Mentoring for Guidance and Growth: Tips for Finding and Leveraging Mentorship by Women in Engineering Leadership
Article #5 of Women in Engineering Leadership Series: Mentorship greatly enhances career growth for women in engineering, providing strategic support and guidance to improve their professional success in a male-dominated field.
25 Nov, 2024. 7 min read
Welcome to the fifth and final article in our multi-part series on "Women in Engineering Leadership," brought to you by Mouser Electronics. This series explores various facets of leadership through the lens of prominent women leaders in engineering who are paving the way toward a more inclusive industry. Each installment of this series dives into different aspects of leadership and professional development, underlining strategies, challenges, and key insights. Join us as we discuss the stories, challenges, and triumphs of women leaders redefining the engineering sector.
The engineering sector presents unique challenges for women aiming for technical and managerial roles, where strategic support is crucial but often lacking. While the value of mentorship is widely touted, many potential mentors and mentees remain unconnected due to various obstacles, including cultural norms and organizational barriers. This gap highlights the need for more proactive, structured mentorship initiatives that can empower women in this industry.
This final article from the series examines how effective mentorship can dramatically transform organizational growth and the career trajectories for women in engineering. Through analysis and stories from women in engineering leadership who have both provided and received mentorship, we highlight practical steps for establishing and benefiting from these influential relationships, offering insights that promise not only professional advancement but also a richer, more supportive work culture.
The Impact of Mentorship
For women striving to climb the corporate ladder in male-dominated fields like engineering, having an experienced guide can make all the difference. A recent survey revealed a sobering truth: while 76 percent of professionals acknowledge the importance of mentors, only 37 percent have one.[1] The reasons range from not knowing how to initiate the relationship to a lack of confidence in approaching potential mentors.
However, those who find mentors gain a decisive competitive edge, with businesses reporting a 20 percent higher retention rate and 72 percent productivity increase among mentored employees.[2]
Take an Organic Approach to Finding a Mentor
Only 14% of mentorships start by asking someone specifically to be your mentor, while 61% develop naturally.[3]
Shari Begun, VP of worldwide IoT sales at Renesas Electronics, finds inspiration for her mentoring approach from how she found mentors. "I've only been in one formal mentoring program in my career. Most of my mentors have come organically—meeting other women in sales," Begun expresses. "The mentors who have helped me in my career have been colleagues who are five to ten years older than me. And each mentorship started with something small—grabbing coffee or lunch."
Taking the first step to contact a potential mentor may be intimidating. However, a more organic approach, like asking someone out to lunch or to grab a coffee, creates an opportunity to ask questions naturally.
Mentors are also discovered in surprising locations. Punya Prakash, vice president and general manager at Infineon Technologies, found a mentor while interviewing for a new role. "The interview connected us, and we immediately hit it off. Now, this person is my mentor, and I can go to them for advice. It was a great organic way to find a new mentor," says Prakash.
Alice Martins, a vice president and general manager who oversees 20 percent of Sensata Technologies' total revenue, also supports organic mentorship. "Often, you don't go ask for a mentor. It starts naturally, and then you do your part," says Martins. As the relationship grows, she advises keeping in touch and taking responsibility. “When your mentor gives you advice, follow up to give an update: 90 percent of the relationship is on you,” says Martins.
Look for Mentors at Work
97% of people with a mentor at work say mentoring programs are valuable.[4]
For many women, finding a mentor may come through a formal organization inside or outside their current company. Prakash recommends partnering with other people at your current company. "If you have chemistry with the people you work with, having a confidant in your surroundings who understands the complexity of your business can be valuable to you. Real-time feedback has the highest impact," says Prakash. "Just because someone has a good title or profile on LinkedIn doesn't mean they'll know exactly how to help you. The depth comes from working with someone who is able to be absolutely transparent with you—to speak the core truth without reservations.” Prakash even suggests that while personal connections may help you with mentorship, the work connection is deeper and more practical.
Martins agrees: “Start by looking for a mentor in your organization—especially someone related to your projects. This makes it easier to find someone who can help you.” Someone familiar with your situation can give more relevant advice and provide answers to your questions. Mentors within your company may offer valuable insights on communicating with specific individuals or navigating the business culture, drawing from their own experiences and successes.
Find People Whom You Trust and Ask for Advice
90% of employees with a mentor are happy at work.[5]
Building relationships with people you trust is beneficial regardless of where you look for a mentor or how you find one. It's always possible to start. Begun advises, "No matter where you are in your career, you can find a mentor. Look for people in roles you admire, within or outside your industry. Identify those you trust, and don't hesitate to ask for their guidance."
