Networking with Mentors

The 10x step process to finding mentors via LinkedIn: 1 - start with people you share something in common with 2 - send connection requests with messages that: Say something nice about them Highlight what you have in common Make SMALL asks like connect & get some advice Note: If you need to use an InMail to fit everything in, you are writing too much Ain't nobody got time for that Keep it under the 300 character limit 3 - if they accept, send them a quick thank you note and a VERY easy question that is very relevant to their field or experience 4 - if they respond, say THANK YOU again 5 - post content & comment on their content (click the subscriber bell if they post at all so you can see it) 6 - ask if they would be open to a short call for advice 7 - if they say yes...schedule and show up prepared for questions 8 - NEVER SEND YOUR RESUME OR ASK FOR A JOB (don't make it awkward...we'll ask for it if we want it) 9 - Take notes during the call and if they recommend you do something...YOU DO IT 10 - Reach back out to let the (now potential mentor) know that: You really appreciate them spending time with you You did what they recommend The results of you doing it If they would mind you asking more questions in the future #quinnsights It doesn't happen overnight But is repeatable and SCALABLE with a networking spreadsheet tracking all of your important conversations & due outs Questions?

Top managers don’t require #mentoring anymore? Wrong. The opposite is true. Still, it is something not disclosed too often. As to myself, I am learning from many people, but one person clearly stands out. Ralf Thomas of Siemens is a companion and counselor to me since 20 years and across several companies and development steps. We started our journey at Siemens when, as a “young” M&A project manager, I approached him on the occasion of a finance talent program. From there on, we kept the dialogue. 𝗛𝗼𝘄 𝗱𝗼 𝘄𝗲 𝗼𝗿𝗴𝗮𝗻𝗶𝘇𝗲? Through meetings and calls every now and then, sometimes shorter and more casual, sometimes longer and more concentrated. Always considerate of his extremely tight schedule. 𝗪𝗵𝗮𝘁 𝗱𝗼 𝘄𝗲 𝗱𝗶𝘀𝗰𝘂𝘀𝘀? Personal development, the role of a CFO, also vis-à-vis the management team, requirements of and people around new positions, the general state of affairs and the contribution of business leaders. 𝗦𝗼𝗺𝗲 𝗼𝗳 𝗺𝘆 𝗹𝗲𝗮𝗿𝗻𝗶𝗻𝗴𝘀 on productive mentorship: Personal fit matters a lot, in terms of character, values, thinking, also to some degree the age difference (in our case 10 years). Don’t be shy, approach personalities you consider inspiring. If they have an edge for people development, they will be open. Clarify expectations and operating mode explicitly. Take initiative. As a mentee, always prepare. E.g. practically, until today, I sketch an update of my situation and potential discussion topics and share before our meetings/calls. Focus on the material points, don’t waste time. Be flexible on format. Openness is of the essence. Think reciprocal – (try to) offer information pieces of benefit to the mentor. Be persistent, do not let it slip away. As any personal relationship, it requires interest, proactiveness, investment. 𝗪𝗵𝗮𝘁 𝗱𝗼 𝗜 𝘃𝗮𝗹𝘂𝗲 𝗺𝗼𝘀𝘁? The trust and “close to friends” relationship we have built. My mentor’s optimism … and: tolerance for my mistakes 😉. Thank you Ralf, I am grateful for 20 insightful years (and hopefully many more to come)! What are some of your mentoring experiences?

The best mentors won’t find you - you have to find them. How to ask someone to be your mentor (without feeling awkward): 1️⃣ Be clear and upfront about your goals When reaching out, don’t beat around the bush. Share what you’re aiming for and the kind of help you’re looking for. Being transparent shows that you’re serious and makes it easier for them to decide how they can help. Example: "I was recently promoted to senior engineer, and I would like to level up my systems architecture skills to take on more complex projects. Are you open to mentoring me in that area?" 2️⃣ Explain why you've chosen them People appreciate knowing why you value their input. Share what specifically drew you to them—whether it’s their experience, skills, or insights. It’s flattering and shows that you’ve done your homework. Example: "I am reaching out to you given your extensive experience leading engineering teams at high-growth startups, as I will be joining such an organization in the next 2 months." 3️⃣ Start with a smaller ask first Instead of asking for a long-term commitment upfront, start with something more manageable—like a one-time conversation. Also, be flexible on the logistics. This lowers the barrier for them to say yes and allows both of you to assess if the mentorship dynamic works. Once there’s rapport, you can discuss extending the commitment. Example: "Would you be open to a 30-minute video call to connect?" 4️⃣ Be understanding if they can't accept Sometimes, no matter how great your request is, the person might simply not have the bandwidth. That’s okay! Be gracious and understanding—they’ll remember your professionalism. Example: "I understand you have significant demands on your time. Please let me know either way." 5️⃣ Ask for alternative recommendations If they can’t commit, their network could be your next big opportunity. Ask them if they know someone who might be a better fit. You’d be surprised how often this opens doors! Example: "I totally understand and appreciate that you don't have the capacity for mentorship. Is there anyone you would recommend I connect with who can support me?" 6️⃣ Approach with confidence, respect, and gratitude Don’t overthink it! Approach the conversation with confidence in your goals, respect for their time, and gratitude for their expertise. A thoughtful, genuine tone can go a long way (particularly in the age of AI). Example: "I sincerely appreciate any guidance you can offer me during this pivotal time in my career." Take the first step today towards engaging with your potential mentor and watch your career success story unfold. What else would add? 🔁 Useful? I would appreciate a repost. Image Credit: GraciousQuotes ---- Follow me, tap the (🔔) Omar Halabieh for daily Leadership and Career posts.

