I’ve been with Edelman for more than three years. Half way through my journey, I began to wonder where my career was going. Being a part of a global PR agency is a double-edged sword for a young professional: It is both freeing and intimidating. The career possibilities are endless and therein lies the dilemma.
I am a Millennial, which means I have an extra helping of self-confidence. There isn’t much that (I don’t believe) I can’t do. Giving me infinite career options is like Forrest Gump’s mom telling him that life is like a box of chocolates.
I can’t choose just one and I will likely make myself sick from trying everything. Recognizing this as my challenge, I marched into my general manager’s office and asked him to help me find a mentor. I distinctly remember my two requirements:
1. This person’s career should have evolved from general communications to brand management.
2. He or she should be a more awesome version of me, which would give me something to aspire to. (Who says Millennials aren’t humble?)
Fortunately for me, he took both my sensible and outrageous requests seriously and I ended up with Melle Hock. She has been my mentor for more than 18 months, and in that time she has literally changed the course of my career.
I am now a brand planner in training, with a focus on corporate communications.
During our weekly meetings, she has taught everything, from how to carry myself in a boardroom full of senior executives to my favorite “Melle-ism,” treating my manager like a scared animal. Don’t make sudden movements, loud noises or approach with off-the-wall ideas that haven’t been thoroughly vetted.
More than anything, I was pleased to learn that our relationship was mutual and she has learned a trick or two from me as well.
There is some social element to almost all the plans that we work on together, and we’re pushing brands to consider Millennials as a potential target audience.
MAKE US A MATCH
While the relationship I’ve developed with Melle is special, it is not unique. In fact, reciprocal—or reverse—mentorship programs are commonplace in the agency world.
Edelman has a robust “matchmaking” process that connects young professionals with industry veterans from across our vast network.
As a part of its “Being More” campaign, Burson Marsteller recently announced that it was implementing a reverse mentoring program in which younger employees mentor their elders in digital and social media.
Indeed, the old model of mentorship, or the older generation imparting its wisdom and lessons to the next generation, is outdated and extremely one-sided.
If a seasoned executive is spending time to groom someone he or she sees potential in, wouldn’t it be just as beneficial for him or her to learn something in the process?
Our boomer and Gen-X counterparts have mastered strategy development and client relationship management, but the subtle nuisances of managing several social media platforms aren’t second nature to them.
REVERSE MENTORING
We need each other in order to continue to move forward. Boomers and Gen-Xers provide Millennials with tried and true advice and guidance that will help them advance. Millennials offer boomers and Gen-Xers with insight on how to implement their strategy in an increasing social world.
For a reverse mentoring relationship to be beneficial to both sides of the table, these five factors must be in place:
1. Defined expectations.Each party needs to be clear on one’s expectations.
2. Agreed upon rules. Each party must be fully committed to the mentoring relationship and agree upon the rules to be followed.
3. Willingness to learn. In a reverse mentoring relationship, both parties act in the capacity of a mentor as well as a mentee; both sides must genuinely want to learn from and share with the other.
4. Trust. Reverse mentoring requires trust. The goal is to push one another outside of his or her comfort zones and try new ways of thinking and working.
5. Transparency. Both parties must be able to overcome differences in communication style (since different generations communicate differently) and be open to seeing situations from different angles.
As we approach the beginning of a new year, and you start to look for ways to really make a difference in your career, consider participating in a mentorship relationship.
Learning opportunities and open discussion provided by reverse mentioning are fluid, and the new relationships and friendships formed by mentors and mentees can be inspiring and genuine. PRN
This article originally ran in the December 23 issue of PR News.
CONTACT:
Glynn Murph is a senior account executive in the Atlanta office of Edelman. She can be reached at [email protected]. Follow her on Twitter, @GlynnCocoa.
Characteristics of a Great Mentor/Mentee Relationship:
Younger PR executives at Edelman discuss the benefits of having a mentor and what it means for both sides of the table. The main takeaway: Such programs will fail unless both sides buy in to the effort
A good mentorship relationship is flexible. John Walker has been my mentor for more than 14 years and throughout that time the dynamics of our relationship have changed. He has been my colleague, manager and, now, my client. But despite these changes, he has always been my friend. Our relationship has worked so well because we have acknowledged career transitions, but we didn’t let them define our mentorship. Instead, we used the changes to learn new ideas and skills that we have shared with each other.
– Marisa Puthoff, executive VP at Edelman Atlanta, on her mentorship with John Walker, VP, marketing communications at Syniverse
A good mentorship relationship is inspiring. My relationship with my mentor (and friend) Trisch Smith has been both fun and productive. Trisch has been my mentor for close to three years, and in this time we have organically identified our shared interests, goals and aspirations. We touch bases with each other weekly even if it’s a quick call in the car on the way home. Trisch has grown to become one of my closest friends who I can call on for advice about my career triumphs and challenges, relationships and long term aspirations. All that she has accomplished at Edelman inspires me and helps keep me focused on my career.
– Davida Selby, account executive at Edelman Atlanta, on her mentorship with Trisch Smith, executive VP at Edelman D.C.
A good mentorship relationship is challenging. I don’t think there is a day that has gone by in the last 18 months that Melle hasn’t challenged me. She is always pushing me to think bigger and do more both personally and professionally. At first, it was daunting to always have my ideas questioned, but now I appreciate it. She is constantly telling me, “Our clients have high expectations of you, and so do I. I’m not looking for perfection, but I want to know that your recommendations and strategies are sound.” Melle is the reason that I think three steps ahead, review every possible scenario and always have a plan B. I’m a better communications professional because of her.
– Glynn Murph, Senior Account Executive at Edelman Atlanta, on her mentorship with Melle Hock, Senior Account Supervisor at Edelman New York
