Finding the Right Mentor

I recently read a great article in Forbes that highlights the challenges of finding the right fit when selecting a mentor. The article Millennial Women Battle With Older, Unwanted Mentors raises a lot of issues that I have seen repeatedly in the accounting profession, and not just among women. The article mentions that many women in the boomer generation want to reach out to young female professionals, but their advice is often misinterpreted as nagging or dated. The generational gap between boomers and millennials is not unique to women, nor are the challenges of finding the right mentor. Rather than settle for a disappointing, dissatisfying mentoring relationship, here are some things to consider before pursuing a mentoring relationship:

• Don't assume you'll only need one mentor your entire professional life. During your career, you will likely have countless employers, job titles, and responsibilities. As you evolve as a professional, your mentoring needs should evolve as well. Early in your career, you may reach out to an immediate superior, such as a senior associate, or someone with whom you personally relate. But as your professional expertise grows, you will likely want to seek the advice of a more seasoned professional. It never hurts to expand your network, and you should always look to do so as you advance in your career. You can also find mentors beyond your coworkers. Professional organizations are a great place to network and meet people eager to share their wealth of knowledge and experience.

• The most successful mentoring relationships seem to evolve organically. While many companies have formal programs for matching up mentors and mentees, these arrangements may be superficial if you don't seem to click with the mentor with whom you are matched. If there are supervisors with whom you work well, or admire their management style, reach out to them for professional guidance. Even if they are not interested in a formal mentoring relationship, an occasional conversation about your professional development might grow into the type of mentoring guidance you need to maximize your potential. 

• Mentoring should be a two-way relationship. Even if your mentor has decades of experience on you, don't discount the importance of what you have to offer. Younger professionals offer a fresh perspective on business, technology, and team work, among other areas. Don't be afraid to offer recommendations to your mentor, because every great professional appreciates the opportunity to grow.

Inequality in the Workplace Still Exists

A recent study by Indiana University South Bend found that there is still considerable inequality in the workplace when it comes to use of informal networks for professional advancement. The study evaluated informal networks at one of the nation's largest financial services organizations using a nine-page survey completed by 1,100 employees. Despite women's years of experience or length of time with the organization, the study still found that men are much more likely to assist other men in getting promoted. Senior leadership positions at the company surveyed, as is the case at many other organizations, were predominately held by men, even though women outnumbered men in total throughout the company.

This situation is not uncommon at public accounting firms as well. Men hold many of the partner and leadership positions at firms, while women dominate the entry-level positions. So what should an ambitious woman in public accounting do to change this trend? For one, women looking for mentorship and networking opportunities can join organizations or like-minded professionals such as the American Society of Women Accountants. Many of the national accounting firms also have committees or formal networks specifically for women, such as KPMG's Network of Women. Through such outlets, you can learn from the few women who have successfully challenged the trend of male leadership in business, and leverage their guidance and opportunities to advance your own career. You also need not shy away from taking on leadership positions in co-ed professional organizations or on your audit teams at work. Just because this study proves that we still have a long way to go in achieving workplace equality between men and women doesn't mean that you as a woman shouldn't work toward changing the tide.

For further information about the Indiana University South Bend Study, visit http://www.torontosun.com/life/2010/08/17/15048606.html.