Imagine having someone who’s been there, done that and can help you do it even better. That’s a mentor!

Having a mentor in the workplace can be a game-changer. Navigating a successful career often requires more than just skills and determination — it takes guidance and support. A workplace mentor can be a powerful ally, offering insights, advice and encouragement as you tackle challenges and pursue your professional goals.

“There’s not a lot of resources in our education system that say, here’s how you manage your career, here’s how you ask for a raise, here’s how you do all of these things. You don’t go through a program called Career Management 101 in college, for example. So a lot of people are thrust into the professional world making things up as they go,” said Jessica Aebi, executive career coach at J.Aebi Coaching. “It’s important to have a mentor because there are people who have walked down a path that you are just about to embark on.”

However, finding the right mentor and building a meaningful relationship with that mentor doesn’t happen by chance. It requires self-reflection, intentionality and effort. In this guide, we’ll explore practical steps and hear from career-coaching experts to help you identify potential mentors, establish a connection and cultivate a mentorship that fosters growth, learning and mutual respect.

1. Define Your Goals and Needs

Before seeking a mentor, take some time to reflect on your career aspirations and the areas where you’d like guidance. Are you looking for technical expertise, leadership advice or help with networking? Clearly defining your goals will help you identify the right person to mentor you.

Identify colleagues or managers who excel in areas you’re aiming to grow. These people could be right in your department or elsewhere in the organization. Pay attention to their work ethic, communication style and problem-solving skills. The best mentors are those whose qualities you admire and want to emulate.

Cara Heilmann, president at International Association of Career Coaches and executive coach at Ready Reset Go, recommends searching for someone three to five years ahead of you.

“A lot of people think, ‘Oh, I’m gonna go reach out to this C-suite person,’” Heilmann said. “A manager or director won’t have 15 people reaching out to them to become a mentee.”

2. Leverage Potential Workplace Programs

Many organizations have already created formal programs to help employees grow. These structured initiatives are a great starting point for finding a mentor, especially if you’re unsure where to begin. Formal mentorship programs are typically designed to match employees with experienced colleagues based on shared goals, professional interests or areas of expertise. These programs often provide a clear framework and expectations for the mentorship relationship. You’ll often find scheduled check-ins, goal-setting guidelines and resources to help both mentors and mentees thrive. Additionally, these programs can expose you to mentors you might not have interacted with otherwise, expanding your network and offering fresh perspectives.

To take advantage of these opportunities, reach out to your HR department, professional development team or employee resource groups to see if your organization offers a mentorship program. If it does, sign up! Be ready to share your career aspirations and areas where you’d like guidance to help the program pair you with the best fit.

“I love when organizations have something that’s just automatically there,” Aebi said. “But at the end of the day, I would say take it upon yourself as a professional to decide what it is that you need, because you are the entrepreneur of your own career. You are the CEO of your own career. It is up to you to manage your own career, more than it is up to the company that you work for to do it for you.”

Deciding whether to inform your manager about your interest in finding a mentor is an important consideration that depends on your workplace culture, your relationship with your manager and your long-term career goals. In many cases, having this conversation can be beneficial, as a supportive manager may help connect you with the right mentor, either within the company or through their professional network. Expressing your interest in mentorship also demonstrates initiative and a commitment to growth, which leadership can view as a plus.

However, there are also potential downsides. Some managers might misinterpret your interest as a lack of confidence in their guidance or support. In competitive environments, they may even see it as a threat, worrying that you’re looking for outside guidance because you plan to leave the team or seek advancement elsewhere. Furthermore, if your manager takes control of the mentorship search, they might steer you toward people they prefer, rather than allowing you the freedom to find a mentor best suited to your unique aspirations. This could limit your options. Ultimately, the decision should be based on what best serves your personal and professional development while being mindful of workplace dynamics.

3. Build Relationships Naturally, But Work for It

If your organization does not have a mentorship program or you’d like to find a mentor outside of the program, you can build a mentorship relationship naturally. Aebi noted sometimes employees can’t find mentors inside their company, because the person’s relationship to their work is challenging, or they feel like their company doesn’t have their back.

Not all mentorships need to be formal. Some of the most valuable guidance can come from informal conversations and on-the-job interactions. Be open to learning from colleagues at all levels and in different capacities.

“Do one thing that you suck at,” Heilmann said. “Maybe your goal is to become a better public speaker. You find someone with amazing chatter, is super extroverted and has awesome presentations. Whatever you think you’re horrible at and they’re good at, reach out to that person.”

