What does a mentor do to help you develop your brand?

Experience doesn’t come without time. A mentor is a way to gain from someone else’s experience and speed up your performance. It’s a compass and a strategy check once in a while. A mentor is also a way to sit down put your strategy into words and then ping pong ideas on how to improve it. It’s a wonderful thing to be mentored and to mentor someone else.

Un buen mentor reta tus creencias establecidas, te hace ver nuevos caminos y posibilidades y esa diversidad de pensamiento y opciones genera una sensación de seguridad y de claridad, que te permiten desempeñarte a tu máximo y llegar a tus objetivos.

Even the smartest people get something when they learn from others. My CEO is truly one of the biggest thinkers I've ever met. He plays 3D chess with work stuff. And yet, he gets my take so that he can add even more angles to it. I love helping people develop because it means I get even more great resources to pull from when I need something myself. Why NOT build strong leaders everywhere? It only helps us all.

A mentor relationship can be a great way to get honest feedback, brainstorm ideas and benefit from the wisdom of someone with more experience. It’s always helpful to have another perspective on your career and your career journey. A mentor can provide that in an impartial way and keep you focused on the big picture.

A mentor is there to push and inspire you and stretch your view of what is possible. A great mentor makes you realise that you’re operating like you’re in the minor league and as a result, helps you elevate to play like you’re in the major league.

Finding mentors has been a career hack for me. I have had several in the last 10 years who helped me identify blind spots, work through biz challenges, and helped me settle into new roles. Sometimes people think you need one mentor, but having a number of people you can connect with on different work challenges is key. They can even include peer mentors, those that are at the same level as you. I’ve had the best luck finding mentors through marketing communities. Also, I’ve been able to find mentors through peer networks.

A good mentor-mentee relationship is as magical as any relationship one could find. It is a two way street of mutual respect, dedication and commitment to a shared outcome. It requires a level of professional intimacy, vulnerability and connection not easily found in the workplace. Having been mentored by many, and mentoring many more - the key is mutuality, a shared investment in and commitment to the positive outcomes of the mentee. All in. So best approach someone who for whatever reason is utterly and unrequitedly invested in your success. Anything less is just chit chat.

Before picking a mentor identify where you really need help. For example: If you need help pushing your ideas for the brand's behavior - to widen your thinking beyond "a brand" being a strategy, a brand platform, and brand identity - you don't need a traditional brand strategist; you need the type of strategist who sees the world differently. They see ways you, as a marketer, can lead innovation for your company. They will need to be a person that gives you confidence in these ideas; and shows you a pathway to action new ideas for your brand.

"How to find a good mentor" hack: don't search for good companies to join... search instead for good mentors, and then work very hard at joining their team at the company they work for.

I think mentorship is a personal and in my expertise works best when it’s an organic relationship. Seeking out someone who can help with smart goals. Who can listen, provide feedback and kind candor is important. Sometimes it can take a few people before finding someone that you trust and that works for you.

As someone who’s been called a mentor by students and professionals throughout my career, I can say that true mentors are natural-born teachers. They’re driven to share, and empathize with those people that are coming up through where they’ve been. Mentorship is a relationship. So, when you’re meeting with someone for possible mentorship, first learn about their story. Then ask relevant questions about their career journey and look for alignment with yours. Mentorship is a time commitment. So, have clear career goals ready for discussion. And, in simplest terms, ask for guidance on one key issue you’re struggling with that’s keeping you from moving forward. Mentorship is education. Be prepared to accept the work that will be laid out.

Mentorships are two-way streets. While the mentee seeks guidance, the mentor can gain insight from the fresh perspective of someone just starting out. Great mentorships evolve over time as the mentee grows. The mentor-mentee roles may change, but the open communication remains.

I agree with the tips listed above, but I would also add to go through LinkedIn and see if you share any connections. Asking someone you both - or have connected with - to make the introduction is another good way to start the relationship.

I would not recommend any cold calls for mentorship. You need to get introduced and recommended by a common person with credibility in your network. You also need to be clear on what you perceive to be your development needs and share those with one who is open to mentoring you.

Before making your move, lay the groundwork by expanding your network and building social proof. When it's time to approach, treat it like a strategic lead. Have a discovery call, delve into their world, and craft a roadmap for warming them up to the idea of mentoring you. Here's the real hack: Mentors, like leads, need nurturing. Show that you've done your homework, understand their goals, and position yourself as a valuable addition to their network. My advice? Approach mentorship like you're building a lasting connection, not just seeking guidance. Treat your mentor like a lead, listen attentively, and showcase the value you bring.

