By Gina Blitstein

No one can build a successful, fulfilling career completely on her own. It takes the experience of those who have navigated the seas of success to guide us along the way. There will no doubt come a time in your career when you need to take the next step - or a brand new step - and you won't want to do it without some guidance from someone who has been in that situation before. You will need a mentor.

In what areas could mentors benefit your career? Kathy Korman Frey, Entrepreneur in Residence at The George Washington University School of Business, CFEE, provides some insight and advice for women who may experience difficulty envisioning the areas where mentors could help. Kathy says, "At the Hot Mommas Project and in my Women’s Entrepreneurial Leadership Class I tell women to think of mentors as sitting around a table. I call them “a personal board of advisors.” If you are struggling with work-life balance, you may have a seat for a woman you know who works a lot, but also seems to have a happy family life, and doesn’t seem frazzled all the time. It could be as simple as that. You may want to start your own business, or grow your business. You need an “entrepreneur” seat at the table. Let’s say you have a particular area where you want to make connections and learn: Fundraising, tech, health care. That is a seat at your table. If you are not high on the “self-insight” category, you might want to sit down with a friend and talk this through to help figure out what the seats at your table should be. I recommend between three and eight seats at the table."

Once she is satisfied that there are areas where mentoring could be beneficial to her career and life, how can a woman identify suitable mentors for herself? Kathy suggests the following strategy:

• Identify the seats at your Personal Board of Advisors (PBA) “table.”

• Keep your ear to the ground for those people as you’re living your life (at work, in the community, at events). If you want to be an over-achiever about it, start Googling people for each seat, and asking friends about referrals.

• Try to meet these people at some point. If they are well-known and or/uber-busy, attend talks where they are speaking. If they are “normal” people, call and email them. Say you want to ask them about their career path, or that you’re going through the Hot Mommas Project mentoring checklist and would love to ask them a couple of questions.

• Do you like the person? Would you like to talk to them again? Did they express an interest in you? If so, you have a good candidate for a mentor.

Now that you've determined those areas of your career and life in which mentoring can help you and you've identified likely mentors, how do you actually embark on a mentoring relationship? Kathy explains, "It’s important to note that this is all about relationship management. I get a surprising amount of questions about basic social skills and relationship management. For instance, “Here is someone I would like to be my mentor. How should I approach them?” In my class and outside of class, with professionals already in the workforce, the questions in this area is on the rise. I speculate there might be a loss of skills around face-to-face and phone interactions in the wake of email, Twitter and Facebook (all of which I’m on, and addicted to, so I’m not judging here). There is a lot of anxiety around how to approach people, and what to say. My message is “Try it!” When you have a positive experience, you’ll be fueled to keep filling your table over time. Also, keep your social skills honed. Use email, Twitter and Facebook as an “and” along WITH verbal interpersonal communication, not as an “or” in place of verbal and face-to-face communication. I predict a type of Darwinian social skills shake-out where, at some point, people who have employed the “and” strategy will triumph markedly over those who have employed the “or” strategy."

Here we've broken down the process into three "hows" in relation to mentoring: How to decide what you need, how to decide who you need and how to begin a mentoring relationship. Kathy assures us that it's not such a foreign concept to seek out those who can help us find our way to greater success and fulfillment in work and life. It's important to keep our minds open to the possibility that there are potential mentors and mentoring opportunities all around us and take advantage of them when we can.

How could you benefit from a mentor? Where could you find him or her? How can you begin that relationship?

By Gina Blitstein

It is a well-substantiated fact that mentorship helps careers grow and flourish. The support and guidance of an experienced mentor can prove to be a huge boon to your success and satisfaction in your profession. No matter your gender, mentoring can help you expand your professional horizons. In the careers of women, however, mentoring can have a particularly profound effect.

Why is mentoring particularly important for women? According to Kathy Korman Frey, Entrepreneur in Residence at The George Washington University School of Business, CFEE, there are two major reasons:

1. Women and girls are more likely than men to limit their career choices due to lack of confidence.

Kathy considers this s a travesty on two levels:

On a personal level - "How sad is it that our friends, wives, daughters, and moms limit their choices in life because they lack self confidence. We know exposure to mentors and role models can help, so, we should provide them with mentorship opportunities. Mentoring works, we know it, so today, get out there and ask how you can support a woman’s goals."

On an economic level - "The economies of nations where women are supported in their career choices will flourish over those who do not provide such opportunities for women and girls. We’ve seen this over and over again in companies, in villages and cities, and in entire countries."

Kathy cites the following facts to demonstrate the truth in this:

Corporations benefit from women's success. Much research has been done correlating the profitability of companies with strong programs promoting women. It’s been proven over and over again. Companies that promote women are more profitable.

The US benefits from women's successes. Susan Wilson Solovic’s book, The Girls Guide to Building a Million Dollar Business, does a great job of highlighting the alarmingly significant role that women play in the growth of our GDP in the US. The Kauffman Foundation also recently released a study on this topic as well. It’s time we start listening.

The world benefits from women’s successes. Thanks to the Global Entrepreneurship Monitor, we now know the economic benefits associated with investing in women. Many emerging markets are literally investing in women as a part of their nation’s economic strategy because of the associated benefits both locally and nationally. The simple version of what is happening in these economies around the world is: Women share. Oprah talks about teaching a girl, and that girl will teach the entire village. This same principle also applies to supporting girls and women in starting a business. Girls and women will share their knowledge, and wealth, with their families and communities thus creating an exponential benefit.

2. Women are less likely than their male counterparts to promote their achievements at work.

This no doubt results in being overlooked for such career advancements as raises and promotions. Women need to be encouraged and supported to toot their own horn in the workplace in order to be equally noticed and compensated for their accomplishments.

Despite these two potentially hindering issues, Kathy assures us there is a simple solution: There is hope for women and their careers because when exposed to a mentor or role model, self efficacy increases. Mentor = more self efficacy. No mentor = less self efficacy.

Kathy issues the following challenge: "Don’t we want our daughters, sisters, nieces, friends, moms and wives to feel good, do well and have every opportunity? If we have female employees, don’t we want to provide an environment where they can excel? If we are a legislator, don’t we want women participating in the economy to be as successful as possible and increase our GDP? Everywhere you look, there are reasons why we should all have a vested interest in supporting women."

