Definition of Mentoring

Mentoring the 2nd career

Definition of Mentoring

What is Mentoring ?

Introduction to Mentoring.

 

“Mentoring is a learning relationship involving the sharing of skills, knowledge, and expertise between a mentor and mentee through developmental conversations, experience sharing, and role modeling. The relationship may cover a wide variety of contexts and is an inclusive two-way partnership for mutual learning that values differences.” (EMCC Global)

Take Aida, for example. She had been working in marketing for a few years but felt stuck. She wanted to move into a leadership role, but wasn’t sure how to navigate the challenges that came with it. That’s when she decided to seek a mentor. Enter Emily, a senior marketing manager with over 15 years of experience. Emily didn’t just give Aida advice on leadership skills; she shared stories from her own career, including the mistakes she’d made and the lessons she’d learned along the way. Emily also guided Aida on handling difficult team dynamics and making tough decisions—things that only come with experience.

As the mentoring relationship grew, Aida began to see real changes in herself. She became more confident in her abilities to lead, communicate, and influence others. Over time, Aida moved closer to her goal, stepping into a leadership role and leading her own team.

For Emily, mentoring was just as valuable. It gave her the chance to reflect on her own career and reignited her passion for leadership. Teaching Aida helped Emily sharpen her own skills, especially in communication and coaching. Plus, it reminded her of the importance of supporting the next generation of leaders.

And the benefits didn’t stop there. Emily’s reputation as a mentor and leader grew within her company, opening doors to new opportunities and recognition. By mentoring Aida, she had not only helped her reach her leadership goals, but also advanced her own career and strengthened her professional network.

Mentoring involves a dynamic relationship between the mentor and the mentee. The mentor, typically possessing greater experience or expertise in a specific area, offers guidance, support, and advice to the mentee, who seeks to learn and grow within that domain. This interaction can manifest in various forms, such as one-on-one meetings, group sessions, or online exchanges. The overarching objective of mentoring is to facilitate the mentee’s acquisition of new skills and insights and the attainment of personal and professional goals.

For the mentor, mentoring presents an opportunity to share knowledge and guide a less experienced individual. It provides a platform to address career development, work challenges, personal growth, and other aspects crucial for enhancing career success.
Additionally, mentoring is a resource for mentees facing unfamiliar or daunting tasks, offering them valuable advice and support. Drawing upon their own experiences, mentors offer invaluable insights.

Moreover, mentoring extends benefits not only to the mentee but also to the mentor.
Beyond the altruistic satisfaction of guiding another individual’s development, mentors often find their own growth and fulfillment through the process.
As mentors share their knowledge and expertise, they reinforce their own understanding of the subject matter. Teaching others often prompts mentors to revisit foundational concepts, leading to deeper insights and refinement of their own skills.
Researchers like Dr. Carol Dweck, known for her work on mindset theory, have found that individuals who engage in mentorship often experience personal and professional growth as a result.

Furthermore, the act of mentoring can invigorate mentors’ enthusiasm for their field or profession, fostering a renewed sense of purpose and passion.
Mentoring relationships can also serve as avenues for mentors to refine their communication and leadership skills, as they navigate the complexities of guiding another individual’s growth. Studies conducted by Dr. David Clutterbuck and Dr. David Megginson have highlighted the positive impact of mentoring on mentors’ professional development and job satisfaction.

Additionally, mentoring can enhance mentors’ professional reputation and visibility within their field.
By serving as a mentor, individuals demonstrate their commitment to fostering talent and contributing to developing future professionals. This can increase recognition, networking opportunities, and even potential career advancement.

Ultimately, mentoring is a mutually beneficial relationship where both mentor and mentee stand to gain. While mentors provide guidance and support to mentees, they also reap rewards for personal growth, professional development, and enhanced satisfaction in their careers.

 

—————————-

 

 

Mentoring isn’t just a relationship—it’s a dynamic, transformative journey. Think of it as a bridge between experience and ambition, where a seasoned guide (the mentor) leads a willing explorer (the mentee) through the terrain of growth and learning.

In this journey, the mentor becomes more than just an advisor; they’re a trusted companion, someone to confide in and rely on. Together, they navigate the twists and turns of personal and professional development, celebrating victories and tackling challenges with equal enthusiasm.