This is especially for the academic conference warriors! Can you believe it's that time of year again? Yep, the #AcademyOfManagement conference season is just around the corner, and I can already smell the coffee and picture the sea of name tags worn by brilliant management scholars and practitioners from across the globe. But before you jump on your plane – are you actually ready for this conference? I mean, really ready? I used to think I was prepared just because I remembered to pack my laptop and a stack of business cards. Oh, how naive I was! 😅. So, let me share my ultimate AOM conference prep checklist. Trust me, this goes way beyond remembering to pack your laptop, an extra phone charger, and your presentation slides (though that's important, too!). 1. Read the program strategically ↳ Identify key sessions, PDWs, and symposia in your research area or the ones you're interested in. Plan your schedule, but leave room for serendipitous discoveries! 2. Craft your research elevator pitch ↳ Prepare a 30-second summary of your current research focus. Keep it short, simple, and engaging - your goal is to spark curiosity and invite further discussion! 3. Update your socials and academic profiles ↳ People will look you up. So, ensure your LinkedIn, university page, Google Scholar, and ResearchGate profiles are current. 4. Prepare thoughtful questions ↳ For each session you plan to attend, prepare at least one insightful question. It's a great way to engage and be remembered. 5. Set strategic networking goals ↳ Identify potential collaborators or mentors you want to connect with. Research their work and plan your approach. It helps if you can email them in advance to set up a meeting 6. Pack your digital toolkit ↳ Have relevant papers, your presentations, and a digital business card on your devices. You never know when you may need them! 7. Plan for self-care ↳ Conferences are intellectually intense, not to mention the socials. Schedule breaks, find quiet spots, and don't forget to hydrate! Bonus point: remember not to drink too much in those socials! 8. Be Authentic ↳You'll find yourself in a room filled with superstars and research idols. Some might even walk past you on the street. Always stay calm, say hello if you want to, smile, and most importantly, be yourself! Remember, you're human first and a scholar or practitioner second. Authenticity can lead to more meaningful connections than any rehearsed pitch or trying to force connections. What's your top AOM conference preparation tip? Share below and let's learn from each other! See you in Chicago! ---------- If you find this helpful, ♻️ share it to help someone. #AOM2024 #ManagementResearch #AcademicNetworking #ConferencePrep #AcademicLife #NetworkingTips #ResearchCommunity

"𝗪𝗜𝗟𝗟 𝗬𝗢𝗨 𝗕𝗘 𝗠𝗬 𝗠𝗘𝗡𝗧𝗢𝗥?" Every week, I get asked, "Will you be my mentor?" Often, this question comes from people I've not met, which makes it somewhat awkward. Here's a fail-proof formula I've used for finding and approaching mentors effectively. Step 1: Have Clarity on Your Goals This clarity helps you identify potential mentors who can truly propel you forward. Your goals don't need to be long-term; they can be something immediate you need help with. Step 2: Start with Your Network Look within your existing network or extend to professionals you admire but haven't met yet. This could be through introductions or shared connections. Mentors don't always come with years of experience over you; peers can be just as insightful. Template Sentence: "I’ve noticed we share a common connection with [Mutual Connection’s Name]. I really admire how you handle [specific skill or achievement], and I’d love to learn from you about this." Step 3: Make a Specific Ask When reaching out, be specific and respect their time. Request a brief conversation, no longer than 30 minutes, focusing on a specific area where their expertise is evident. Template Sentence: "Your skills in [specific area] are truly inspiring. Could I have 30 minutes of your time to understand more about how you developed these abilities and to get your feedback on [specific topic]?" Step 4: Follow Up (The Most Important Step) Post-discussion, always follow up with a thank you message outlining how their advice helped you. This shows appreciation and reinforces the value of their guidance. Template Sentence: "Thank you for your invaluable advice on [topic discussed]. I applied your suggestions at [specific instance], and it made a significant difference. I’m very grateful for your help." Step 5: Continue the Relationship Mentorship isn’t a one-off interaction but a series of meaningful exchanges. Continue to engage your mentor with relevant questions and updates about your progress. Template Sentence: "I’ve recently faced a challenge similar to what we discussed before. Could I get your perspective on this new situation?" Avoid directly asking, "Will you be my mentor?" Instead, build the relationship through respectful, meaningful interactions, and always value their time and input. What's worked for you in seeking mentorship?

