I start with the premise that the function of leadership is to produce more leaders, not more followers. Ralph Nader

Are you in the early stage of your career? Do you want to rise in your corporate endeavors? A key to moving up the corporate ladder is to seek out a mentor. Having a mentor can be a true discriminator. You would be surprised how little mentoring there is in corporations. Most executives don't mentor. But if you just ask, they will be willing to do so.

According to the Bureau of Land Management:

Mentoring is a dynamic, evolving partnership with people who invest time, know-how, and effort into enhancing another's growth, knowledge, or skills. Mentoring responds to critical needs in an individual's life, preparing that person for greater satisfaction, productivity, or achievement in the future. Mentoring is not about being sponsored for a promotion; it is one of many tools available to aid in employee development.

More specifically, mentoring at BLM is a voluntary program where self-directed people can work together to meet developmental needs. Mentor/Mentoree partnerships are established on a one-to-one basis. The partnership is a constantly evolving, growing process with both members providing insights and feedback

Mentors provide a wealth of experience and mentorees can improve their development by taking advantage of this knowledge. The level of involvement and interaction is up to each mentor/mentoree.

Mentors are to provide support and advice. Mentors are not personal trainers or coaches or your next step for promotion to a new position.

The following are among the mentor's roles and responsibilities:

• Teaches the mentoree about a specific issue


• Coaches the mentoree on a particular skill


• Facilitates the mentoree's growth by sharing resources and networks


• Challenges the mentoree to move beyond his or her comfort zone


• Creates a safe learning environment for taking risk


• Focuses on the mentoree's total development

Mentorees are actively seeking to broaden understanding about the profession, work environment, as well as seek to improve mentoree skills, talents, abilities, and commitment.

The following are mentoree's roles and responsibilities:

• Establish specific goals and objectives for the mentoring relationship


• Actively seek to broaden understanding about the profession, work environment, as well as seek to improve mentoree skills, talents, abilities, initiative and commitment


• Understand potential areas of growth, clarify and negotiate needs and expectations, be enthusiastic and take action


• Use mentor as both a resource for knowledge and a sounding board for ideas and issues


• Be open and honest about concerns regarding the profession and work environment and be willing to listen and learn by receiving constructive criticism and feedback