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5 steps for finding a mentor

What are you hoping to gain from a mentoring relationship? We’ve got the questions to ask—and the steps to take—to make sure your mentorship experience is a successful one.

Published Aug 1, 2024

By Kate Boatright, VMD

Mentorship is an essential part of career development. And, while it is often discussed in the context of schooling and the early career period, it can be valuable at any career stage.

The 2023 AAHA Mentoring Guidelines define mentorship as “a relationship in which someone invests personal knowledge, energy, and time to help another person’s professional development.

This type of relationship requires at least two people, but can include more.

Looking for a mentor? Here are five steps you should take.

1. Perform a self-evaluation

Before searching for a mentor, it is essential to be aware of what you want to gain from a mentoring relationship.

A good first step is to evaluate your current strengths, as well as areas that need improvement. This may include clinical skills, communication skills, leadership development, or expanding your knowledge of social issues and improving your DEIB knowledge. Section 6 of the downloadable AAHA guidelines (Action Plan) provides a list of questions for self-reflection you may want to read through before engaging in a mentoring relationship.

Additionally, consider the goals you want to accomplish. Will having a mentor help you achieve these goals? Are you looking for someone who can provide specific instruction or simply offer accountability and guidance? Think about the type of person who could offer this support. This could include personality traits or specific professional or life experiences.

Finally, consider what responsibility you are prepared to take on in the mentoring relationship as a mentee. Successful relationships require an investment of time and energy from both parties; for example, while mentors should create an environment that’s conducive to positive mentoring and keep potential power dynamics in mind, mentees should be prepared to communicate clearly while being proactive and intentional about what it is they need. Section 4 of the guidelines (Relationship Roles, Responsibilities, and Expectations) provides a list of roles and responsibilities for both mentors and mentees that you should consider.

2. Identify the type of mentorship you want

Knowing what your goals are for the mentoring relationship can help you determine the type of mentorship that might work for you.

The AAHA guidelines describe seven types of mentorship in Section 1 (What Is Mentorship?). For instance, if you want to focus on technical skills, an apprenticeship mentorship would be needed. But if you want to focus on professional growth within your own social identity, critical mentorship would be a better fit. Mentoring models include:

Traditional one-on-one mentorship, where an experienced individual mentors a less experienced one;
Reverse mentorship, which is the opposite of traditional mentorship, where the less experienced person serves in the mentor role;
Team mentorship, where a coordinated group of mentors works together to serve a single mentee;
Multiple mentorship, which is similar to the team model, with many simultaneous mentors who are not coordinating their efforts;
Group mentorship, where a single mentor works with a group of mentees together, creating opportunities for peer support as well;
Apprenticeship mentorship, where in-house mentors focus on teaching specific medical knowledge;
Critical mentorship, in which a person’s social identities related to race, ethnicity, class, gender identity, and sexual orientation provide context for a broader mentorship framework .

One of the great things about mentorship is that it’s more of a buffet than a set menu. You can have any type of mentorship you want, or even have several mentors and types of mentorship simultaneously.

Though mentorship is often discussed in the context of in-clinic, hands–on mentorship, it can take other forms. With growing communication technologies, mentorship no longer needs to be confined to your clinic or even your town. Decide whether you want a local mentor who you can meet in person or if a virtual, long-distance mentorship will fit your needs.

3. Identify a potential mentor

Mentors can be found in many places. You will meet some mentors by chance when your paths cross during school, in the workplace, or at a conference or local networking event. For these prospective mentors, collect their contact information when you meet them, then send a follow-up card or email after the event to continue contact. It can be helpful to jot down a few notes on the back of a new contact’s business card so that you can recall what you discussed and make a more personal follow-up.

Other mentors require more searching to find, especially if you are looking for someone with a particular professional or lived experience. Social media can be a great starting place for your search, or you might look for existing formalized mentorship programs that fit your needs. Additionally, some veterinary medical associations (VMAs) and professional organizations have membership directories or even mentorship programs where you can search for a mentor. These groups are often based on geography or type of practice.

Finally, never underestimate the power of networking. If you have an idea of the type of mentor you want— or even have a specific person in mind that you haven’t met yet— ask your colleagues and contacts for a recommendation or introduction. The veterinary profession is a small one, and you may only be one or two steps away from the perfect mentor.

4. Make your request personal and specific

Once you have an idea of what you are looking for in mentorship and have identified a possible mentor, it’s time to ask for what you want. You might schedule an in-person meeting, a video chat, phone call, or even send an email with your request.

If this is an acquaintance you don’t know well, share some information about yourself and your background to begin. Talk about why you are interested in that particular individual as a mentor— whether that is because of their area of expertise, an interaction you’ve had, or something about their background.

Mentors want to be able to make an informed decision about providing mentorship, so the more information you can give about what you’re looking for, the better. Be sure to include information about your goals and expectations for the mentorship, including duration, frequency of meetings, and communication preferences (in-person vs. virtual). You may also share mentoring relationships you’ve had in the past (or have concurrently) so the mentor knows what level of support you need.

5. Be OK with a ‘no’

Some individuals may not have the time, availability, or interest in being a mentor. Remember that if a prospective mentor declines your request, it’s not personal. You can ask if they have any feedback for you based on the request you made, or you might see if there is anyone they know who could meet your mentoring needs. They may have a colleague who will turn out to be the perfect mentor for you.