mentorship matches based on qualities that go well beyond geography , specific roles , or areas of expertise .
“ Our work ethic is similar and we ’ re both working mothers , constantly balancing ,” Heron says , describing her connection to Pereira . “ We were able to support , reassure , and share with each other .”
For SurveyMonkey ’ s Chavez , virtual mentorship meant being matched with someone she had something in common with beyond the responsibilities of her role .
“ I ’ m a very introverted person , and he told me about his own experiences struggling with public speaking ,” she says . “ He also connected me to resources and other people I could talk to . It helped to learn what helped him .”
PHOTOGRAPH COURTESY OF DEE POKU SPALDING
Mentorship relationships can also be particularly beneficial for women who work remotely or in a hybrid environment . In a
FlexJobs survey , 68 % of women said they preferred to work remotely , compared to 57 % of men . But working remotely can make career growth difficult , says Dee Poku Spalding , founder and CEO of
The WIE Suite , a private membership community for women leaders and creators .
“ One of the ways you get ahead is by being noticed , being seen , and building relationships ,” she says . “ If you ’ re sitting at home on the computer , you don ’ t get the chance to shine .”
By mid-2021 , nearly
two million women had left the US workforce during the pandemic , and those who now want to return are finding a different world than the one they left , with teams that have adapted to new processes and ways of working . The WIE Suite launched the
2 Million Mentor Minutes campaign in 2021 to address this crisis , inviting men and women to donate at least 60 minutes to mentor women who recently lost their jobs or were trying to return to work .
Remote work opens new possibilities for mentorship In the past , mentoring relationships would often spring from casual conversations or from experienced colleagues modeling behavior in meetings or on projects . But in the current reality , when about
40 % of private-sector companies offer employees remote or hybrid options , organic opportunities for on-the-job mentoring can be fewer and farther between .
That makes formal mentorship and sponsorship programs more important than ever . In sponsorship programs like HP ’ s Catalyst initiative , a sponsor not only guides and advises as a mentor does , but also actively advocates and helps open up new opportunities for the sponsee . A survey from the virtual mentorship platform
MentorcliQ found that 84 % of Fortune 500 companies have formal mentoring programs , and employees involved in mentoring programs have a 50 % higher retention rate than those who aren ’ t .
Virtual mentoring relationships make these important connections possible from a distance and open up new opportunities for
“ One of the ways you get ahead is by being noticed , being seen , and building relationships .”
— DEE POKU SPALDING , FOUNDER AND CEO OF THE WIE SUITE
Keys to successful remote mentorship Establishing a successful mentoring relationship begins with finding mentors with the right mindset — people who are not only willing to devote the time to mentoring , but who can navigate the challenge of building trust in either an in-person or a virtual environment .
“ They need to be open , thoughtful , insightful , and able to give very strategic advice ,” says Spalding . “ They also need to be reliable — nothing is worse than disappointing a mentee because you can ’ t commit .”
Stack notes that mentors also must be ready to build a relationship with their mentees before they offer advice . “ You need to establish trust so you , as a mentor , can push the person for blind spots that can be holding them back ,” she says .
At the beginning of the relationship , mentors and mentees should establish their rules of engagement , such as how frequently to meet and how structured the conversations should be .
Mentoring relationships also should be based on a goal that comes from the mentee , Spalding says . “ The mentorship should have a clear focus — something the mentee is striving toward , so there is some structure to have the relationship progress .” The focus doesn ’ t have to be determining a career direction , but it should be specific . For example , Spalding says she sought a mentor who could help her navigate fundraising strategies .
With Heron ’ s support , Pereira accomplished her goal of moving into a new position . Now , even though their formal one-year mentoring program is officially over , Pereira and Heron are continuing the relationship and determining what this next iteration will look like .
“ Mentorship is an opportunity to address whatever you ’ re struggling with ,” Pereira says . “ When you have someone who can bring their experiences and share , lots of great conversations happen .
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