You don’t need to “network more.” You need to network smarter. Because if you’re at the mid-to-senior level, you don’t need 100 coffee chats. You need the right 5 conversations-with the right people. Here’s how experienced professionals network differently: 📌 1. They lead with insight, not a pitch Instead of “I’m looking for a new role,” They say: → “I’m exploring leadership roles in healthtech—especially where brand, product, and ops are deeply connected.” → “Given your experience at [Company], I’d love your perspective on what makes candidates stand out at that level.” Why it works: It’s clear, focused, and invites dialogue-not pressure. 📌 2. They reconnect with people they used to know Weak ties-former colleagues, old mentors, even college contacts-are often the ones who unlock opportunities. Not your closest friends. Start here: → “We haven’t spoken in a while, but I always appreciated your perspective. I’d love to catch up and hear what you’ve been working on.” 📌 3. They create visibility, not just 1:1 reachouts Smart networking isn’t just DMs. It’s showing up consistently: → Commenting where hiring managers hang out → Sharing your thinking in posts → Highlighting others in your network Visibility builds trust-before the first message is ever sent. 📌 4. They give before they ask → “I saw this opportunity and thought of you.” → “Let me know if you’re hiring-I’ve spoken with someone who might be a fit.” → “Here’s an article I thought you’d enjoy based on our last convo.” People remember how you make them feel. Be the person they want to help. Bottom line? You don’t need more coffee chats. More messages. More blind outreach. You need strategic conversations, built on clarity, curiosity, and consistency. That’s how senior professionals network-and how they get referred, remembered, and hired. If you’re tired of chasing job boards and want a smarter way to build traction- Follow me for real-world job search strategies that actually work.

How senior engineering roles are actually filled (what no one tells you) After helping dozens of engineers land leadership positions, I've learned that the traditional approach to networking fails at senior levels. Here's what really works: 1. Stop collecting random connections. Start building a "brain trust" of 5-7 deep relationships with peers at your target level. These become your sounding board, insider guides, and eventually, your advocates. 2. Contribute meaningfully to technical communities before you need anything. Senior engineers who regularly share learnings in Slack groups, contribute to open source, or solve problems on GitHub build credibility that recruitment posts never can. 3. Document your engineering approach publicly. Writing thoughtful posts about technical decisions, architecture patterns, or leadership philosophies gives hiring managers insight into how you think—which matters more than your resume. 4. Master the "problem-focused" conversation. When meeting engineering leaders, avoid asking about job openings. Instead, ask about their current technical challenges and offer perspectives. These exchanges demonstrate your value naturally. 5. Find the "kingmakers" in your desired organization. These aren't recruiters or hiring managers—they're respected senior engineers whose technical opinion carries weight. One referral from them outweighs 50 applications. 6. Develop specialized knowledge in emerging areas where talent is scarce. Becoming the go-to person for a specific technical domain creates inbound opportunities when companies need that expertise. 7. Join technical decision-making forums. Participating in architecture reviews, RFC discussions, or technical design panels positions you alongside senior engineers and makes your transition to their level feel natural. 8. Create leverage through comparative knowledge. Engineers who can speak intelligently about how different companies solve similar technical problems bring unique value to senior discussions. 9. Understand the "hidden org chart" Who actually influences decisions versus who has the formal authority. This insight comes only through relationship building. 10. Be deliberately visible during company inflection points. Major product launches, technical migrations, or strategic pivots create opportunities for external experts to engage meaningfully. The traditional networking advice—attend events, send cold messages, ask for referrals—works for entry and mid-level roles but falls flat for senior positions. At senior levels, you don't get hired through applications. You get hired because the right people already know your value.