When Keith Joeris, executive career coach at Professional-ATS-Resume, was new in his career, he often found mentors through commonalities, whether if through a shared interest in college football or CrossFit, a shared experience with fighting cancer or a shared Irish background.

“The beauty of the mentor-type relationship is having a connection beyond just work that helps,” Joeris said. “If you can enjoy the time with them, you’ll get a lot out of it.”

A good place to start may be LinkedIn or other professional networking platforms. By identifying leaders in your industry and engaging with their content, you can begin to build connections naturally. Sending a thoughtful message expressing admiration for their work and asking for advice can open doors to deeper conversations. Additionally, joining industry-specific groups such as the ARC Category Management Association and participating in networking events such as our Mix & Mingles and our annual conference (this year’s is in less than two weeks in San Antonio, Texas!) helps establish your presence and allows you to connect with potential mentors in an organic way. Engaging with speakers and panelists by asking thoughtful questions and following up afterward can leave a lasting impression. Similarly, joining professional associations and communities can connect you with potential experts who may be open to mentorship.

Experienced colleagues or supervisors within your workplace can provide invaluable guidance, especially if they have walked a similar path. Tapping into your existing network can also be a great way to find a mentor. Family members, friends or alumni from your school may have connections in your field who would be willing to share their knowledge. Attending alumni events or networking meetups provides a chance to interact with professionals who are often eager to help those following in their footsteps.

Heilmann warns not to tell people right away that you want them to mentor. As she puts it:

“It’s like kissing on a first date. It’s weird,” she said. “Invite them to coffee. Just get to know them. And if you like them and are like, ‘Hey, would you be open to get coffee again maybe in a couple months?’ If the chemistry is there, then you do your pitch.”

Heilmann calls the times mentors and mentees sit down together “moments of magic.” What makes them more magical for the mentee is preparation. Do research on your mentor and their career beforehand. Prepare a well-thought-out pitch if you’re asking someone to mentor you and maybe practice giving it to someone else. Anticipate their potential objections and plan how to address them.

4. Be Clear About Your Expectations

Once you’ve identified someone you’d like to mentor you, don’t hesitate to make the first move. Schedule a one-on-one meeting to express your interest in learning from him or her. Be specific about why you admire their work and how you believe their guidance could help you grow. Discuss what you’re looking for in a mentorship. Whether it’s monthly check-ins, advice on specific projects or long-term career guidance, being upfront about your needs will help set the foundation for a productive relationship. Be ready to be flexible, as you’re following your mentor’s schedule.

Demonstrate your commitment by following through on their advice and being respectful of their time. Express gratitude for their guidance and let them know how their support has positively impacted your career.

“When you’re a mentee, acknowledging the other person is key,” Joeris said.

5. Be Willing to Learn and Grow

Approach the mentorship with a growth mindset. Be open to constructive criticism and willing to step out of your comfort zone. Remember, a good mentor will challenge you to reach your full potential. As your career evolves, your mentoring needs may change. Periodically evaluate the relationship to ensure it continues to align with your goals. It’s OK to seek new mentors as you progress in your career.

Heilmann emphasized a mentorship relationship can morph: “You end up being colleagues after a while. There is no hierarchy after a while, and you end up helping one another out in your careers. Sometimes they end up working for you, because you get promoted.”

Approaching mentorship with the mindset of not only gaining wisdom, but also contributing — whether by offering fresh perspectives, assisting with projects or supporting the mentor’s goals — creates a dynamic and fulfilling partnership. Even if you can’t offer much now, being intentional about finding ways to help in the future fosters a lasting connection and demonstrates genuine gratitude. The strongest mentoring relationships aren’t just transactional; they are transformational.

“Give yourself honest feedback, either as a mentor or a mentee, of: Is this a transactional relationship or is this a real one?” Joeris said.

Heilmann also emphasized that if you want a mentor, mentor someone else. Mentoring someone else can teach you exactly how you want to be taught.

Cultivating a mentorship relationship is a rewarding and transformative experience that can significantly impact your career. A mentor provides guidance, insight and support, helping you navigate challenges and achieve your goals. By defining your aspirations, building authentic connections, leveraging workplace programs and approaching the relationship with preparation and intentionality, you can maximize the value of these magical moments. Remember that mentorship is a two-way street and as you grow, you may find opportunities to mentor others, creating a cycle of learning and mutual support. With dedication and effort, mentorship can evolve into a lasting partnership that enhances both your professional journey and that of your mentor.