A mentor isn’t just a source of wisdom; they’re a tailor, crafting personalized goals for each mentee. With their expertise, mentors provide the tools and knowledge needed to help their protégés reach the peaks of their ambitions—whether that means climbing the ladder of organizational success or forging a new career path. Along the way, mentors empower their mentees to embrace their strengths, fostering independence and self-confidence.

But mentoring isn’t just about sharing knowledge—it’s about instilling core values. Through their guidance, mentors teach accountability, responsibility, and respect. Armed with these virtues, mentees emerge not only as skilled professionals but as well-rounded individuals ready to conquer both their careers and their personal lives.

In essence, mentoring is more than just a tool—it’s a catalyst for growth, a beacon of guidance, and a vessel for shared wisdom. It’s a journey of discovery, empowerment, and transformation, where both mentor and mentee emerge stronger, wiser, and prepared to seize success on their own terms.

 

 

 

Unlock the Power of Mentoring:

Discover Why It’s a Game-Changer!

 

Mentoring involves much more than just sharing experiences. It includes active listening, reflection, encouragement, support, empathy, friendship, teaching, coaching, and any other tools that mentors find helpful in guiding their mentees.

At its core, mentoring is a supportive relationship between the mentor and mentee. Mentors offer guidance, feedback, and support, while also creating a safe space for open communication and exploration. Mentees benefit from having access to an experienced person who can help them navigate challenges—whether related to career changes or personal development.

The mentor plays an active role by sharing advice and wisdom from her own experiences, while also helping the mentee discover his own path.

The significance of mentoring in organization is widely acknowledged.

 

It’s common for employers to use different mentoring approaches based on the needs of both the mentor and mentee.

Mentoring plays a key role in attracting and keeping talent within an organization. It helps identify strong candidates from within the company who are not only skilled but also aligned with the organization’s values, behaviors, and goals. By developing mentoring relationships, organizations can build trust and create a comfortable environment that connects new employees to the workplace culture.

The value of mentoring goes beyond just recruitment. A mentor-mentee relationship helps build strong professional and personal connections within the organization, improving collaboration, communication, and mutual respect among staff members. Mentoring helps individuals better understand their roles and unlock their full potential, which leads to better performance and greater alignment with organizational goals. It also helps reduce turnover by fostering long-term loyalty. Ultimately, these strong, lasting relationships between managers, mentors, and mentees create a dynamic work environment where employees continue to grow through shared experiences and learning opportunities.

 

 

 

 

Can you explain the distinctions between mentoring and coaching?

Formal mentoring programs provide a structured platform for managers, executives, and emerging professionals to develop essential skills, gain knowledge, and gain insights into their current and future roles. As trusted guides, mentors offer invaluable advice on overcoming challenges, provide strategic counsel, and help mentees build valuable connections.

It’s important to distinguish between mentoring and coaching. Unlike coaches, mentors serve as role models, drawing from their wealth of experience and deep understanding within their field. Additionally, mentoring is a two-way relationship, offering learning opportunities for mentors as well.

In some cases, mentoring is referred to as “Coaching+” because it requires mentors to have both coaching skills and specialized expertise in their field.

For example, a mentor helping someone navigate a career transition should ideally have firsthand experience in making similar changes themselves.

Why to be a Mentor? Benefits of Mentoring for you.

 

For mentors, the rewards of providing guidance and support go far beyond the satisfaction of helping others grow. Through their mentoring roles, mentors help mentees develop new skills and experience personal growth and enrichment.

Companionship and Connection: Mentors build meaningful relationships with their mentees, fostering companionship and mutual connection through shared experiences in work and life. These relationships often extend beyond professional boundaries, offering mentors a sense of camaraderie and support.

Broadened Perspectives: Mentoring gives mentors the chance to expand their generational and cultural perspectives. By engaging with mentees from diverse backgrounds, mentors gain fresh insights that can inspire their own personal and professional growth.

Improved Leadership and Skills: Mentoring strengthens mentors’ leadership abilities and technical skills. Through coaching and guiding others, mentors refine their communication, problem-solving, and coaching techniques—skills that are valuable in both professional and personal settings.

Deeper Interpersonal Connections: Mentoring fosters strong interpersonal connections as mentors and mentees collaborate and learn from each other. These connections enrich mentors’ professional networks and support systems, extending far beyond the mentorship itself.

