

Mentors

These are the individuals you deeply respect and want to learn from. They may be in a similar domain or field but typically further along in their careers. You may know them directly or indirectly. They might be reachable or entirely out of your league.

Advisors

These are the experts, the consultants you’d call when you need insights, opinions, or guidance on a particular topic. They may have written books, articles, or given lectures on topics you care about. They can be practitioners or theorists.

Peers

These are individuals you feel a natural affinity with, who are at a similar stage in their careers or face similar challenges. They may work in the same or similar domains or come from overlapping professional backgrounds. Peers enrich your network with their unique experiences, perspectives, and relationships. They can be great allies, particularly when applying for jobs or promoting yourself.

Strategies for Building Your Network

As with any network, the most important thing you can do is to cultivate relationships. Here are some strategies to do just that.

Seek First to Give Value

Understand that people invest time in you because they expect to benefit somehow. Usually, they want to fulfill a desire to contribute or teach , to give back or pay forward , and they consider you a suitable conduit for these desires.

So, when you approach someone, have a clear idea of how you will add value to their lives. Perhaps you highly respect their work and want to pick their brain. Maybe part of their desire to contribute is through writing; you could offer to curate and polish their thoughts into a blog or magazine article.

As the relationship develops, you can become a conduit for other valuable relationships, referrals, or opportunities.

Be Respectful of Time and Boundaries

You are asking for a precious resource – someone else’s time and attention. Respect this fact by being highly organized, concise, and prompt. Be sensitive to busy periods and moods. Be clear about what you are asking for and what the other person can expect.

Be Highly Prepared

When you do get time with your mentor or advisor, come prepared with a clear agenda of what you want to discuss. Share materials in advance where possible. Use the time wisely and succinctly recap your main takeaways and action points immediately after the conversation.

If you are part of a peer network, consider creating a shared repository of resources, ideas, and summaries of meetings, discussions, and experiences.

Be Open to Critique and Feedback

Many of us are accustomed to being the expert, the one with the answers. As leaders, we are expected to know it all. But this mindset defeats the purpose of seeking mentorship in the first place.

Instead, approach these relationships with a growth mindset, humility, and openness to new ideas, perspectives, and criticisms. Expect to be challenged and, at times, uncomfortable.

Be Responsive and Engage Regularly

If you ask someone to be your mentor, advisor, or peer, be responsive, and engage regularly. Stay in touch. Send articles of interest. Seek feedback at key moments. Maintain the relationship.

If you arranged a one-off meeting, send a heartfelt and specific thank you note afterward.

How to Be a Good Mentor, Advisor, or Peer

If you find yourself on the other side of the mentorship equation, there are some strategies to keep in mind to be an effective and valuable resource for your mentee, advisee, or peer.

Be Open and Vulnerable

Share your experiences – the good, the bad, and the ugly. Offer relevant stories from your past or current experiences. Your insights and lessons learned will likely be more memorable and impactful coming from a place of vulnerability and authenticity.

Offer Actionable Guidance

Where possible, offer specific and actionable guidance. If you suggest a book or article, provide a summary or key takeaways. If you have feedback or advice, provide examples or suggestions for next steps or further reading.

Adapt to Their Needs

Mentorship and advising is not a one-size-fits-all endeavor. Understand what the person seeks to achieve, and adapt your approach accordingly. If you are not sure, ask.

Be Responsive and Available

You committed to this, so ensure you are available and responsive in a manner and time frame the other person finds meaningful and respectful. If you take on the role of advisor or mentor, honor that role with attentiveness and enthusiasm.

Ideas for Creating a Culture of Mentorship and Support Within Your Team or Organization

If you find yourself in a managerial position within an organization, there are ways to encourage a culture of mentorship,advising, and peer support.

Host Regular Networking Events

Whether social, educational, or collaborative, hosting regular events allows people to mingle, discuss, and develop relationships organically.

Facilitate Monthly or Quarterly Meetups

These can be formal or informal gatherings centered around a theme, discussion, or lesson. These could be leader-led or participant-driven, off-site or virtual.

Encourage Shadowing and Apprenticing

Allow your team members to shadow you or other leaders at different levels. Similarly, offer to shadow more junior team members to understand their challenges better. Set up formal or informal apprenticing programs for various roles.

Encourage Peer Support and Accountability

Create a system for pairs or small groups to meet regularly, such as via shared journaling, challenges, or projects.

Offer Matching Services

Match mentors and mentees based on interests, needs, and availability. Provide guidelines and suggested conversation prompts.

Encourage External Conference Attendance

Subsidize attendance at relevant conferences and events, preferably those that offer further networking opportunities.

Conclusion

IT leadership can be a fulfilling yet challenging journey. Seeking support and mentorship from mentors, advisors, and peers can provide guidance, encouragement, and accountability throughout this journey. By investing in relationships and being reciprocal in your interactions, you can create a network of support that enriches your life and career.