Networking with Mentors

"𝗪𝗜𝗟𝗟 𝗬𝗢𝗨 𝗕𝗘 𝗠𝗬 𝗠𝗘𝗡𝗧𝗢𝗥?" Every week, I get asked, "Will you be my mentor?" Often, this question comes from people I've not met, which makes it somewhat awkward. Here's a fail-proof formula I've used for finding and approaching mentors effectively. Step 1: Have Clarity on Your Goals This clarity helps you identify potential mentors who can truly propel you forward. Your goals don't need to be long-term; they can be something immediate you need help with. Step 2: Start with Your Network Look within your existing network or extend to professionals you admire but haven't met yet. This could be through introductions or shared connections. Mentors don't always come with years of experience over you; peers can be just as insightful. Template Sentence: "I’ve noticed we share a common connection with [Mutual Connection’s Name]. I really admire how you handle [specific skill or achievement], and I’d love to learn from you about this." Step 3: Make a Specific Ask When reaching out, be specific and respect their time. Request a brief conversation, no longer than 30 minutes, focusing on a specific area where their expertise is evident. Template Sentence: "Your skills in [specific area] are truly inspiring. Could I have 30 minutes of your time to understand more about how you developed these abilities and to get your feedback on [specific topic]?" Step 4: Follow Up (The Most Important Step) Post-discussion, always follow up with a thank you message outlining how their advice helped you. This shows appreciation and reinforces the value of their guidance. Template Sentence: "Thank you for your invaluable advice on [topic discussed]. I applied your suggestions at [specific instance], and it made a significant difference. I’m very grateful for your help." Step 5: Continue the Relationship Mentorship isn’t a one-off interaction but a series of meaningful exchanges. Continue to engage your mentor with relevant questions and updates about your progress. Template Sentence: "I’ve recently faced a challenge similar to what we discussed before. Could I get your perspective on this new situation?" Avoid directly asking, "Will you be my mentor?" Instead, build the relationship through respectful, meaningful interactions, and always value their time and input. What's worked for you in seeking mentorship?

The best mentors won’t find you - you have to find them. How to ask someone to be your mentor (without feeling awkward): 1️⃣ Be clear and upfront about your goals When reaching out, don’t beat around the bush. Share what you’re aiming for and the kind of help you’re looking for. Being transparent shows that you’re serious and makes it easier for them to decide how they can help. Example: "I was recently promoted to senior engineer, and I would like to level up my systems architecture skills to take on more complex projects. Are you open to mentoring me in that area?" 2️⃣ Explain why you've chosen them People appreciate knowing why you value their input. Share what specifically drew you to them—whether it’s their experience, skills, or insights. It’s flattering and shows that you’ve done your homework. Example: "I am reaching out to you given your extensive experience leading engineering teams at high-growth startups, as I will be joining such an organization in the next 2 months." 3️⃣ Start with a smaller ask first Instead of asking for a long-term commitment upfront, start with something more manageable—like a one-time conversation. Also, be flexible on the logistics. This lowers the barrier for them to say yes and allows both of you to assess if the mentorship dynamic works. Once there’s rapport, you can discuss extending the commitment. Example: "Would you be open to a 30-minute video call to connect?" 4️⃣ Be understanding if they can't accept Sometimes, no matter how great your request is, the person might simply not have the bandwidth. That’s okay! Be gracious and understanding—they’ll remember your professionalism. Example: "I understand you have significant demands on your time. Please let me know either way." 5️⃣ Ask for alternative recommendations If they can’t commit, their network could be your next big opportunity. Ask them if they know someone who might be a better fit. You’d be surprised how often this opens doors! Example: "I totally understand and appreciate that you don't have the capacity for mentorship. Is there anyone you would recommend I connect with who can support me?" 6️⃣ Approach with confidence, respect, and gratitude Don’t overthink it! Approach the conversation with confidence in your goals, respect for their time, and gratitude for their expertise. A thoughtful, genuine tone can go a long way (particularly in the age of AI). Example: "I sincerely appreciate any guidance you can offer me during this pivotal time in my career." Take the first step today towards engaging with your potential mentor and watch your career success story unfold. What else would add? 🔁 Useful? I would appreciate a repost. Image Credit: GraciousQuotes ---- Follow me, tap the (🔔) Omar Halabieh for daily Leadership and Career posts.

