Why Being Told To “Get A Mentor” Is Such Bad Advice For Inclusion

One of the most persistent, most misleading pieces of career advice that you will ever hear is “get a mentor.” 

Find out why, in the 21st Century, what we need to think about are developmental networks

Here are some key messages from this episode

  • Why being told to “get a mentor” can be ineffective
  • The reason you urgently need to understand Developmental networks
  • The opportunity you have to manage your own career and much much more

Play the episode for more.

Here are some key takeaways from this episode:

The Reasons Why “Get a Mentor” Is Bad Advice For Most People

“Generic advice like turn up on time or dress appropriately are useful for pretty much everyone. “get a mentor” is not”

Developmental Networks: What They Are And Why You Should Care

“Your Developmental network is made up of the people who take an active interest in your career and take action in helping you. An active interest and action”

Developmental Networks are Flexible

“The best developmental network is the one that best suits your needs. There is no one size that fits all. This means that you can get different types of support from different people”

Here are some resources so you can go deeper

“Bicultural Experience in the Legal Profession: A Developmental Network” by Jonathan Ashong-Lamptey

Check out these related episodes of the show.

The 3 Reasons Why Diversity & Inclusion Initiatives Are Elitist That No One Wants To Acknowledge

The Principles That Govern Our Approach to Diversity & Inclusion

Whenever you’re ready, there are a few ways I can support your Inclusion Journey:

The Elements of Inclusion #4

Leaders must collaborate innovatively to leverage cultural expertise and drive business performance.

  • Why inclusive outcomes are driven by innovation
  • How developing a business case for diversity and inclusion specific to your organisation is a competitive advantage
  • Why novelty is at the heart of your inclusion journey

The Elements of Inclusion #3

Leaders must establish systems to ensure that everyone shares the same advantages and benefits. These processes will create incentives for inclusive behaviours.

  • How to augment your team with the tools and insights they need to prevent structural disadvantage
  • Why reinforcing generative norms ensures everyone belongs in the organisation
  • How inclusive representations can be embedded to promote an inclusive culture

The Elements of Inclusion #2

Leaders must redefine career development relationships to support inclusive performance.
  • Why traditional mentor relationships must be revised for an inclusive workplace
  • How leaders must embrace networks of developmental relationships for individual growth
  • Why established workplace norms must evolve for inclusion in the modern workplace

The Elements of Inclusion #1

Leaders must properly socialise people and socialise inclusive ideas by providing an environment for the cultural learning needed for an active role in an inclusive organisation

  • How your socialisation processes must evolve to encourage the sustainable cultivation of inclusive competencies
  • Why Leaders must consistently negotiate the line between organisational commitment and personal authenticity to promote performance
  • How developing intersectional self awareness can help leaders to leverage individual employee experiences