I have had the good fortune of having many mentors—both women and men—throughout my professional and personal journey.   Many were formed simply from the willingness of a more experienced person to invest in me, rather than a formal mentor/mentee arrangement.  It was not until I decided that I wanted to matriculate in my career that I understood the importance and value of sound advice and guidance from an experienced individual who had achieved the career path I wanted, and I sought out formal mentor/mentee relationships.  

Merriam-Webster Dictionary defines mentorship as “…the influence, guidance, or direction given by a mentor. It involves a relationship where a trusted counselor, tutor, or experienced person provides advice, support, and training to a less experienced individual.” 

There are a few important characteristics that I looked for in a mentor.

1. Years of experience in the field. I preferred a “seasoned” person—one who had chosen to love local government and was committed to it.   
2. Time. I was on a mission, and I needed someone who had the time to invest. No, not every week; however, I did want a schedule.  One of my first mentors actually committed to weekly meetings.  She made it very clear to me that her time was valuable and that I must be prepared for our meetings.  I came prepared with questions, a matriculation timeline, and a running list of my key accomplishments. 
3. Mutual trust and respect. Every person with whom I had a formal mentor/mentee relationship, I had somewhat of a working relationship with—a current or former colleague, served on a board or committee together, introduced by a colleague, or met at a conference/networking event.  In other words, I had a frame of reference of the person, and they had a frame of reference of me.  I respected their work and wanted to learn from them.  They, in turn, valued my work ethic.  Also, I trusted them to challenge me; this was super important. 

My mentors have been invaluable in helping navigate my career path.  If you do not have a mentor, take the opportunity to ask someone you admire and respect to mentor you.  It could change your life! 

So, what about a coach?  

Again, I have had the good fortune of an executive coach, as I participated in coaching through my employer.  “He,” my executive coach, was very different than my mentors. (I had male mentors as well.)   

The International Coach Federation (https://coachfederation.org) defines coaching as “Partnering with clients in a thought-provoking and creative process that inspires them to maximize their personal and professional potential.” 

Here is the key difference: My mentors helped me develop the leadership skills I need to advance in my career, while my coach helps me improve my leadership performance.   Meetings with my coach were very structured.  He worked with me on my communication style, conflict-resolution skills, personality assessment, and professional goals, and we achieved measurable outcomes.   

Coaching was like mentorship on steroids! I was challenged in so many ways. For example, my background in local government was mostly in human services and affordable housing.  The coaching relationship allowed me to learn a lot about other areas of local government; however, it was not the “ideal” path to the city/county manager position.  One of my professional goals with my coach was to get more meaningful experience in other areas of local government. So, what did I have to do—be vulnerable and start asking questions, fully understand the comprehensive plan and zoning ordinance, read the Annual Comprehensive Financial Report, join committees, and go to classes/workshops. I had to put in the work! 

I was then given the opportunity to gain new skills in planning, zoning, building and development, economic development, finance, and procurement.   

Check with your employer to see if coaching services are available. At my current employer, we have a number of coaching firms/vendors with professional, certified coaches available primarily for leadership, and we use them as both a recruiting benefit for leaders and as a tool for performance enhancement. 

I am grateful for my mentors, coach, supervisors, friends, family, and my faith!  I am often asked, “What was your path? Or “How did you get there?”  And while hard work is certainly a part of it, my path was more about opportunity, mentorship, faith, and having people in my corner who would vouch for me.   

Key Takeaway

In closing, you need an entire tribe—mentors, coaches, family, and friends—in this experience we call life! 

I will leave you with this: My word for this year is HOPE—not wishful thinking!  This is a year of confident expectation and active participation in accomplishing “good” things—both professionally and personally!  

What’s your word for this year? 

Want to learn more about how Valmarie has leveraged mentorship to drive her career growth and amplify her impact in local government? Check out this recent LinkedIn live interview for more valuable insights and learning.