𝐀 𝐟𝐞𝐰 𝐲𝐞𝐚𝐫𝐬 𝐚𝐠𝐨, 𝐈 𝐚𝐭𝐭𝐞𝐧𝐝𝐞𝐝 𝐚 𝐥𝐚𝐫𝐠𝐞 𝐢𝐧𝐝𝐮𝐬𝐭𝐫𝐲 𝐜𝐨𝐧𝐟𝐞𝐫𝐞𝐧𝐜𝐞. 𝐇𝐮𝐧𝐝𝐫𝐞𝐝𝐬 𝐨𝐟 𝐩𝐞𝐨𝐩𝐥𝐞 𝐰𝐞𝐫𝐞 𝐞𝐱𝐜𝐡𝐚𝐧𝐠𝐢𝐧𝐠 𝐛𝐮𝐬𝐢𝐧𝐞𝐬𝐬 𝐜𝐚𝐫𝐝𝐬, 𝐚𝐝𝐝𝐢𝐧𝐠 𝐜𝐨𝐧𝐧𝐞𝐜𝐭𝐢𝐨𝐧𝐬 𝐨𝐧 𝐋𝐢𝐧𝐤𝐞𝐝𝐈𝐧, 𝐚𝐧𝐝 𝐦𝐨𝐯𝐢𝐧𝐠 𝐨𝐧 𝐭𝐨 𝐭𝐡𝐞 𝐧𝐞𝐱𝐭 𝐢𝐧𝐭𝐫𝐨𝐝𝐮𝐜𝐭𝐢𝐨𝐧 𝐰𝐢𝐭𝐡𝐢𝐧 𝐦𝐢𝐧𝐮𝐭𝐞𝐬. 𝐈𝐭 𝐟𝐞𝐥𝐭 𝐥𝐢𝐤𝐞 𝐬𝐩𝐞𝐞𝐝 𝐝𝐚𝐭𝐢𝐧𝐠 𝐟𝐨𝐫 𝐩𝐫𝐨𝐟𝐞𝐬𝐬𝐢𝐨𝐧𝐚𝐥𝐬. By the end of the day, my pocket was full of business cards, but I couldn’t remember half the conversations. That’s when it hit me: networking isn’t about collecting names, titles, or LinkedIn connections. It’s about building relationships that actually matter. Here’s what I learned the hard way: - When you treat networking as a numbers game, you end up with contacts, not connections. - When you reach out without a clear purpose, people can sense it—and the conversation rarely goes far. - When you don’t nurture relationships over time, they fade away before any real value is created. So what works instead? - Adopt a value-first mindset. Before reaching out, I ask myself, “How can I contribute to this person’s journey before asking for anything?” Sometimes it’s sharing an article, making an introduction, or just offering encouragement. - Prepare before connecting. A little research goes a long way. Personalizing a message shows genuine respect for someone’s time and creates a much stronger first impression. - Maintain relationships. I’ve learned that small, consistent touches—congratulating someone on a promotion, commenting thoughtfully on their posts, or checking in periodically—make a big difference in keeping connections alive. Over time, I’ve discovered that quality connections always outweigh quantity. The few meaningful relationships I’ve nurtured have opened more doors, created more opportunities, and led to more collaboration than any pile of business cards ever could. 𝐒𝐨, 𝐈’𝐦 𝐜𝐮𝐫𝐢𝐨𝐮𝐬, 𝐡𝐨𝐰 𝐝𝐨 𝐲𝐨𝐮 𝐚𝐩𝐩𝐫𝐨𝐚𝐜𝐡 𝐧𝐞𝐭𝐰𝐨𝐫𝐤𝐢𝐧𝐠? 𝘞𝘩𝘢𝘵’𝘴 𝘸𝘰𝘳𝘬𝘦𝘥 𝘣𝘦𝘴𝘵 𝘧𝘰𝘳 𝘺𝘰𝘶 𝘪𝘯 𝘣𝘶𝘪𝘭𝘥𝘪𝘯𝘨 𝘨𝘦𝘯𝘶𝘪𝘯𝘦, 𝘭𝘰𝘯𝘨-𝘵𝘦𝘳𝘮 𝘱𝘳𝘰𝘧𝘦𝘴𝘴𝘪𝘰𝘯𝘢𝘭 𝘳𝘦𝘭𝘢𝘵𝘪𝘰𝘯𝘴𝘩𝘪𝘱𝘴? #NetworkingStrategy #ProfessionalGrowth #BusinessRelationships #CareerDevelopment #LinkedInTips #RelationshipBuilding #CoachIshleenKaur #InternationalBusinessCoach LinkedIn News LinkedIn News India LinkedIn for Small Business