Putting her money where here mouth is, Kathy has founded the Hot Mommas Project. According their website, The Hot Mommas Project is "An award-winning women’s leadership program housed at the George Washington University School of Business. The research initiative started in 2002 to fill a gap in the education system: Scalable access to role models, particularly female ones. Thus, our mission is to increase self-efficacy of women and girls across the globe through exposure to role models. To that end, we've built the world’s largest women’s case study library to produce not just vignettes, but credible academic tools that can be utilized in a classroom environment."

It's clear that empowering women through mentorship is a necessity for their personal development and the betterment of our world at large.

What can you do to empower women in their careers? What inspiration could you offer to a woman in need of mentorship?

By Gina Blitstein

The nature of a successful businessperson - especially an entrepreneur - is to be a self-motivated, self-reliant sort, forging your own path through the challenges on your way to success. In order to feel successful, must you do it alone or is it acceptable to gain some support and insight along the way from those who inspire you? Could your career path and personal life benefit from mentorship?

Why is mentoring important to a career? In short, Entrepreneur in Residence at The George Washington University School of Business, CFEE, Kathy Korman Frey, says she has discovered that, "People with mentors feel more successful." Kathy's Hot Mommas Project encourages women to provide accounts of their experiences in business to be utilized as case studies for the purpose of mentoring others. Research conducted through this project asked a group of 269 working women about their professional mentor and perceptions of success. She reports that the women with more professional mentors felt “just as successful” or “more successful” than their colleagues. Conversely, women who felt “less successful” had 20% fewer professional mentors.

Furthermore, Kathy cites a study by Gerhard Blickle, Alexander Witzkia and Paula B. Schneidera which found that individuals who sought out a mentor had higher pay and higher hierarchical status. Why is this so? "First," Kathy explains, "The act of seeking out a mentor is a proxy for self-starting or entrepreneurial behavior. These are literally “go getters.” Kathy continues, "Second, a mentor can point out what to do, and not to do, in specific career situations. For instance, a woman who worked for a large government agency in the Washington, DC area had a mentor explain to her how a specific promotion process worked, and the timing of that process. Without that information, the young woman would not have understood the process. The young woman got the promotion. It was one of the best jobs of her career. The mentor helped her navigate that process."

What does mentoring look like? How formal or casual is the process? Where, when and how can mentoring occur? Kathy responds, "There is a continuum of mentoring that I teach my students. At the very left, you’ve got the email check-ins. In the middle, you’ve got the occasional coffee or lunch. And at the right, you’ve got formal meetings or check-ins at certain intervals. This could even be through a company or university alumni mentoring program, or a relationship you start on your own. It is okay to start small. Many elevate mentoring in their minds as some watered-down version of getting married and then get lost in the details and intimidated. It is enough that you have a group of people in mind, to whom you can turn for advice, and they know you think of them that way, and you keep up contact with them."

How long is the mentoring process? Is it a finite relationship or an ongoing one? "It can range from one phone call or meeting, to a multi-year relationship," Kathy explains. "For example, a woman who was writing a book had a book-writing expert as one of her advisors. She consulted with the coach around key deadlines. When the book was done, do you know what happened? The book writing expert needed the author’s help on some business items. The roles reversed, and now the two have quarterly coffees to discuss the book-writing expert’s business."

Are there measurable personal and/or professional benefits to being mentored? "Yes," reports Kathy. "There are many studies showing measurable benefits to self-confidence, career level, and pay. The economic and policy implications of this could be quite far-reaching if we can get our acts together and recognize that this is an internally-fueled engine we are sitting on, and it needs some gas. Let’s do our own part to fuel this engine by making a call, or sending an email, and asking what you can do to support a girl or woman’s goals. It is good practice for then going out and finding your own mentor, once you realize how rewarding it is."

Kathy concludes her advice on mentoring with these inspirational words: "When you MENTOR, it also builds your self-confidence because it reinforces your abilities. You’re impacting someone’s life or career, just by saying, “I’m here for you.” That is true power. It’s what I call “The New Sisterhood.” Women who are nominated to share their story on www.HotMommasProject.org feel this benefit when they impart their lessons and challenges in writing their story. It’s powerful stuff. It’s bigger than we think. It’s the power of connection, and community, and what we can do together."

What could mentoring do for you and your career? What could being a mentor do for you and your career?

By Gina  Blitstein

Mentoring provides a plethora of benefits for businesspeople. It can help them to grow within their position, tackle obstacles and recognize and capitalize on their strengths. You can find effective mentors in the workplace, through local business organizations and even independently. Regardless of where your mentor comes from, he or she will become a trusted adviser, privy to some personal information about you, your values and your style of doing business.

Have you ever wondered what this intimate relationship of mentoring looks like in practice?

When CEO of Chic Galleria Publications and Editor in Chief of Chic Galleria.com, Beth Anderson realized that her business was on the fast-track for growth, she turned to Business Coach, Christie Crowder for advice. Beth recounts, "Our staff had grown to over 30 writers, editors and assistants and I needed her thoughts on how to make our group cohesive even though they spanned the United States, Canada, England, Australia and Malaysia. Christie was able to show me exactly how to set up a system of communication where I divided the writers into groups and addressed each according to the section for which they wrote. She instructed me on how to deliver specific information, goals, objectives and responsibilities to the writers via email. As our staff continues to grow, Christie is there to help me stay with this system."

Several months later, Beth spoke with Christie concerning the day to day operations of Chic Galleria.com. "I felt overwhelmed with the amount of work I was doing and the pressure I was putting on myself. The magazine was growing its readership at a rapid speed and it was taking its toll on me emotionally and physically."

The first thing Christie did was help Beth realize that it was acceptable to ask for help. Christie advised Beth to:

• Hire a personal assistant who could help her be more organized as a whole
• Speak to the staff and offer managerial positions to those who were interested in becoming more that just contributing writers
• Set up a well-functioning system using current staff members

"Our magazine now has three Deputy Editors, four Senor Editors, a Test Kitchen Director, Promotional Director, Regional Event Correspondents and a Graphic Designer," declares Beth. "All these people now have responsibilities that I had originally been doing myself."

Summing up her professional relationship with Christie, Beth says, "Most of all, Christie has shown me how to take responsibility for my position within the company. I am the CEO of Chic Galleria Publications and Editor in Chief of Chic Galleria.com. She has taught me to embrace my roles within my own business. Christie advised me to move out from behind the Chic Galleria logo and have professional press photos taken. She showed me the importance of allowing Chic Galleria.com readers to connect the magazine with me personally, putting my face with my business."