Satisfaction in Making an Impact: Mentors derive great satisfaction from knowing that their guidance has made a real difference in someone else’s life. Watching their mentees grow and succeed reinforces the value of their contributions and strengthens their sense of purpose and fulfillment.

In short, mentoring provides mentors with a wide range of benefits—from personal growth and enrichment to the deep satisfaction of positively impacting others’ lives.

Could you explain the purpose of mentoring?

The purpose of mentoring is to foster growth and learning. By offering guidance, mentors support mentees in their professional development while sharing the wisdom they’ve gained from their own experiences. Mentoring encourages mentees to reflect on their strengths and identify the skills and knowledge they need for successful career advancement.

One of the greatest benefits of the mentor-mentee relationship is its ability to reduce uncertainty when facing new challenges or difficult decisions. It creates a healthy form of accountability, where both mentor and mentee can learn from each other and offer support throughout the process. Having someone with more experience to provide valuable insights opens up new perspectives, helping the mentee grow intellectually, emotionally, and professionally as they progress in their career. In some cases, mentors also help mentees clarify their goals, understand how to make the most of the mentoring relationship, and even identify potential mentors for the next phase of their journey.

With the guidance of mentors, mentees often find the quickest routes to achieving their goals and avoid the mistakes they might make on their own.

 

 

 

Various forms of mentoring relationships.

Mentoring relationships can take many forms, and understanding the different types is key to choosing the right one for you or creating a successful mentoring program. The most common formats include traditional mentor-mentee pairings, group mentorship, peer mentoring, and reverse mentoring. Each has its own advantages and challenges.

Traditional mentorship typically involves a more experienced mentor guiding a less experienced mentee, often focusing on personal development and career advice. The mentor provides consistent support, sharing their knowledge and insights with the protégé.

Group mentorship brings together multiple mentors who work with a larger group of mentees. This format allows for more people to gain insights at once, creating opportunities for diverse perspectives and learning.

Peer mentorship pairs individuals at similar stages in their careers, allowing them to relate as equals. This type of mentorship works well in close-knit networks, where both individuals offer and receive support, often helping each other navigate challenges.

Reverse mentoring flips the traditional model, with junior employees sharing their expertise in specific areas (such as technology or social media) with more experienced colleagues. In this arrangement, both parties learn from each other, with the junior employee teaching and the senior employee mentoring in return.

No matter the type of mentoring relationship, it’s important to recognize the responsibilities that come with being a mentee. The most important role is to learn and grow—after all, this is what makes the experience so valuable and enjoyable!

——————————————–

Mentorship relationships come in many forms, ranging from informal career coaching to more structured programs. Each type offers unique opportunities for growth and learning, tailored to the individual needs of both the mentor and mentee. However, all mentoring relationships share one common element: they involve two key parties—the mentor and the mentee.

The mentor’s role is to provide guidance and support in areas such as career development, education, professional growth, emotional well-being, and more. On the other hand, the mentee’s responsibility is to actively participate in meetings, listen to the mentor’s advice, assess whether it fits their needs, and put it into practice. The mentee should also reflect on both successes and challenges, set personal goals, and create a vision for their future.

By engaging in these activities, the mentee takes ownership of their own development, while learning valuable lessons from the mentor’s expertise and advice.

Which types of mentoring to choose?

Mentoring is a powerful tool for offering guidance, imparting knowledge, and building skills. Organizations can use different mentoring models, including one-on-one mentoring, group mentoring, and peer mentoring, depending on their needs.

One-on-one mentoring pairs an experienced individual with someone less experienced, allowing for personalized attention and tailored guidance. This close relationship helps the mentee gain the best learning experience while giving the mentor the opportunity to share valuable insights and build a deeper understanding with their mentee.

Group mentoring is a popular model, especially in schools and youth programs, as it allows multiple people to participate without requiring extra resources (like time or money). This approach can be highly effective in fostering collaboration and shared learning.

Peer mentoring involves individuals from the same role, department, or with similar experiences coming together to support each other’s growth. This model encourages a positive atmosphere and helps build confidence among participants, as they share advice and encouragement in a more equal and informal setting.

Beyond these traditional models, there are other mentorship approaches that align with larger organizational goals. For example, companies may consider using Shadow Boards, Speed Mentoring, Cascade Mentoring, or Network Mentoring. If you’re wondering whether these models could be beneficial for your company, feel free to reach out to our mentoring experts for advice.