“Can I pick your brain?” Not the best way to ask for mentorship. 🙈 When I started growing in my career, I kept hearing the same advice: “You need a mentor.” But I had no idea how to ask without sounding awkward or needy. Here’s what I’ve learned: The best mentorships often start informally. You don’t need to slide into someone’s inbox with a formal request to “be your mentor.” Instead, be intentional, respectful, and specific. Here’s a better way to approach someone: 1️⃣ Start with genuine appreciation. Let them know what you admire about their work or career path. People are more open when they feel seen. 2️⃣ Ask one focused question. Instead of saying “Can I pick your brain?”, say something like: “I really admire how you transitioned from [X] to [Y]. I’m exploring a similar path. Would you be open to sharing how you approached that shift?” 3️⃣ Be respectful of their time. Propose a short 15–20 minute call or offer to send your question via email. 4️⃣ Build a relationship. Mentorship doesn’t always start with a title. Sometimes, a single helpful conversation turns into something long-term, but let it happen naturally. Remember: Mentorship isn’t about having one person guiding every step. It’s about intentionally learning from people whose experiences can light the path ahead. Who’s one person you’d love to learn from this year? Maybe it’s time to send that message.

Top managers don’t require #mentoring anymore? Wrong. The opposite is true. Still, it is something not disclosed too often. As to myself, I am learning from many people, but one person clearly stands out. Ralf Thomas of Siemens is a companion and counselor to me since 20 years and across several companies and development steps. We started our journey at Siemens when, as a “young” M&A project manager, I approached him on the occasion of a finance talent program. From there on, we kept the dialogue. 𝗛𝗼𝘄 𝗱𝗼 𝘄𝗲 𝗼𝗿𝗴𝗮𝗻𝗶𝘇𝗲? Through meetings and calls every now and then, sometimes shorter and more casual, sometimes longer and more concentrated. Always considerate of his extremely tight schedule. 𝗪𝗵𝗮𝘁 𝗱𝗼 𝘄𝗲 𝗱𝗶𝘀𝗰𝘂𝘀𝘀? Personal development, the role of a CFO, also vis-à-vis the management team, requirements of and people around new positions, the general state of affairs and the contribution of business leaders. 𝗦𝗼𝗺𝗲 𝗼𝗳 𝗺𝘆 𝗹𝗲𝗮𝗿𝗻𝗶𝗻𝗴𝘀 on productive mentorship: Personal fit matters a lot, in terms of character, values, thinking, also to some degree the age difference (in our case 10 years). Don’t be shy, approach personalities you consider inspiring. If they have an edge for people development, they will be open. Clarify expectations and operating mode explicitly. Take initiative. As a mentee, always prepare. E.g. practically, until today, I sketch an update of my situation and potential discussion topics and share before our meetings/calls. Focus on the material points, don’t waste time. Be flexible on format. Openness is of the essence. Think reciprocal – (try to) offer information pieces of benefit to the mentor. Be persistent, do not let it slip away. As any personal relationship, it requires interest, proactiveness, investment. 𝗪𝗵𝗮𝘁 𝗱𝗼 𝗜 𝘃𝗮𝗹𝘂𝗲 𝗺𝗼𝘀𝘁? The trust and “close to friends” relationship we have built. My mentor’s optimism … and: tolerance for my mistakes 😉. Thank you Ralf, I am grateful for 20 insightful years (and hopefully many more to come)! What are some of your mentoring experiences?

Most people know they need mentors. But they approach it wrong. They look for one person to guide their entire career. Or they collect contacts randomly and call it "networking." Neither works. What does work? Building a strategic network mapped to your actual goals. I use a bullseye exercise with people I coach to help them see who gives them unfiltered feedback (the people who know you at your worst), who understands their professional capabilities (seen you under pressure), and who they need to reach to get to the next level (the outer circle they're working toward). Your mentoring network should have all three layers. And it should evolve as you grow. The people in your outer circle today? They should move inward over time as you develop new relationships with leaders further ahead. Mentoring isn't a life sentence. Your network needs to change as your goals change. Grab a pen and paper to follow along. It takes 10 minutes and gives you a clear map of who's helping you reach your next goal and who's missing.

Don’t just ask someone to “be your mentor” — be intentional about how you work with them. Mentorship has shaped my career in big ways. One of my earliest mentors was an interim pro-vice-chancellor when I worked at a university. That relationship led to the opportunity to work in India — something I never could have planned, but which completely shifted my trajectory. I still work with mentors today, so when people approach me for mentorship, I try to help where I can. Enter Iqra Ali. She recently reached out with the perfect approach — clear, thoughtful, and showing she’s driven, passionate, approachable, and ready to put the work in. And that’s the difference. Mentorship works when the mentee drives the relationship. From both sides, here’s what I’ve seen matters most: ✅ Be clear on what you need support with ✅ Do your research before you reach out ✅ Come prepared and on time ✅ Keep your mentor updated on progress ✅ Follow up promptly — respect their time Beyond the basics, mentorship can also be strategic: ✅ Learn from people indirectly (blogs, podcasts, videos, talks) ✅ Build a network of mentors, not just one ✅ Set yourself weekly challenges to apply advice ✅ Invest in yourself — through mentors, courses, and training I truly believe mentorship can be a game-changing investment. But it does require time, and sometimes money. If you’re clear on what you want, open to feedback, and willing to put the work in, the return on this investment will continue to pay off again and again throughout your career. #mentorship