Beth and Christie's relationship is long-ranging as well: "Christie and I keep in touch on a regular basis," says Beth. "We are now in the process of getting ready to launch our new web design. I find comfort in knowing that Christie is there for me when I need her opinion on this rebuild. With each day there are new challenges concerning the site design, layout, graphics and esthetics. Christie has been there to keep me focused on asking for exactly what I want and staying true to my dream. Having a business coach and mentor has been by far the best decision I made this year."

So that's what a mentoring relationship can look like: supportive, educational and empowering. Effective mentors bring out the best of their mentees' talents and abilities, clearing the road for their success.

How would your ideal mentoring situation look?

By Gina Blitstein

What makes an effective leader? Do you possess the traits of an effective leader? What does leadership in the 21st century look like?

ATHENA International is a Chicago-based organization that supports and celebrates the contributions of women as leaders in business. They hold up the traits of successful leaders as the model for success in business. According to their web site, those traits, which make up the ATHENA Leadership Model tenets include: Authentic Self, Celebration and Joy, Collaboration, Courageous Acts, Fierce Advocacy, Giving Back, Learning and Relationships. In their own words, ATHENA International's mission is:

"Supporting, developing and honoring women leaders

Inspiring women to achieve their full potential

Creating balance in leadership worldwide"

As a complement to their mission to empower women in business, ATHENA International offers a nationwide mentoring program called, ATHENA PowerLink. It is self-described as, "An advisory program designed to increase the growth and profitability of women-owned businesses." According to Robin Kottke, Director of Programs at ATHENA International, "ATHENA PowerLink was created to help already established, successful women business owners who have reached a plateau and/or are looking to take their business to new levels."

Robin expresses the importance of such a mentoring program for women: "Although the number of women-owned businesses has been growing fast and furiously for some time, the growth rate for women business owners is slower than that of their male counterparts. ATHENA PowerLink strives to help women business owners navigate hurdles and barriers to growth such as achieving access to new networks, mentors, capital, best business practices, staff/employee management issues, etc. previously unavailable to them."

How does the mentoring program work? Robin explains: "ATHENA PowerLink provides business owners unparalleled opportunities to establish invaluable networks and mentor relationships by 'linking' her with a panel of subject matter experts recruited from her community and selected specifically for her business needs/concerns (as identified by the woman business owner) for one year. This volunteer panel, once selected, works closely with her to address her business concerns over a minimum of six formal meetings (initial meeting, quarterly meeting, and wrap-up) over the course of one year."

While ATHENA International has supported women business leaders since 1982, ATHENA PowerLink was launched ten years later to offer increasing and targeted assistance to women and continues to meet those needs today. "The rise of the Internet, new technology and sheer number of women owned businesses since 1992 is staggering," declares Robin. "Although there are more opportunities and resources available in the way of advertising, networking, professional associations and social media than ever before, choosing and maximizing the right ones can be incredibly overwhelming, costly and time consuming. In today's economy, capital is more difficult to access and businesses have to do more with less."

"In spite of these changes, ATHENA PowerLink remains ever-relevant and powerful," says Robin. "Its advisory panels are hand-selected exclusively for the needs of the participating business owner, and advisory panel members are well connected, versed and vested in that particular community's business culture and economy. This combination makes them uniquely qualified and positioned to provide the woman business owner with relevant, timely and sound guidance in growing her business."

What benefits does ATHENA PowerLink mentoring provide? Robin reports that the program delivers these benefits:

• Results in increased profitability
• Results in economic growth
• Best business practices are shared, honed, and emulated
• Fosters collaboration and giving back to emerging leaders/ aspiring business owners

How effective can mentoring be? Robin says that ATHENA PowerLink graduates report, on average, in one year:

• 88% increase in sales
• 38% increase in business income
• 57% increase in personal income
• 36% increase in full-time employees
• 75% increase in part-time employees

The ATHENA PowerLink mentoring program recognizes the importance of fostering successful leadership skills among women. By providing support for businesswomen from their peers in the community, it helps the businesswomen themselves and the community they serve. Ensuring that women have all the support they require for success in the business community is a benefit to everyone.

What types of support could benefit you as a woman in business? What could you gain - or give - in a mentoring experience?

By Gina Blitstein

No one can be a success in business alone. It takes many smart and savvy people to guide and challenge you along your path and throughout your life. Where can you find the help you need to drive your career - and you - to attain the success and satisfaction you desire?

There are plenty of resources offering to assist you in your quest for your best career: motivational gurus, consultants, coaches, counselors, mentors... Who's a professional to turn to? Let's focus on two familiar paths to career enhancement: Career Coach and Mentor.

In many respects, these two are quite similar. Both have career advancement as their goal. They are both most often a one-on-one relationship. And while it is true that some mentoring relationships are casual and unstructured, many today are professionally sanctioned, paid positions, as are those of career coaches.

So what are the distinctions between these two similar processes? According to Constance M. Drew, MBA and Business Advisor, the answer is:

Coach. This is the person who helps "me" come to answers, guides me on time management, my cheerleader so to speak. There is an incredible amount of brainstorming that can lead to good ideas, holds me accountable to take positive actions, helps me to determine if I am ready to go into business and what kind. This is more of a personal approach about the individual and how that person manages their life while starting a business. Unless this coach has in-depth experience in business, I would not recommend them as a business consultant/mentor. There are no regulations on coaches and this approach is more the "touchy feely" aspect from what I have seen.

1. Ask yourself what exactly you think you need from a coach. Is it guidance? Defining your passion? Time management?
2. Ask around for referrals. Anyone can become a coach, so as in all industries, vet the person.
3. Request a “Sample Session” or “Free Consultation” with a coach. Ask lots of questions to see how you and this person will be as a team.
4. Do your homework, both looking for a coach and as a client when you find one.
5. Remain flexible. If it isn’t working out, dissolve the relationship and find someone who will work better for you.

Mentor. This is the person who is an expert in some aspect of business. He/She has been through the trenches in starting and running a business and knows how to "guide" those who are seeking their help. This is not about "pulling" the knowledge from the client or holding their hand, it is about guiding them in a more direct path towards success, avoiding the pitfalls that have been discovered in their own businesses. A good business mentor will dramatically reduce the time between startup and incoming revenue stream while driving down operational costs that a new business owner may never even think about.