To maximize the benefits of mentoring, organizations need to implement structured mentoring programs, manage the mentoring process effectively, and ensure no part of the mentoring cycle is overlooked. It’s also important to develop the mentoring skills of their mentors. Only then can the organization create successful, engaging mentoring relationships that drive long-term success for both employees and the organization as a whole.

 

 

 

Consider the appropriate circumstances for implementing mentoring.

Mentoring is a powerful tool for any organization aiming to improve and create a better working environment. It helps keep employees engaged, motivated, and supported as they work towards success. This method of providing structure and guidance through professional relationships can be especially valuable when introducing new initiatives or driving cultural change. Additionally, mentoring can promote ethical behavior within the organization by setting clear expectations at the individual level.

When considering whether to launch a mentoring program, organizations should first assess their readiness. Is the organization structurally, culturally, and financially prepared to support such an initiative? Organizations may also benefit from exploring online resources, such as blog posts or webinars, which offer valuable insights on launching successful mentoring programs for both mentors and mentees. These resources can provide leaders with best practices for developing strong mentor-mentee relationships and ensuring the program’s success.

 

 

 

 

 

Developmental mentoring is one of mentoring approaches.

 

Developmental Mentoring, which originated in Europe, is an approach to professional development that emphasizes the personal growth of the mentee, regardless of their hierarchical position relative to the mentor. A mentee may receive guidance and advice from someone higher up in the organization, or they could be supported by peers who are on a similar career path, as seen in peer mentoring. This dual-mentoring approach helps mentees develop valuable skills and broaden their perspectives. Additionally, reverse mentoring creates opportunities for those in lower positions to share their knowledge with senior leaders, allowing both parties to learn and grow.

This flexibility enables organizations to foster a wide range of unique mentoring relationships focused on mutual growth. Mentors no longer need to be at senior levels; they can come from any position or area of expertise within the company. Furthermore, cross-mentoring opens doors for greater diversity in leadership, which can lead to more innovative solutions driven by a broader range of perspectives and experiences.

How can I increase my chances of being promoted thanks to mentoring?

Mentoring Culture

How can I increase my chances of being promoted thanks to mentoring?

Who is your mentor?

A decade or so ago, my position got me to attend many events related to research funding.

In these events, also often participated one female scientist. She would speak up or ask questions whenever she had the opportunity.

 The area she represented was relevant then and is now – gender equality in science. The only problem is that every time we listened to the same questions, the same reproaches and suggestions repeatedly.

 

I told myself then that I would NEVER become like her. Because when she stood up or raised her hand, everyone around her wanted to scream in despair that they would have to listen to the same thoughts AGAIN.

Now I often wonder if I have become like her because I see mentoring everywhere! 

When I study the situations mentioned in the articles and posts, I keep thinking that:

  • the solution is just about finding a good mentor!

  • this organization needs to sort out its mentoring program because they forgot a critical point 😊

  • etc.

Today, reading articles in the “Harvard Business Review,” I wrote down how simple mentoring would solve the identified problems in four separate places!

I remembered that researcher who talked about gender equality because one of my highlights today was reviewing a study about risks to women’s careers.

The study shows that more women than men who have young children would choose to work full-time from home in recent years.

According to the study’s authors, this is a worrying finding, given the evidence that off-site employees have lower rates of promotion.

What did I note in my review of this study?

The question “How can I increase my chances of promotion through mentoring? “. Even if you work not in the office!

And some answers like – Mentor your colleagues and find different mentors within your organization.

This way:

  • Expand your social network.

  • You will have more “warm contacts” within the organization.

  • There will be more opportunities to develop your competencies. Especially those that are not reflected in your current work.

  • You’ll be more involved in the organization, even if you work from home!

  • You would learn new things, even if you didn’t expect to.

  • You will develop your leadership skills.

The list goes on and on, but you get the idea 😊.

 

Successful organizations are no longer asked, “DO YOU HAVE A MENTORSHIP PROGRAMME?”

 

Asked -” What mentoring programs do you have?”

 

Successful professionals are no longer asked, “DO YOU HAVE A MENTOR?”

 

 

Instead, they are asked, Who is your mentor?

 

 What is your answer?

Can computers (artificial intelligence) be Coaches or Mentors?

Mentoring the 2nd career

Can computers (artificial intelligence) be Coaches or Mentors?