🚫 Don't ask someone to be your mentor. 🚫 Asking "Will you be my mentor?" is a bit like asking "Will you be my best friend?" It puts pressure on something that should evolve naturally. The best mentoring relationships I've experienced are built on mutual value, not hierarchy. One of the best examples in my own life is Andrew Nip. On paper, we're different: ⚖️ Andrew comes from HR and recruitment ⚖️ I come from business and data But we also share common ground: 🌏 We're both Australian Chinese 🌏 We both spent years working in China 🌏 We're both curious about how talent thrives What made it work wasn't a formal arrangement. It was how we showed up for each other over time: 🤝 Exchanging honest perspectives 🤝 Sense-checking ideas 🤝 Making thoughtful introductions At some point, I realised something interesting. I see Andrew as a mentor. And he sees me as his mentor too. That, to me, is the best kind of mentorship: Fluid, two-way, evolving with life stage and context. We took this photo in Shanghai a few years ago. Since joining LVMH, Andrew has become noticeably more fashionable than me! 😂 My takeaway... Choose mentors who: 📌 Challenge your thinking (not just validate it) 📌 Share values (even if backgrounds differ) 📌 Get value from the relationship too Mentorship isn't a title you give someone. It's a relationship you earn ... through curiosity, generosity and consistency. Have you ever had a mentor where the learning went both ways? 👇 Tag them to acknowledge their role in your life. #Mentorship #GlobalCareers #LinkedInNewsAustralia ***** 🐯 Hi, I'm Chris. I help quiet achievers build networks and soft skills.

5 tips for finding a mentor as a founder in the startup world: Mentorship is a lifeline for founders who often face challenges alone. Having a sounding board, whether from your team, community, or expert mentors, is incredibly valuable. At Google for Startups, we tap into the expertise of Googlers worldwide to support founders. Here are 5 simple tips I've found helpful for finding and building strong mentor-mentee relationships in the startup world: 1) Set clear expectations When looking for a mentor, be clear about what you need. Mentors are giving their time and expertise, so they need to know you're serious and committed. Prepare well and be proactive in your engagement. 2) Find the right match Good mentorship is all about finding the right match. Look for mentors with similar roles, experiences, and industries. When the fit is right, conversations are more productive and meaningful. 3) Be specific with requests Approach potential mentors with specific questions or topics. General requests can be overwhelming and less helpful. Know a mentor’s background and connections to tailor your requests and make the mentorship more effective. 4) Come prepared Both you and your potential mentor should be ready for your meetings. Share relevant materials or questions beforehand to help your mentor prepare. This ensures you make the most of your time together. 5) Follow up and maintain the relationship After meetings, send a thank-you email summarizing key points. This helps maintain the relationship and makes it easier for mentors to provide further assistance, like introductions. Including a brief about yourself and your company can also help mentors make introductions. Got any more tips for startup founders seeking mentors? Comment them below!

