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As the American workplace evolves over time—from the modernization of
office technology to open floorplans to, now, the rise in telework—one construct
has stood the test of time. Professionals across varying industries have long
celebrated the impact of mentorship on both personal and professional growth.
Mentorship, especially for women and other members of an underrepresented
group, can help open doors for professionals just entering the workforce while
also providing a fresh perspective for those who are further along in their
careers (among many other benefits). So, why does the tried-and-true mentor/
mentee relationship seem a bit antiquated to some? ere are, unfortunately,
many mentorship myths that still persist today and may hold people back from
embarking in a new mentor/mentee relationship.
I recently spoke to several fellow women
leaders in the industry who have been just as
impacted by mentorship as I have in my own
career. We put together a list of the top six
mentorship myths in the hopes we can dispel
them and encourage seasoned professionals
to answer the call to mentorship, while also
encouraging the next generation of industry
leaders to consider the role that mentorship can
play in their own careers.
MYTH #1: MENTORSHIP IS TIME-
CONSUMING
FACT: MENTORSHIP CAN EASILY BE
WORKED INTO A BUSY SCHEDULE
For senior leaders with overflowing email
inboxes and back-to-back meetings on their
calendar, carving out the time to meet regularly
with a mentee can seem daunting; which is
why some avoid it altogether. However, in mine
and my colleague's experience, mentorship—
particularly in the digital age—does not take
up a great deal of time. e best part about
mentorship is that mentors and mentees
control the cadence and the frequency of
meetings to best fit their needs and schedules.
In this digital age we're living in, there are
more ways than ever to stay connected and
Feature By: Yvette Gilmore
DISPELLING
MENTORSHIP
MYTHS
Why mentorship is still relevant in the modern mortgage workplace.