𝗠𝗲𝗻𝘁𝗼𝗿: 𝗧𝗵𝗲 𝗚𝘂𝗮𝗿𝗱𝗶𝗮𝗻 𝗔𝗻𝗴𝗲𝗹 𝗧𝗵𝗮𝘁 𝗦𝗲𝘃𝗲𝗿𝗮𝗹 𝟭𝘀𝘁-𝗬𝗲𝗮𝗿 𝗖𝗼𝗻𝘀𝘂𝗹𝘁𝗮𝗻𝘁𝘀 𝗨𝗻𝗱𝗲𝗿𝘂𝘁𝗶𝗹𝗶𝘇𝗲 The mentoring ecosystem is one of the most valuable tools you can leverage when you’re new to consulting. But often, due to lack of knowledge, fear of hierarchy, or simple misconceptions, new joiners fail to tap into its full potential. Here’s how to make the most out of your mentor-mentee relationship: 1️⃣ Choose a Relevant Mentor Don’t settle if the mentor assigned to you isn’t a good fit. Whether they’re too busy, located in another geography, or focused on a different industry, it’s important to find someone who can truly guide you. If needed, don’t hesitate to request a change. 2️⃣ Have a Transparent Intro Session Kick off your mentorship by being honest. Share your background, aspirations, fears, and the areas where you need help. The more your mentor knows about you, the better they can support your growth. 3️⃣ Set Up Regular Meetings Don’t just reach out when things go wrong. Establish a regular cadence for check-ins. This will help build a consistent relationship and ensure you’re not waiting until a crisis to get advice. 4️⃣ Keep Your Mentor Updated Be proactive in keeping your mentor informed about your progress—client appreciation emails, not getting project staffing, training sessions you are attending, or setbacks in your projects. This helps them stay engaged and ready to help when needed. 5️⃣ Prep Your Mentor for Appraisal Time Mentors, especially principals or partners, are super busy and often manage 8-10 mentees. If they’re going to advocate for your appraisal, make their life easier. Create a one-pager pitch highlighting why you deserve a good rating or promotion. Discuss this with them so they can present your case in the best light possible. 💬 What has been your experience with mentoring? 👇 Share your insights or tips below! #beingconsultant #MBB #consultingcareers #mentorship

I stood at the edge of the corporate world.  Behind me: 20 years of steady bonuses and familiar faces.  Ahead: The unknown world of starting anew. One step and I'd be in free fall. I took that step. Mid-fall, I realized I needed a parachute, one built of connections and insight. So I started weaving. I reached out to 100+ leaders who'd made this leap before. CXOs, Founders, Innovators on every continent. The results floored me: • 99 out of 100 strangers said yes (Only one person said "I'm too busy" for this) • Our talks sparked 'aha' moments (For them, they said, not just me. Win-win!) • I scored a dream team of cheerleaders (From strangers to wise guides) Here's the three principles I used: 🌟 𝐄𝐯𝐞𝐫𝐲𝐨𝐧𝐞 𝐡𝐚𝐬 𝐚 𝐬𝐭𝐨𝐫𝐲 𝐰𝐨𝐫𝐭𝐡 𝐥𝐢𝐬𝐭𝐞𝐧𝐢𝐧𝐠 𝐭𝐨 • Don't just ask what they do, ask "What made you pick this?"  • Ask "What twists happened in your career plot?" • Ask "What drives to do this even today?" 🌟 𝐄𝐯𝐞𝐫𝐲𝐨𝐧𝐞 𝐡𝐚𝐬 𝐚𝐧 𝐢𝐧𝐬𝐢𝐠𝐡𝐭 𝐲𝐨𝐮 𝐜𝐚𝐧 𝐥𝐞𝐚𝐫𝐧 𝐟𝐫𝐨𝐦 • Ask "What unexpected challenge came up?"  • Ask "What expectations are unfulfilled?" • Ask "What are you still figuring out?" 🌟 𝐄𝐯𝐞𝐫𝐲𝐨𝐧𝐞 𝐤𝐧𝐨𝐰𝐬 𝐬𝐨𝐦𝐞𝐭𝐡𝐢𝐧𝐠 𝐲𝐨𝐮 𝐝𝐨𝐧'𝐭 • Ask "What's one piece of advice you would give to someone in my position?"  • Ask "Who else would you recommend I meet?" • Use the advice to shape your new path. The lesson? Networking isn't about collecting contact cards. It's about curiosity and connection. What one new insight have you uncovered through networking? Photo: me with Peter Bostelmann. One curious chat turned my hero into my mentor. #LinkedInNewsAsia #Networking #Entrepreneurship #EmotionalIntelligence