Mentoring and

Technology

  • This was a question I heard one early morning when I joined a conference that had participants from different parts of the world. All of them were someway involved with mentoring or coaching.

So can they ?

We, humans, are learning:

 

  • How to be a Mentor or Coach

 

  • How to listen

 

  • How not to interrupt

 

  • How not to judge

 

 And computers don’t even need to learn any of that!

There were all sorts of opinions, and probably all of them were all right.

The discussion concluded that, at least for the time being, it can only be a great tool for self-reflection. Similar to certain coaching books that offer a sequence of questions, that we can ask ourselves.

Data protection is also worth bearing in mind:

 

  • A mentor or coach will keep all the information discussed during the meeting to himself/herself so that the risk of such information being leaked is minimal.

 

  • With computers, many more people will have access to this data. And that’s not even counting the possibility of data theft.

 

Confidentiality is therefore already considerably weakened.

Perhaps in the near future, we will have more and more of these tools, and there will be somebody who will require them. Just as self-help books are suitable at the moment.

 

What do you think about computers being mentors in our near future?

Well-being thanks to mentoring. How is our health related to mentoring?

Mentoring the 2nd career

Well-being thanks to mentoring. How is our health related to mentoring?

Have you ever thought about how mentoring and your health might be related?

 

Do you feel stressed?

 

Do you have some personal or job-related issues?

 

Are you struggling to communicate with other people? (Colleagues, family, etc.)

Mentoring may help you in all these situations. But how?

  • The mentoring relationship involves the provision of emotional support to the mentee. When you have a Mentor, they listen and give you advice. They also challenge your negative self-views. All this enhances your self-confidence and self-esteem.

 

 

 

  • Mentors may promote your physical health and well-being by engaging in activities with you. For example, if you choose “Walking Mentoring,” you will go with your Mentor for a long walk. You will likely hike somewhere in nature. “Walking Mentoring” can be a significant benefit to your physical and mental health.

 

 

 

  • Mentors may help you deal with relationships that include your parents, siblings, colleagues, etc. They can help you choose strategies to solve problems at work, home, or school.

 

 

 

  • A mentee’s experience of a trusting and close relationship with a mentor helps them create a positive relationship with others.

 

As you can see, Mentoring can be associated with positive health benefits, and relationship outcomes.

What are the similarities between mentoring and an umbrella?

Networking

What are the similarities between mentoring and an umbrella?

The benefits of mentoring

I think that everyone could find an umbrella in the house. And most of us carry it around every day, whether in a handbag, backpack, or car.

 

Well, if you don’t carry it with you every day,  you possibly check the daily weather report or look outside the window to check if it will rain or not. If you think that it will rain, you’ll take your umbrella with you for sure.

 

After all, when it’s raining outside, and you need to get from point A to point B, you probably want the journey to be as comfortable as possible. I mean, no one likes getting rain blown into your face by strong gusts of winds.

 

The umbrella may not help you avoid the rain altogether, but it can help you feel more comfortable and safe in this situation.

A mentor also won’t help you to avoid the harsh situations (how we can’t avoid the rain or snowstorms) that await when you:

 

  • Changing your job or looking for new career opportunities;

  • Creating a business;

  • Coming back to your job after a long break;

  • When problems arise in the family;

  • Encountering a difficult disease;

  • Encountering similar situations where you don’t feel good but don’t know how to change it.

 

However, the mentor can hold the umbrella over your head thanks to his experiences and knowledge!

Even if the weather outside is horrible, it is much easier to travel through it with someone who already has some experience traveling.  And with someone who can also lend you an umbrella!

 

 

  • When we are struggling with something, a mentor helps us to see the situation from a different angle;

  • When they notice that we are blinded and heading to a cliff, a mentor can stop us;

  • With their knowledge, they can show us a straight path, so we don’t go down alleyways;

  • When we feel lost and afraid (because there is “thunder, it’s cold, dark, and there is heavy rain” in our life), they show and convince us that not everything is that bad;

  • When we don’t understand something, a mentor give us a question, which takes off our blindfold, and suddenly everything becomes clear;

  • A mentor introduces us to other people who could be our next companions in the future.

 

So mentoring is like an umbrella. It makes the journey from point A to point B much easier!

