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Over the years, much has been said and written about the need for business leaders to double up as good mentors. The internet is replete with material on the ‘why’, ‘how’ and ‘what’ of mentorship. However, the equation isn’t complete unless we consider the role of a mentee in establishing a robust mentor-mentee relationship. After all, it takes two to tango, doesn’t it?

The mentee, by design, is the prime beneficiary of such a relationship. And the first step to leveraging a trusted mentor is recognizing the array of personal and professional benefits that it can bring. From guidance to career counseling, and from developmental coaching to creating a network of relevant promoters within the organization, an invested and able mentor can do wonders in shaping a mentee’s life and career.

Next, the mentee needs to identify the right mentor, make contact and establish an affiliation. This is not easy, since the mentee must overcome several mental hurdles to be able to cultivate a relationship with the identified mentor: Should I simply approach him and seek guidance? If I am seen talking to him too frequently, wouldn’t it appear as though I am engaging in shameless buttering? How will he perceive this? What if he snubs me away?

There are two beliefs that can help you in dealing with these inhibitions: First, believe in the honesty of your purpose. This will help in insulating you from the trap of what-will-others-think. Second, believe that potential mentors are as much on the lookout for right mentees as is the reverse. Some cases might call for greater perseverance than others, but in the end most Eklavyas find their Drona.

While it may be easy to believe in the honestly of your own intentions, you also need to extend similar courtesy to your mentor. Unfortunately, our conditioning forces us to view each relationship from a what’s-in-it-for-him lens. As a result, you might find yourself looking for ulterior motives behind your mentor’s words or doubting his intentions at times, and there could be nothing more detrimental to the relationship than this.

You must appreciate that the instinct to coach and nurture is a core human trait. Just as we automatically take on the role of mentors to children in our families, a mentor too doesn’t necessarily need material rewards to take on this role. His motivations could be as simple as appreciation for your professional capabilities or even their own paternal instincts, but whatever the motivations may be, it is only by trusting your mentor completely that you can lay the foundations of a long-lasting and rewarding mentor – mentee relationship.

Given the limitations of print space, I shall leave you here to mentally prepare yourself for embarking upon this exciting and rewarding journey. And as I sign off, I promise to be back with more on the subject soon. Keep watching this space.

First published in Suburb Life Magazine; September 2018 Issue!