1. The time to seek a mentor is when you are really serious about business; hungry to make your business a success.
2. Referrals are always the best. Ask your friends and colleagues if they can recommend a good mentor for you.
3. Attend business networking events and begin meeting these mentors in person, read their articles and learn why they can be invaluable to you.
4. Be ready to take risks and let go of control. A mentor will move you faster and have you face challenges head on.
5. Prepare for a long term relationship. As you are building or running a business, to get the value from a mentor entails developing relationships. If you think you only need one for less than 6 months, re-evaluate why. Building business is a process and this is one that shouldn’t be short-changed.

Now that we understand the difference between business coach and mentor, Lauree Ostrofsky, CPC, Communications Consultant & Certified Coach gives us these tips to make the best individual choice:

Choose 3-5 things you want from this expert. For example, to be promoted, to switch industries, to learn a new skill, to be seen as a leader within your organization. Then, put a star next to the one you want the most. Yes, these should be in writing. That way the list can be posted as a visual reminder. Also, the act of writing makes this more of a commitment.

It's easier to determine who fits your requirements by knowing what they are. The list you start out with and the one you end up with by the time you speak to the expert can change drastically. Getting down your thoughts now helps determine what you really want to put your energy towards, so when you begin working together you both are focused on the same thing (and therefore are more successful).

Talk to at least 1 mentor and 1 coach. There are lots of gray areas between mentors and coaches. And while skill sets are important in choosing one professional over another, it really comes down to a personal connection. This is true of relationships, even sales, of any kind.

Take the number one thing that you want, and ask the mentor and coach how they would each help you get it. Pay attention to your gut reaction to what they say. Which one really understands you and your needs? Which one asks the right questions to learn more?

Even if the conversation is just about work, keep in mind that you may share private or personal information with them at some point. Who do you feel the most comfortable and are able to talk openly with?

Be prepared. For this relationship to be fruitful, your participation is mandatory. What you bring to it -- those 3-5 bullets for instance and a main goal for your time together -- will go a long way. There may be homework, things for you to consider or activities to try in between meetings. There may also be challenges to the way you think about things, especially how you see yourself. All of this is in effort to get the goal you have mutually agreed on at the start of your work together.

As you can see, it's not a cut-and-dried situation. The solution to finding the right help is defining your needs and then seeking out the proper person to provide you guidance. Expecting results from someone without the qualifications, experience or resources to get you there is a recipe for disappointment. As the professionals advise, find the right person for the job and you'll attain your goal.

Do you need the help or a business coach or a mentor to help you advance in your career?

By Gina Blitstein

In a business world that moves faster and expects more daily, you need every advantage you can get to stay sharp and effective. Keeping on top of your game may mean the difference between effectiveness and success or incompetence and failure. Learning from the experiences of a mentor is one way to hone your skills in the workplace.

There are many choices available for mentoring services, depending on your specific needs and circumstances. Some companies have embraced the importance of mentorship and have developed in-house mentoring programs for their employees. Others rely on outsourced mentoring. EQmentor is a company offering a unique approach to traditional mentoring.

What is your EQ?

According to EQmentor's web site, "Smart decision-making requires more than intellect measured by traditional IQ. EQ is the ability to sense, understand and effectively apply the power and acumen of emotions to facilitate high levels of collaboration and productivity (Cooper)."

They identify five components of EQ as:

1. Self-awareness:  The ability to recognize and understand your moods, emotions, and drives, as well as their effects on others.
2. Self-regulation: The ability to control or redirect disruptive impulses and moods and the propensity to suspend judgment to think before acting.
3. Motivation:  A passion to work for reasons that go beyond money or status and the propensity to pursue goals with energy and persistence.
4. Empathy:  The ability to understand the emotional makeup of other people and the skill to treat people according to their emotional reactions.
5. Social Skills:  Proficiency in managing relationships and building networks and the ability to find common ground and build rapport.

Taking these emotional factors into consideration, EQmentor leverages a broad scope of techniques to mentor their clients.

EQmentor makes knowledge available to its mentees from these three sources:

1. The traditional mentor relationship. Mentors continue to be a great source of experiential knowledge.
2. Peer Community. Web 2.0 technologies allow for collaborative learning from a global community breaking down traditional barriers of geography, industry, and cultures.
3. Knowledge Sources. These are professional databases as well as user-generated content that harness and house repositories of knowledge.

In actual practice, mentees are provided with a custom-matched mentor in a private and confidential virtual environment. Mentors and mentees communicate at least three times a week. In addition, mentees get access to more than 250 learning and development tools, including 24/7 access to the EQ Village, an online community for working professionals which allows them to collaborate while remaining anonymous.

Why is this approach to mentoring effective?

According to Sharon Rich, an EQ mentor, "It can be difficult for managers to get support within their organizations. They can feel reluctant to reveal insecurities or challenges due to concerns about their job security. Yet, clearly having an experienced mentor can help people to develop as managers and leaders, to be more effective, to solve problems, to manage stress, etc...all results that would clearly be of great benefit to companies." Sharon goes on to say, "As a mentor, I can provide mentees with perhaps the only safe space they have to vent and process their concerns and insecurities, as well as (again, perhaps their only) time and structure for developing their management skills." Ultimately, Sharon says, "The direction of the mentoring is generally set by the mentee, although the mentor may probe into areas that seem relevant and see if the mentee is interested in exploring these further. I can share with them alternate perspectives they may not have considered as they approach a challenging situation. I can make available a wealth of resources on many management topics through EQ Mentor."

Sharon says she became a mentor because, "I loved the EQ Mentor concept and wanted to experience it in action. I became a professional leadership and productivity coach in order to improve the way that business is done in America. I’m a big believer in the triple bottom line: profits, people and planet. This provides me with another avenue to realize that vision. I also always appreciate that I continue to grow and develop my own skills, perspectives and understandings as I support clients and mentees through unique real situations. Each person I work with enhances my perspectives and skills to assist the next person."

How are mentors recruited?

"EQ Mentor trains their mentors in a two-week program which involves studying EQmentor materials, passing a written test and then doing a live mentoring demo with a Master Mentor who provides feedback and guidance," explains Sharon. "Each mentor continues to have Master Mentor support at all times even after earning their mentor certificate. One of the requirements is that each mentor take an Emotional Intelligence assessment and provide personal background information. Matches are made based on a combination of this information."