Have you already started looking for a mentor? 😉

What better not to do in Mentoring? Two strange mistakes that mentee’s make

Mentoring the 2nd career

What better not to do in Mentoring? Two strange mistakes that mentee’s make

How do sometimes mentees surprise Mentors?

I am connected to the TEAMS,  sitting in a  meeting alone and waiting for my mentee to join. But the mentee is not joining.  

        

There are no messages either to inform me that the mentee won’t be able to join.

I send him a message myself informing him that I am in the meeting and asking if everything is okay? No response.

1st mistake

 Mentees are not joining the planned meetings.

Yes, I know that anything can happen. If it’s a case and you can’t be in the meeting, you should call, send a message and warn your mentor that you can’t join.

 

If a situation like this occurs rarely and is not a reoccurring issue, I’m sure that every mentor will understand and reschedule the meeting time.

 

In my situation, this was our second attempted meeting. We planned the first meeting a week ago. With 11 minutes left till the meeting, I received a message from my mentee. It said that he is still not free and that we have to delay the meeting by half an hour or reschedule it for tomorrow.

 

 I couldn’t join later that day, and tomorrow was a Saturday which was not okay for me. We agreed to have the next meeting a week later.

 

Right now, I am sitting in this postponed meeting after one week and writing this very blog.

Well, of course, it’s because I am currently sitting in the meeting alone.

My mentee isn’t here. And this time, he didn’t warn me even 11 minutes before.

 

As my mentee wrote me later, he just forgot this meeting.

2nd mistake

Ask someone to be your mentor when you don’t know why you need this mentor.

Having a mentor has recently become fashionable.

It seems like some people think like that:

I don’t know why I need precisely this mentor, but I will take it if the opportunity arises. If I can participate in some mentoring program and have a mentor for free, I will do it. We’ll see what they can show me. Maybe something will be helpful in the future. ”

 

___________________

 “One day, Alice came to a fork in the road and saw a Cheshire cat in a tree.

– Which road should I take? – she asked.

His response was a question :

– Where do you want to go?

– I don’t know,  – Alice answered.

– Then, – said the cat, – it doesn’t matter.” (Lewis Carroll, Alice in wonderland )

____________________

 The provided information of what one of my future mentees wishes to achieve during our mentoring reminded me of this dialogue of Alice and the cat.

“I arrived at this program to hear and understand the opinions of different people… “

Later some interests are named – He works in a financing-focused job, there is interest in cryptocurrencies, stocks.

 And not a single one of these subjects falls into my areas of mentoring.

 

 So I continue to try to understand how I can help him.

Once again, I asked him how can I specifically help, and why he chose me. This is the answer I received.

 “One of the main reasons would be the long-term experience you have in mentoring, which by simply talking with you would positively affect my experiences. “.

 

Then he names some more fields he is interested in. Communications, marketing.

None of these fields matched up with my areas of mentoring!

 

What does he expect from me?

“It would be beneficial and nice to hear your story, your faced problems and how you overcame them, what lessons you’ve learned from life, and of course your successful strategies which helped you become what you are now.

 

I stopped asking questions and decided that we would talk everything over in the first meeting.

 

 

Of course, you can object and say that the mentee knew what he wanted from our mentoring relationship. He wanted to hear my life story.

 But mentoring is not listening to someone’s biography.

Yes, the mentor will share his experiences, which will help the mentee make their own decisions in the future.

However, mentoring is a mentor’s and a mentee’s collaborative work.

 

Sometimes, mentoring is needed just for the mentee to set his goal and learn how to be a good mentee😊. Then, for this mentoring, a goal could be to figure out how mentoring could help the mentee or figure out where the mentee wants to go. Then later, it would be easier to look for another mentor who could help them in a different field.

 

 

Let’s not be afraid to name it so like it is. In this case, a mentor is only needed to help the mentee decide what he wants and how mentoring could be helpful.

 

 

But if you expect these experts in many different fields to sit down with you and tell you their stories, share their knowledge while you sit there and listen.

 

Well, I’m sorry to disappoint you. Mentoring is not about that.

 

In mentoring, mentor and mentee are thinking partners. The mentor uses his own experiences and knowledge in a specific field to help the mentee move forward, but the mentee has to bring all the “resources” to the meeting.

When you already have picked a mentor before you even meet him, ask yourself the question, “Why have I chosen this specific mentor, and how can they help me? “

google-site-verification: google80f9ec7c472d6af3.html