Why More Women Don’t Lead and Innovate - Transforming Your STEM Career Through Leadership and Innovation - page 54

plans of graduate school. Although Dr. Adams lived more than 1,000 miles from
my university, his willingness to encourage me was the exact mentoring role model
that I needed. That very moment he became one of the most influential people in
my life and totally changed the course of my future [22] .
I've had other priceless mentors including Dr Adedeji Badiru (graduate
school), Dr Debra Reinhart (faculty career mentor), Ms Beverly Seay (busi-
ness career mentor), and Ms Gail Evans (writing). Some of these mentors spent
countless hours with me while others I spoke with intermittently over a period of
years. Despite this, the impact they have had has been immeasurable. These rela-
tionships made such a difference in my life that they've encouraged me to be a
mentor. Mentoring has become one of the most rewarding aspects of my career.
Many people have not had the benefit of a formal or informal mentor in the
professional environment. Do you NEED a mentor? The answer to this ques-
tion is overwhelmingly, yes. Many have succeeded without them, but in today's
innovation culture an advisor, mentor, or coach is an indispensable resource.
To begin the process of understanding your mentoring needs, make a list of the
mentors that you could benefit from in your life: from a personal and profes-
sional perspective. Also, don't limit yourself to those in your city, region, or
even country. For professional, include both internal members of your orga-
nization as well as external. Your regional list can include local, national, and
international mentors. Again, start by creating a Personal Mentor List and Pro-
fessional Mentor List. List the areas of guidance that you're seeking support in
(i.e., career advancement, education, writing, etc.) Put at least three names on
the page for each category. Plan to send an introductory note to the individual
and, based on their level of accessibility, request a conversation or meeting to
discuss their willingness to mentor you. Table 3.5 is an excellent resource for
further understanding mentoring.
Professional and personal development through mentoring is an ongoing
process, thus this table should be an evolving document and updated at least
annually. The mentors that you need in year 3 of your career may not be the
same mentors you need in year 10. It is important to recognize what our career

TABLE 3.5 Mentoring Focus Areas

External /
Internal

Primary
Growth Needs Priority Deadline

Technical skills

Communication skills

Understanding
organizational culture