It's All Good

Summing up their philosophy, EQmentoring's web site states, "Working professionals in management and leadership roles are the ones making critical decisions everyday. We now live in an era when there really should be no reason for making poor decisions. Technology allows you to connect 24/7 to new (1) people (2) communities and (3) knowledge sources that can help you make much better decisions than by relying solely on what you know or the resources presently available to you. These connections allow you to learn from published material or someone who has already done what you are doing – giving you valuable insight to the decision you are making. The idea of going “outside” to acquire objective insight and knowledge is here to stay and those that take advantage of it are bound to accelerate in their careers and lives."

The combination of people-centric mentoring and ultimate availability could leave no excuse for failing to get employees the mentoring they need to stay competitive.

What challenges could mentors help alleviate in your workplace?

By Gina Blitstein

On-the-job mentorship is a beneficial tool for advancement in the workplace. Mentors can help their mentees avoid pitfalls and advise them on best practices based on their experiences in business. The guidance of a good mentor can never come too soon in a career - and perhaps it's wise to have a mentor even before embarking on your career.

Mentorship programs at colleges help students cement their commitment to a career path and get some helpful guidance along the way. Merrimack College's Girard School of Business and International Commerce Mentoring Program provides just such assistance to its students. Robert Cuomo, dean of the Girard School, says that their mentoring program is "an excellent bridge between the academic and business worlds as students are given valuable direction in planning their careers.”

The ultimate goal of the program is to match every Girard School student with a mentor in their chosen field of study, says Heather L. Notaro, Public Relations Manager and Web Editor at Merrimack College. The Girard School of Business and International Commerce Mentoring Program has been matching up their business students with business professionals since 2008 and today boasts 25 student mentee/mentor pairs.

How The Program Works

"The business mentor relationship is established through matching submitted mentor resumes, and interests expressed by business students who apply," Heather relates. "Once a connection is made, both mentor and mentee learn about the program and how to foster a successful and productive relationship." Mentoring relationships can be in person, via phone, email or through other means online.

Heather goes on to explain that, "In preparation for meeting, the mentor is brought up to speed on how today’s students think and what they want out of an advisor, while the mentees learn how to remain open minded to commentary and advice, and how to dress business casual and arrive on time for meetings. The pair is even given mentoring activity ideas such as: job shadowing, touring the mentor’s office and meeting their colleagues, participation in office meeting or seminar, or even having a regular lunch on campus."

Ultimately, the logistics of the relationship are set by the mentor and mentee, says Heather. "Together, they decide on time, location, and frequency of meetings, intended goals of the relationship, and how they will measure those goals. Once they come to an agreement, the mentoring can begin."

Once the mentor and mentee discover common ground with one another, they get down brass tacks, discussing ambitions and objectives. From that foundation, concrete actions are born of the partnership, which can include preparing a resume, securing an internship and making valuable connections within the business community.

Advantages For All Concerned

Heather interviewed a mentor/mentee pair at Merrimack and asked what each partner received from the mentorship relationship. She found that each had discovered several benefits.

The mentor, Frank Firicano, president of Advertising Concepts, Inc. says:

• I've become very connected with the College and am flattered and honored to continuously participate in events where my past (and current) personal and professional experiences may be of value to the school and to the students.
• I enjoy advising the next generation of business students.
• It's a real treat to have a college student listen to me. I try not to lecture, but share my experiences. We talk as equals, not as parent to child.

The mentee, Liam Hoare, Merrimack College Finance Major says:

• Typically, I wouldn’t have been exposed to an actual business environment, so I joined the business mentoring program to get a new perspective.
• In the classroom, business seems very cut and dry. Then you talk with your mentor and realize it is much more complicated than that, you see how everything actually goes together and how it works.
• I can avoid a few future mistakes by just listening to Frank discuss actual business issues and how he approaches them.

Clearly, then, there is much value in getting the wisdom of a mentor even before you actually embark on your career. These programs help students refine their objectives and approach their career in business with some real world advice and the benefit of experienced wisdom. Fortunately mentorship programs like this are available to students to make available this practical viewpoint of their intended career path.

What could early mentorship have taught you about your career?

By Gina Blitstein

There is much to be said for the value of experience. Learning from those who have walked the road you're traveling can markedly ease your journey. In fact, writer W. Somerset Maugham in his novel, The Razor's Edge, wrote, "You learn more quickly under the guidance of experienced teachers. You waste a lot of time going down blind alleys if you have no one to lead you."

The same holds true in relation to business. The experiences of someone who has 'survived in the trenches' can provide valuable insight to those either seeking to start a business or grow an existing one. Wouldn't it be helpful if you had a map so you could avoid the potential perils and dead ends lurking down those blind alleys? That's where Service Corps Of Retired Executives, (SCORE) comes to the rescue. The SCORE program is a resource partner of the U.S. Small Business Administration and bills itself as "Counselors to America's Small Business." As its name implies, SCORE matches up retired and experienced businesspeople and executives with those in need of small business advice. As far as statistics on SCORE's volunteer base, 60% are still in actively working in business while 40% are retired. Men make up 80% while women account for 20%.

SCORE is a nonprofit organization with 300 offices nationwide. Their volunteer counselors provide such services as advising on small business loans, assistance in drafting a business plan and generating a marketing strategy - at no cost. They offer free management consulting as well, focusing on the following areas:

1. Conducting a business assessment to identify your company’s challenges
2. Developing tailored solutions to address those challenges
3. Preparing an integrated action plan as the roadmap to success
4. Providing hands-on support to implement the roadmap
5. Building a partnership to ensure your continuing success

SCORE also provides low cost workshops on topics pertinent to new and growing businesses. They even provide the opportunity to receive business advice via email. Whatever the need, SCORE can provide experienced insights that might well lead to increased business success.

Upon contacting a SCORE office, a client is matched with the most well-suited counselor available who will meet with the client to assess and discuss the needs of the business. Many times this relationship becomes long-standing and turns into a mentoring situation. Mentoring relationships forged through SCORE can last for years. SCORE retains a 46% follow-up relationship with its clients.