I have worked with a bunch of startups as a Brand Consultant & Brand Developer to be able to tell you this- most founders lack the vision needed to build a brand. If you want to start working with a Brand Consultant or Mentor, take a moment to reflect on the following questions: 1. What values do I believe in? 2. What values do I want my brand to stand for? 3. What impact should my brand have on the society? 4. Which brands do I look up to? 5. Do I have the patience needed to build a brand? If not, then why do I want to rush the process? Once you have clarity regarding these fundamental questions, you will be able to work with any Brand Mentor out there!

Para que la mentoría valga realmente la pena tienen que confluir ideas y hechos tangibles. De la teoría a la práctica. Hay que responder a las siguientes preguntas: Who? What? Where? When? Why? How? Hay que compartir unos valores, una visión, unos objetivos y un método de trabajo. La relación tiene que ser fluida, estructurada y constante. Partido a partido. Los timings y la evaluación del trabajo hecho y los conocimientos adquiridos son importantes a posteriori. Es cierto que se necesita compromiso, responsabilidad y respeto… A lo que podríamos añadir autenticidad, confianza y comunicación. La inteligencia emocional también es clave para la mentoría.

Have a plan. Ask questions. Listen. Don’t discard anything. Be open to being challenged. Ask for more: more insights, more criticism, more details, more everything. Test and learn. Share learnings. Share progress. And repeat.

Keep the following in mind if you do decide to work with a mentor 1. Share your vision first – maybe that needs correction or validation 2. Trust that the mentor has your best interest at heart – Brands are not built overnight. The approach to building brands in more like raising children. With soft gloves, one step at a time. 3. Get your timelines aligned – Rome was not built in a day; neither will your brand be, even if you go in for a Digital Marketing Blitzkrieg 4. Have frequent check-in to evaluate what’s going on and to course correct. 5. Be agile

Para trabajar con un mentor sobre la estrategia o posicionamiento de tu marca, primero debes estar dispuesto a cuestionar tu marca, ponerla en crisis, para luego poder construir. Es importante definir objetivos claros, ambiciosos e inspiradores, luego la propuesta de valor y el plan de acción con kpi's medibles.

It never finishes , you just move on to a new mentor as evolvement. But at times you can always go back to earlier mentor for an insight.

Arrange a last discussion to properly conclude a mentorship. Thank them for their advice and mention the particular areas in which their assistance helped you. In your summary, underline the most important lessons you learned from the mentorship and your accomplishments. Talk about future communication and indicate that you are willing to help others in return. Make sure the transfer goes well by completing any unfinished business or obligations. Encourage a long-lasting professional relationship by keeping the door open for sporadic updates.

Concluding a mentorship requires clear communication and respect. Reflect on your reasons, then discuss your decision openly with your mentor, expressing gratitude for their guidance. A final meeting to acknowledge progress and show appreciation is key. Maintain the connection post-mentorship, as these relationships can evolve into valuable professional networks.

Pay it forward and reflect. It doesn’t have to be a feet of humanity, just humility and honesty. Transparency is all people want and I still thank them today!

In my experience mentorships often end naturally however if it isn’t the right fit and you want to end it early ensure you let them know as early as possible and thank them for their time.

Something that I have tried that has worked amazingly well was to form a group of like-minded professionals who worked together as a unit to assist up and coming folks in the entertainment industry. Our coalition has put on a US tour, as well as two benefit concerts, and numerous other media events.

Not everyone needs to build their personal brand and or the age and stage could be different for people. There is no “one size fits all” answer. Similarly not everyone is right to either seek out a mentor or be a mentor. Speaking with executive recruiters or senior people you know can provide good advice on whether who you are and what you do makes this topic relevant for you.

A mentor helps in sifting through noise / choice to identify and then maintain the tone of your brand. Tone is an intangible aspect - it is significant yet often elusive. Initially, people can even be tone deaf (to the tone of their own brand). An empathetic mentor perspective can help to address this gap, most reassuringly: by firstly surfacing the tone and secondly honing the tone more apt for your brand. A handful of words can define/surface what the tone is and is not. Eg. a mentor once advised a tone of gravitas, brevity over lightness, familiarity for a particular brand explaining the contextual impact of one choice over the other. In sum: mentors can help to hone the tone!

El proceso de mentoring de marca personal generalmente implica una serie de reuniones regulares entre el mentor y el mentorizado, en las que el mentor de marca puede ofrecer orientación y apoyo en función de la experiencia y el conocimiento adquiridos. Al trabajar con un mentor de marca personal, podrás desarrollar una marca más sólida y auténtica, lo que te permitirá atraer a más clientes y aumentar tu presencia en el mercado.

For a mentorship to work, it has to be a good fit. Just as you screen or work to find the best job candidate, partner or other professional, the same goes for finding the right mentor.