For some, that may mean looking to more formal organizations or asking human resources what programs the business sponsors. This has worked for Begun: "I've joined several women-in-leadership groups over the years. My company sponsored some, and I paid for some myself."
For others, an executive coach is a good option. For Begun, the mix has worked well in her journey with mentorship. "I meet with an executive coach every other week," says Begun. "We meet in a group that includes women from all industries. Our meetings include spot coaching, which helps everyone see how they can resolve similar challenges, even if these challenges are rooted in other industries or faced by professionals at different career stages.”
Don’t Overlook the Need for a Mentor
89% of people with mentors say they believe their colleagues value their work, compared to only 75% of people without a mentor who say their colleagues value their work.[6]
All the interviewees agreed that it is vital to recognize that you need a mentor. "It doesn't matter if you want to grow in your current role or career; everyone should have a mentor. A mentor can help you think about where you want to be in the long term," says Martins.
The consensus is that mentorship early in your career can help tremendously. With the guidance of mentors who have experienced both successes and failures in their journeys, and who impart the lessons learned to their mentees, more women can recognize the possibilities and opportunities within their reach—especially in male-dominated fields like engineering.
“I wish I had known about mentoring earlier in my engineering career,” says Begun. “I needed it. With a mentor, I could have navigated stress better and figured out how to put my energy in the right place.” Experienced mentors can highlight better ways to communicate or steer a career.
Mentoring is especially critical for early professionals who might need to learn what possibilities lie ahead. Martins found her passion through trying different roles and industries—often at the direction of her mentors. "Mentoring is important because it opens up a variety of opportunities. I wouldn’t see my full potential on my own," says Martins. “By having mentors with a lot of life experience—both failure and success—I can recognize that the world is bigger than what I currently see. It’s helped me understand what it takes to walk on a path I haven’t yet walked on.”
Realize That Mentoring Benefits Everyone
87% of mentors and mentees say they feel empowered by mentoring and have developed greater confidence because they have mentored someone else or are receiving mentorship.[7]
On the topic of mentorship, Martins and Prakash share additional insights. "I try to replicate a lot of what my mentors have done for me—looking for the potential that people don’t see in themselves," says Martins. She actively mentors ten people inside and outside her company through formal and informal mentoring programs.
For Prakash, blocking time on her calendar to walk around and interact with her team helps her see opportunities for mentoring. "Leadership can become lonely very quickly. In my first role as a manager, I received some great advice: By being ultra-focused on the ‘what,’ you can quickly lose connection with your team members, who are the ‘how’ of how you get results,” says Prakash. "Maintaining this connection with your team also preserves the joy and humanity that enables an influential relationship. With this simple change, I have made mentor/mentee connections that I know will last a lifetime.”
Conclusion
Mentorship is a fundamental tool for professional development in engineering, particularly for women. As we close this discussion on mentoring for guidance and growth, here are the essential strategies to consider:
Approach Naturally: Initiate mentorship naturally by inviting potential mentors who are five to ten years your senior for informal meetings like a lunch or coffee date.
Utilize Available Resources: Seize mentoring opportunities available at your workplace and through professional groups to gain diverse insights and support.
Start Early: Engage with mentors early in your career to better navigate and leverage the challenges and opportunities that arise.
As we conclude this series, we celebrate the strides made by women in engineering leadership and anticipate a future where these insights motivate the next generation of leaders to forge new paths. This series has been dedicated to empowering and uplifting, and as we conclude, we remain hopeful and committed to promoting an inclusive and innovative future in the continually advancing field of engineering.
References
[1, 3] Mentorloop. “Mentoring Statistics You Need to Know – 2024.” Mentorloop, https://mentorloop.com/blog/mentoring-statistics/.
[2] Think Learning. “Employee Engagement & Mentoring Statistics.” Think Learning, https://www.think-learning.com/employee-engagement/mentoring-statistics/.
[4] MentorCam. “Is a Mentor Worth It?” MentorCam, https://mentor.cam/articles/is-a-mentor-worth-it.
[5] Murphy, Wendy. “A Better Approach to Mentorship.” Harvard Business Review, June 2023, https://hbr.org/2023/06/a-better-approach-to-mentorship.
[6, 7] Pursell, Hattie. “Mentoring Statistics: The Research You Need to Know in 2024.” Guider, December 18, 2023, https://guider-ai.com/blog/mentoring-statistics-the-research-you-need-to-know/.
