Just as we are leaders of learning for our students, a mentor can help us on our leadership journey.
It is a universal truth that “You don't know what you don't know.” This is a common phrase in schools that comes from Gordon’s Ladder of Competence. A mentor can help bring light to areas of incompetence and move you through the learnings towards competence in the most effective way possible.
I was lucky to have wonderful mentors throughout my career and forever grateful for their time and energy.
Throughout your leadership journey, you will often have different mentors for different aspects of a role or change mentors as you change roles. Some of this is to do with who you naturally spend time at work but there is an element of the choice you make in who influences your growth.
Before choosing someone to approach as your mentor, here are some things to consider.
Set your intention first
What is it you want to learn? If you enter a mentorship with no clear intention of what you want out of the relationship, then you will not get much out of it. Time is a precious resource for teachers so treat it with the utmost respect.
Make a list of everything you are consciously aware of that you don't know how to do. Sort this list into a skill or a process.
When do you want to be mentored? Outside of the school environment or during school time.
How often? Weekly, fortnightly or on a need’s basis?
How long? Be clear on the length of time you want to be mentored in this area. Some skills you want to learn can be picked up in a short space of time. If you’re not sure, ask them during your initial meeting.
Decide on what you want to learn first and consider the people you could approach. By doing this process, the person you approach to be your mentor will be impressed by the fact you've chosen them due to a specific need. Make a dedicated meeting time with your prospective mentor so that this discussion is given the respect it deserves.
Approach the mentor with these details and ask if they have time and are interested. Be open to negotiation. And remember, the answer is always, "No” if you don't ask.
Mentorship based on respect
If you're after someone for a longer period of time, then choose someone you respect. The learning you will go through over a longer period will be more holistic and most likely have more possibility of being more vulnerable. The ups and downs of aspiring and new leadership tend to require a more 'one stop shop' approach.
So, look for someone who will fit the bill. You love listening to them at staff meetings. Your interactions with this person have been such that you feel comfortable with their professionalism. Someone you look at and think, that is the kind of leader I want to be.
I will give you a word of warning through. After engaging in a mentorship based in respect, ensure that the relationship has equal parts support and challenge. If your mentor is all, "Yes" and very little, "No" you may not develop your leadership skills as effectively. Just as the flip side is true. Having a mentor that is always, "No", is deflating and plagued with roadblocks.
Choose a mentor based on a deficit area
Look at your intentions and chose what you'd like to learn first. Ensure the choice you make is relevant to what is occurring in your world at the time.
If you require guidance on a skill, such as "how to get people on board" for your project, find someone who has done that well in your school and ask them to mentor you through this process.
If its advice on applications and interview, find someone who is actively part of the selection process and approach them to mentor you.
Early in my journey, I required someone to help me with decision making. I felt that I was good at listening to people, analysing data to ensure it was the right work and had the ability to draw possible solutions together, but I was not good at making the final decision, sticking with it, especially when i knew some of my staff would not agree, so I chose a mentor that I saw as having that skill. We worked together for a term, and it helped to have someone questioning me about my decision-making process whilst also sharing their experience with me.
A mentor with recency or experience
A leader who has been in the role for a long time will provide you with a wealth of knowledge. If your intention is long term skills in leadership then this will suit you
However, a leader who is actively applying for roles or has been promoted recently provides strong advice around how to get a leg up in the selection process.
Out of these two options, what type of mentor do you need?
In conclusion, consider the following when you choose a mentor:
- Set your intention
- Mentorship based on respect
- Mentor chosen based on skill deficit
- A mentor with recency or experience
If you'd like to talk about me being your mentor, book in a free 30 minute call here. No obligation discussion about how I can help you get your next promotion.