Learning and Developing on a Shoestring Budget

Budgets are forever being cut.  There are never enough training funds to adequately deliver a plan each year. But that doesn’t mean you can’t learn. 

How, you ask? Well, since research shows that adults learn best via experience or by receiving just-in-time or relevant information, mentors are one way that both new and senior leaders can learn and develop themselves on a shoestring budget. 

A Mentor Defined

A mentor is different from a coach or sponsor. Mentors help you navigate the leadership world because they usually have gone through that journey themselves. There are four general types of mentors that might be of use. A mentor can be:

1. In your industry/government agency.
2. Employed outside your industry.
3. Your peer who happens to be adeptly going through the same experiences.
4. Able to mentor you through a specific situation.

Benefits

Although more and more new leaders are assigned a coach or secure one on their own, there is still a benefit to having a mentor. There is no cost involved, just your time. And, actually there is nothing wrong with having more than one mentor or a mentor and a coach, especially for new leaders. For example:

1.  If your mentor is in your industry/government agency, the individual will be familiar with the organizational culture and can help you navigate those unwritten rules.
2. A mentor outside of your industry can help you obtain new knowledge that will assist you throughout your leadership journey.
3. The expression “two heads are better than one” signifies how working through issues collaboratively helps to build confidence and provides clarity as you both can work through mock or real-time situations.
4. Whether you are a seasoned leader or a new leader, sometimes you need a mentor to help provide insight on a particular situation such as how to manage an overly aggressive employee or the ever-cyclical budget planning scenarios your agency might employ. 

Finding Mentors

It is a lot easier to find a mentor than it was in the past, mainly due to technology. There are many apps available that you can use, and forums such as LinkedIn and Facebook.

Finding a mentor in your organization is just a matter of asking. New leaders should look for someone who is in their function, making sure it is someone who has credibility, is amicable to work with, and has time — either on the clock or during off duty hours. Also, with many individuals working remotely, you might find it advantageous to do some reverse mentoring as an exchange. For example, provide your mentor with remote work technology tips/training if they are not as adept as you are.

Miscellaneous Tips

• Ask someone to be your mentor via email/in-mail, phone or in person. 
• If you already are assigned a mentor and you work with them on the clock or during normal business hours, make sure that any additional mentors are ones you work with on your personal time.
• Ensure mentoring is beneficial. Establish ground rules, goals and when applicable, and the frequency or length of the mentoring. 
• Establish, upfront, if the mentor wants to allow you to publicly acknowledge the mentorship. You might find that some mentors don’t want the recognition.
• Most importantly, reciprocate by being available to mentor others.

After retiring from the Federal Government, Sandra Hill launched her business – New Horizen Coaching & Professional Growth Advancement.  She has a passion for coaching (life, business, and career), helping those who seek to build their confidence while facilitating transitions in their personal or professional life. Sandra is a best-selling author, podcast host and writes career coaching articles for Forbes and other industry magazines.

Fulfilling her personal mantra, “Each one Reach one”, Sandra also volunteers with several non-profits and serves as a mentor and partner with local schools. 

Picture by geralt on Pixabay.