Recently I spoke with one of SCORE's 11,000 volunteers, Jack Donohue, who is active in SCORE Chicago. Jack was retired from a 40 year career in advertising when SCORE recruited him to volunteer his business acumen 6 years ago. In order to become a SCORE counselor, he underwent training with an existing volunteer. Jack enjoys his role as advisor/counselor/mentor which includes the opportunity to implement the motto of, "Been there, done it," to the advantage of others. Jack believes he makes an effective counselor to the clients with whom he is matched because of his ability to listen intuitively, remain realistic and provide honest and upfront feedback. He says that while 90% of the people with whom he meets prove not qualified to start a business, it's better they hear it from him at the outset than to suffer a failed business down the line. Knowing the pitfalls is vital for a new business - especially in the early stages of the process. Counselors like Jack can explain and hopefully circumvent them early in the game before time and resources are wasted or lost.

As a counselor, Jack has incurred the benefit of keeping actively in touch with changes in business throughout his retirement. He says he would recommend the experience of being a SCORE volunteer to others, finding it exhilarating to be involved in the development of businesses from the ground up.

SCORE takes pride in their clients' success. According to the SCOREChicago.org web site, SCORE claims, "We measure our success by your increased profitability!" While SCORE has a $5 million annual budget, it is obvious that its most valuable asset is the experience of its volunteers who share their wealth of knowledge and wisdom. Their experience just may be the key to your business success.

Could your business endeavors benefit from the experienced counselors at SCORE?

by Gina Blitstein

Christie Batterman Jordan is a seasoned and experienced CEO, entrepreneur and mentor to younger leaders and entrepreneurs in their workplaces. Describing herself, Christie says, "I am 61 years old. I'm a classic boomer who went to UC Berkeley in the 1960's, was an earlier staffer on Rolling Stone, did the Summer of Love (boy was it fun!) then founded a company that grew to be a multi-national. On top of that, as a working mom, I have raised five children and step-children." Has this dynamic person had her season in the sun? Is it time for her to hang up her tye-dye and sit in a rocking chair for the rest of her days? To the contrary - This is a lady who has a colorful lifetime of experiences to share with the younger generation. As Christie says, "Age is not a matter of scorn, as it was for my generation: (Never trust anyone over 30.) And, yes, I did know Jerry Rubin and Abby Hoffman."

It turns out that those of the "baby boomer" generation make ideal mentors for up-and-coming millennials in the current workplace. Boomers have experience, wisdom and know-how to impart to their younger counterparts - if only it is given and accepted in the right spirit. The key lies in recognizing this value and using it to complement - not challenge - the junior workers' energy and fresh approach.

Brock Whitfield of Catch Your Limit Consulting says that it’s a popular misconception that there is some kind of unspoken rift between millennials and baby boomers, while in point of fact, this couldn’t be farther from the truth. Millennials are very open to guidance, and are eager to learn from the mistakes and successes of their superiors. Boomers are usually more than happy to share these experiences, and can benefit from the eagerness and vitality of the new employee.

Overall, Brock reports, boomers make effective mentors because:

• They like to share their knowledge with others, so their role as a mentor is a natural one.
• Most boomers have millennial-aged children, so they are naturally comfortable with the boomer/Gen Y relationship.
• They have many of the same values as Gen Y being big time optimists and sharing a deep concern for social causes and making a difference in the world.

Though boomers and millennials have more in common than would be expected, it’s important that both the mentor and the new employee have an understanding and appreciation of their generational differences. An informational session about generations can help millennials and boomers understand each others’ values and head off future misunderstandings. A good understanding of generations is essential in a diverse workplace, and should be integrated into the company’s culture. It serves as a foundation for dealing with difficult situations down the road. If a person believes they are experiencing a generational difference rather than simply an unexplained conflict it can help when attempting to move forward beyond those differences.

Generational differences can still sometimes cause conflict, however, Brock explains. Boomers are very career focused. This tends to conflict with Gen Y’s work/life balance values. Gen Y believes that work is one of the many things they must do in the day, whereas Boomers see it as the center of their universe. After all, it was the Boomers who invented the 60 hour work week. This value difference may cause some potential conflict if Boomers see Gen Y’s attitude as lazy. Boomers should understand that Gen Y values time with friends and family as much as a great career. They have seen their boomer parents overwork themselves and don’t want to go down the same path.

There is much potential benefit from a mentoring relationship, so long as it is built on a foundation of mutual respect and understanding. The mentor process shouldn’t be looked at as one-sided; there is much to be gained through the process of reverse-mentoring. Millennials can be a great resource to boomers for newer technologies like social media and networking sites, and can offer fresh perspectives to existing projects.

Brock proudly says, "When I started at Catch Your Limit, I was given a mentor to help me get accommodated to my responsibilities, and I don’t know how I would’ve made it to where I am today without him. There’s a lot to be gained by the mentor/apprentice relationship, and if it’s instituted correctly, can be a great asset to your company."

Are the different generations in your business helping or hindering one another?

by Gina Blitstein

Employees of a "certain age" may begin to fear for their job security. After all, younger, highly educated employees are churned out of universities every day. These younger employees are often willing to work for less money and bring fresh perspectives and high energy to the workplace. Even with decades of experience and dedication under their belts, employees of the "baby boomer" generation may be thinking they will soon be put out to pasture, in preference for their younger counterparts in the workplace.

Do seasoned employees have anything to offer to the workforce of today? The answer is a resounding "Yes!" - as mentors for these younger professionals.

How can the boomers' experience benefit an organization? According to Brock Whitfield of Catch Your Limit Consulting, where the mentoring process has been a part of their corporate culture since the company began ten years ago, boomers are an invaluable resource for the success of a business. Brock explains, "We felt it would help us create strong connections between individuals and help bring together a diverse team. Additionally we felt it would allow the wisdom and experience of those who had been in the workplace longer to be a resource for those who were new to the industry and the workplace. Our plan was to hire young individuals and by creating mentors we allowed them access to the wisdom of those more experienced; the advantage being that hiring young employees brought great energy into our culture without sacrificing some of the necessary wisdom and people skills."

What values and ethics do boomers bring to the relationship that makes them well-suited as mentors? Brock says, "Baby boomers are optimistic, team-oriented thinkers, so if they see a new employee begin to struggle, they’re quick to help them get back on the right track in order to get the team working at full capacity. Their optimism is a great motivator, and rubs off on the new employee, which in turn raises company morale."