I stood at the edge of the corporate world.  Behind me: 20 years of steady bonuses and familiar faces.  Ahead: The unknown world of starting anew. One step and I'd be in free fall. I took that step. Mid-fall, I realized I needed a parachute, one built of connections and insight. So I started weaving. I reached out to 100+ leaders who'd made this leap before. CXOs, Founders, Innovators on every continent. The results floored me: • 99 out of 100 strangers said yes (Only one person said "I'm too busy" for this) • Our talks sparked 'aha' moments (For them, they said, not just me. Win-win!) • I scored a dream team of cheerleaders (From strangers to wise guides) Here's the three principles I used: 🌟 𝐄𝐯𝐞𝐫𝐲𝐨𝐧𝐞 𝐡𝐚𝐬 𝐚 𝐬𝐭𝐨𝐫𝐲 𝐰𝐨𝐫𝐭𝐡 𝐥𝐢𝐬𝐭𝐞𝐧𝐢𝐧𝐠 𝐭𝐨 • Don't just ask what they do, ask "What made you pick this?"  • Ask "What twists happened in your career plot?" • Ask "What drives to do this even today?" 🌟 𝐄𝐯𝐞𝐫𝐲𝐨𝐧𝐞 𝐡𝐚𝐬 𝐚𝐧 𝐢𝐧𝐬𝐢𝐠𝐡𝐭 𝐲𝐨𝐮 𝐜𝐚𝐧 𝐥𝐞𝐚𝐫𝐧 𝐟𝐫𝐨𝐦 • Ask "What unexpected challenge came up?"  • Ask "What expectations are unfulfilled?" • Ask "What are you still figuring out?" 🌟 𝐄𝐯𝐞𝐫𝐲𝐨𝐧𝐞 𝐤𝐧𝐨𝐰𝐬 𝐬𝐨𝐦𝐞𝐭𝐡𝐢𝐧𝐠 𝐲𝐨𝐮 𝐝𝐨𝐧'𝐭 • Ask "What's one piece of advice you would give to someone in my position?"  • Ask "Who else would you recommend I meet?" • Use the advice to shape your new path. The lesson? Networking isn't about collecting contact cards. It's about curiosity and connection. What one new insight have you uncovered through networking? Photo: me with Peter Bostelmann. One curious chat turned my hero into my mentor. #LinkedInNewsAsia #Networking #Entrepreneurship #EmotionalIntelligence

🌟 𝗠𝗮𝗸𝗶𝗻𝗴 𝘁𝗵𝗲 𝗠𝗼𝘀𝘁 𝗼𝗳 𝗠𝗲𝗻𝘁𝗼𝗿𝘀𝗵𝗶𝗽 𝗣𝗿𝗼𝗴𝗿𝗮𝗺𝘀 I’ve been lucky to have mentors who have guided my career and helped me grow. Their positive impact on my career has inspired me to give back. Recently, I started mentoring Louis, through the Singapore Leaders Network (SGLN) program, and I’ve been impressed by his approach to mentoring. If you’re in a mentorship program, here are five tips to make the most of it: 🎯 𝗦𝗲𝘁 𝗖𝗹𝗲𝗮𝗿 𝗚𝗼𝗮𝗹𝘀 What are you aiming for? Whether it’s career advancement, skill-building, or networking, having clear goals will shape your mentorship journey. Louis started with a clear vision, which has made our conversations focused and productive. Seeing his progress has been incredibly rewarding. 🚀 𝗕𝗲 𝗣𝗿𝗼𝗮𝗰𝘁𝗶𝘃𝗲 Own your journey. Schedule meetings, come prepared, and seek feedback. Louis’s proactive approach has made our sessions fruitful, and his eagerness to learn makes mentorship rewarding. 🔍 𝗗𝗼 𝗬𝗼𝘂𝗿 𝗥𝗲𝘀𝗲𝗮𝗿𝗰𝗵 Preparation is key. Whether it’s understanding industry trends or knowing your mentor’s background, doing your homework shows commitment. Louis consistently comes prepared, enriching our discussions and making his growth a joy to watch. 💬 𝗕𝗲 𝗢𝗽𝗲𝗻 𝗮𝗻𝗱 𝗛𝗼𝗻𝗲𝘀𝘁 Share your challenges and goals . This helps your mentor give relevant advice. Louis’s openness has allowed us to tackle issues directly, leading to real progress. For me, seeing our conversations translate into results is one of the most rewarding parts of mentorship. 📈 𝗔𝗽𝗽𝗹𝘆 𝗪𝗵𝗮𝘁 𝗬𝗼𝘂 𝗟𝗲𝗮𝗿𝗻 Advice is only valuable if you act on it. Implement your mentor’s guidance and share your progress. Louis’s dedication to applying what we discuss has been fulfilling to see. His growth is a powerful reminder of the impact of mentorship. Mentoring Louis has shown me just how rewarding it is to guide someone’s journey. Whether you’re a mentor or a mentee, these strategies can make your mentorship experience more meaningful and fulfilling. 𝗛𝗼𝘄 𝗱𝗼 𝘆𝗼𝘂 𝗮𝗽𝗽𝗿𝗼𝗮𝗰𝗵 𝗺𝗲𝗻𝘁𝗼𝗿𝘀𝗵𝗶𝗽? 𝗟𝗲𝘁’𝘀 𝘀𝗵𝗮𝗿𝗲 𝗼𝘂𝗿 𝗲𝘅𝗽𝗲𝗿𝗶𝗲𝗻𝗰𝗲𝘀 𝗮𝗻𝗱 𝗹𝗲𝗮𝗿𝗻 𝗳𝗿𝗼𝗺 𝗲𝗮𝗰𝗵 𝗼𝘁𝗵𝗲𝗿!