Brock suggests three strategies for facilitating the boomer/millennial mentoring relationship:

1. It’s important that both parties stay patient and flexible when dealing with each other.
2. Boomers expect a certain level of respect so millennials should remember that even though they may have a close relationships with their mentor, they should always treat them as a superior.
3. Millennials are known to be very eager to share ideas, so it’s important that the mentor be open-minded and patient, and not stifle the new employees’ creativity.

Pairing newer employees with experienced professionals, particularly boomers, is an extremely conducive way to get a new team member acclimated. Other than acclimation to a new company, what other benefits over the long term does mentoring provide? Brock responds, "Mentoring develops strong relationships within a company, which aids in employee retention. By giving employees strong connections within the organization, employees are less likely to jump ship. It also serves as a valuable cross-training tool, as the mentor can teach the new employee other skills not specific to his job title."

It comes down to recognizing the great merit in experience and wisdom. Awareness of these as valuable, teachable attributes goes a long way toward creating a well-balanced, inclusive work environment. Implementing the right mix of employees and utilizing what each individual has to offer makes for a stronger and more cohesive team.

How can the baby boomer generation benefit your business and employees?

By Gina Blitstein

Mentorship can have many faces. There are formal mentorships where you either seek a mentor or a mentor seeks you through a program specifically designed to match up beneficial relationships. Then there are more casual mentorships which develop naturally and spontaneously which are of different - yet equal - benefit to their participants.

Here is the story of one such casual - yet meaningful - mentorship between two dynamos, Selena Cuffe and Lillian Lambert.

Lillian Lambert is Harvard Business School's first black woman graduate. In the course of her career, Lillian built her Centennial One, Inc. into a $20 million empire. Selena Cuffe is President and CEO of Heritage Link Brands, the first company to import and distribute black-produced African wines and holds an MBA from Harvard Business School herself.

These two businesswomen met three years ago at a Harvard Business School conference. It was there that the two successful women struck up a relationship based upon the commonalities of family and career. Soon they developed a casual mentor/protege relationship revolving around their mutual experiences managing the roles of business owner and mother.

Through her interaction with Lillian, Selena says she has learned these lessons which are proving vital to her success by keeping her focused in her career and life:

• Make family as much a priority as business. Lillian says from experience you can have success in both so long as one doesn't overshadow the other.
  
• Reach out for help and guidance. No one can do everything alone. Get the help you need to succeed.
  
• Always remain down to Earth, no matter the scope of your success. Remember everyone is human - even you!

Lillian taught Selena these lessons by her graceful example, giving generously of her time and experience. She provides a sounding board for Selena's ideas and advice for her problems. Her insights are credible to Selena because she has been there, working a business and raising a family...and doing it with great aplomb! Lillian has inspired Selena with the trail she blazed over 35 years ago. Thanks to the path she and many courageous others paved, Selena is thankful for a reasonably smooth road to success, free of racial or sexist discrimination.

In Selena's opinion, a mentoring relationship is unique in that, as opposed to more formal learning situations, she feels free to be completely honest with even her deepest feelings. Due to the depth of intimacy and trust which develops, it is easier to expose vulnerabilities that in other situations may be interpreted as weaknesses. That intimacy goes both ways so don't underestimate the importance of the protege to the mentor. Lillian has written her memoir in a book due out in January, 2010, and to Selena's complete surprise, not only asked for her opinion on its readability, but mentions her protege with pride within its pages.

What should you look for in a mentor? Selena says to keep your mind and heart open for those with whom you share a kinship and common ground. This will facilitate that fluid communication which will set a strong foundation for learning and growth. Selena says she will always cherish and be inspired by Lillian's continued mentorship. It is important to always be on the lookout for those who can provide you with their valuable insights and benefit of their experience.

Selena "pays it forward" too, by being a mentor herself. From the vantage point of having benefited from a mentoring relationship herself, she knows how important it is to a protege's success. Continuously learning from her mentor and teaching her proteges, Selena has the advantage of knowing the whole gamut of the mentoring experience.

Mentorship is a valuable asset to a professional's career and overall success. Sometimes being a success is learning how to make all the aspects of your life work in conjunction with each other. Who better to teach that lesson than one who has done it herself!

by Gina Blitstein

As larger businesses downsize during times of economic uncertainty and recession, many Americans turn to entrepreneurship to make a living, launching new enterprises and creating jobs. It's a daunting undertaking even when the resources you need to get your business up and running are available to you.

Unfortunately, not all emerging entrepreneurs - especially women, minorities, and those in rural and lower-income communities - have equal access to the business development services, expertise, and connections they need in order to grow a successful business. This disadvantage is being addressed by a program called MicroMentor.

MicroMentor is a free online service that connects small business owners with business mentors. It operates under the auspices of Mercy Corps, a global organization dedicated to helping people build secure, productive and just communities the world over.

The MicroMentor program grew out of a major study conducted by the FIELD program at the Aspen Institute, the preeminent research organization for microenterprise development in the U.S. This study found that one-on-one mentoring assistance was unavailabe for lower-income entrepreneurs trying to grow their businesses beyond the start-up phase and avoid business failure. MicroMentor provides a national network of business mentors to businesses that otherwise could not afford this effective yet costly benefit to their business development strategy.

The program helps entrepreneurs overcome the major business growth challenges of isolation, knowledge gaps, and lack of access to industry insiders and entrepreneur networks by:

• Providing Business Mentoring & Advising. Utilizing a web application and an automated matching system, MicroMentor rapidly and efficiently connects thousands of entrepreneurs with experienced business mentors and peer advisers, delivering high-impact business development services at a very low cost per client.
  
• Engaging Skilled Business Volunteers. MicroMentor puts experience to work by providing business professionals and corporate employees with convenient and meaningful opportunities to volunteer their professional skills and have a direct, positive impact on entrepreneurs. Volunteers are matched with the entrepreneurs with whom their skills will prove most useful.
  
• Building the Capacity of Local Business Development Programs. MicroMentor helps local microenterprise and small business development programs to efficiently provide mentoring and advising to their clients and to work more effectively with volunteers, enabling them to expand their services and decrease their costs.

MicroMentor is available to all entrepreneurs, including those who haven’t yet embarked upon their business venture, however, if you are a ground-floor entrepreneur, you should still have a clear idea of the business you want to create and a specific goal for your mentoring relationship such as creating a business plan. Additionally, the program provides anyone interested in expanding their existing business. In either case, the process of getting started in the MicroMentor program is the same three-step process:

1. An entrepreneur signs up and describes their business and their challenges;
   
2. Mentors use the search tools to find targeted prospective matches and send an offer to help; and
   
3. The entrepreneur accepts their best-fit offer and the match begin.

MicroMentor currently matches over 1,350 entrepreneurs with 1,000 mentors nationally, with participants in 48 states.

How effective is this program?

MicroMentor reports their clients experience increases in annual business sales of $15,500, or 63% and increases in annual household income of $20,000, or 50%. Most impressive is the 74% business survival rate. These statistics suggest that mentoring can benefit businesses of all sizes.

Encouraging the development of small and growing businesses is a key component of economic development and job generation, from the local community to the world at large. Whether you take advantage of the opportunities this program provides to grow your business or to give of your experience as a volunteer mentor, MicroMentor is a boon for both the disadvantaged entrepreneur and the economic system as a whole.

by guest blogger Gina Blitstein

A mentoring relationship can prove a powerful tool to define and achieve your goals. The guidance and support a mentor provides is invaluable to keeping you motivated and on track. But does mentoring necessarily need to be a formal relationship? Consider finding “alternative” mentoring opportunities.

As defined in The Merriam-Webster WWWebster Dictionary, a mentor is "a trusted counselor or guide." Taking into account the broadness of that definition, you can undoubtedly find mentors anywhere and everywhere. Here are some suggestions for finding the guidance you would receive from a formal mentoring relationship in the “real world.”

1. Consider your friends and family. Right under your nose there are people who live and have lived successful lives and with whom you already share a unique bond of trust. Even if their field of expertise differs from yours, there is much to be learned by examining your father’s business philosophy or your aunt’s drive to achieve. Most likely they will be honored that you asked and therefore will be particularly forthcoming.

2. “Everyday People” can teach a lot. If only you open your eyes and mind, you’ll discover that you encounter people everyday whose characteristics can inspire you to greater success. They are not necessarily those who are doing what you want to do yet you can appreciate those qualities they employ that make them successful. Even if it is the people skills of a helpful receptionist or the efficiency of your favorite waitress, the skills that make those interactions pleasant can be utilized in any career. Success is success and the building blocks are the same. Only the specifics vary from field to field.

3. Social Networking Sites. Twitter and LinkedIn can be more than leisure time-sappers and productivity hogs. You can find and network with others whose accomplishments can inspire you professionally. These sites are great resources for discovering others in your current field or the field you are considering. Even a casual relationship with like-minded professionals can provide some honest guidance from a supportive community.

Think about a teacher or coach from your past who inspired you to excel. What methods were employed to bring out the best in you? In urging you to succeed, he or she undoubtedly modeled the desired behavior for you. This technique led you to feel admiration for him or her as a mentor and ultimately inspired your thoughts and actions.

It really comes down to examining and interpreting the interactions we have with everyone we encounter throughout the day. This analytical approach can help you see the myriad of possibilities for guidance all around you. All you need do is accept them for what they are.

Of course this method of “self mentorship” is no substitution for an actual mentor relationship. It is an adjunct to an overall mindset of personal and professional growth. In future articles on this subject, I will delve into some particular non-traditional mentoring relationships in detail.

Where do you find your inspiration?

How far can a strong mentoring relationship take you? How about the White House? A recent New York Times article takes a look at the relationship Barack and Michelle Obama share with their longtime mentor, Chicago real estate executive Valerie Jarrett.

Jarrett has been offering the Obamas support and guidance for nearly twenty years, and is moving with them to Washington, D.C., where she will serve as an advisor to the new president.

What does Jarrett bring to her mentoring relationship with the new First Family?

• Experience. Although she’d never been involved in a national campaign before Barack Obama’s run for president, Jarrett is an urban affairs and planning expert who worked for Chicago Mayor Richard M. Daley, so she knows the ins and outs of government. Your mentor doesn’t necessarily have to be an expert in your line of business, but she should be an experienced entrepreneur who understands the challenges of starting and growing a small company.

• Commitment to the cause. According to a congressman interviewed by the New York Times, Jarrett is “all about Barack and Michelle” and makes their message a priority. While your mentor won’t necessarily be “all about” you (she does, after all, have her own business to run), she should be someone who cares about your success. A good mentor realizes that her mentees’ successes are positive reflections on her own guidance.

• Connections. Jarrett was able to introduce the young Obamas to her own extensive network of contacts in Chicago and beyond, which helped them gain a foothold in the civic scene. While it’s most important that your mentor be able to offer you sound advice, there’s also the possibility that she may be able to help you make important connections with potential clients, partners and investors.

• Trust. Jarrett has an “almost maternal” relationship with the Obamas, and Michelle Obama says, “Like a mom, like a big sister, I trust her implicitly.” While you may not need another mother, it is important that your mentor be someone you can trust.

• A dose of reality. The Rev. Al Sharpton called Jarrett “Miss Reality herself” and credited her with working to keep expectations realistic. Michelle Obama says Jarrett is “never afraid to tell you the truth.” Make sure your mentor knows that you want to hear the truth, even if it’s going to be hard to hear.

You may not be interested in the White House. But as you look for a mentor who can help you take your business venture to the next level, it’s a good idea to consider some of the qualities Jarrett brings to her mentoring relationship with the new First Family.

Who is YOUR mentor and what do they bring to your mentoring relationship?

Having a mentor can truly help you and your business, but what is the role of the mentee? What are you supposed to do? Not do?

Jill Marcus, owner of Charlotte, North Carolina catering company Something Classic, gives these tips for being a great mentee:

1. Keep it easy; natural; organic if you can. Know your limits - don't pull too much. Push every once in a while.

2. Promote your mentor. Network. Promote. Endorse your mentor to others in your circle.

3. Utilize Technology. Email. Email. Email. It allows your mentor to mentor you on their own schedule and in their free time.

4. Know your Mentor. Learn your mentors business model(s). Get to know them personally. Find out what they like to listen to, what books they like to read, movies they enjoy, family details etc. (but only if they're willing to divulge. This helps you respond to them and also thank them in ways that are important to them.

5. Keep confidentiality. Never disclose to others your discussions.

6. Make time. Find opportunities to make time for your mentor.

Do you agree with Jill's tips? What other qualities or actions do you think help make a great mentee?