At the heart of Accra’s bustling business district stood the sleek glass-and-steel office of Ayekoo Consults, a reputable HR firm. Its open-plan setup buzzed with activity, where seasoned professionals shared space with fresh graduates eager to climb the corporate ladder. Among the latter was Abena Mensah, a bright-eyed operations assistant with aspirations of becoming a consultant.
Abena had joined the firm with high hopes, but as months passed, she realized that navigating the corporate world was more challenging than she’d imagined. Deadlines loomed, expectations soared, and office politics reared its ugly head. She needed guidance and a mentor to help her thrive.
One rainy Tuesday afternoon, Abena found herself in the lunch room with Dzifa, a senior consultant. Dzifa was known for her sharp tongue and unmatched client pitches. Her reputation preceded her, and many in the office either admired her or feared her. Abena, however, saw Dzifa as the epitome of success.
“Dzifa,” Abena began hesitantly, “I’ve been struggling to figure out how to advance my career here. You’re so accomplished. Do you think you could mentor me?”
Dzifa raised an eyebrow but smiled. “Of course, Abena. I’ve been where you are, and I’d be happy to guide you.”
Abena beamed, thrilled that someone of Dzifa’s stature had agreed to mentor her. Over the following weeks, she followed Dzifa’s advice to the letter. Dzifa taught her the importance of assertiveness, shared strategies for impressing clients, and encouraged her to attend networking events. Abena’s confidence grew, and her work started receiving recognition. She felt unstoppable.
But soon, cracks began to show. Dzifa’s mentorship came with a price.
One Friday evening, as the office emptied, Dzifa approached Abena’s desk.
“Abena, I need you to draft this proposal for me. It’s due Monday morning,” Dzifa said, placing a thick folder on her desk.
Abena frowned. “But I’ve got my own deadlines to meet.”
“Think of this as part of your learning process,” Dzifa interrupted, leaving no room for argument.
Reluctantly, Abena stayed late while working on Dzifa’s proposal. The trend continued: Dzifa increasingly delegated her work under the guise of “mentorship.” Abena found herself sacrificing her own tasks to help Dzifa shine. When she raised concerns, Dzifa dismissed her.
“Abena, this is how the corporate world works. You have to pay your dues.”
It wasn’t long before Abena’s own performance began to suffer.
Her manager, Kwame Auku, called her into his office one afternoon.
“Abena, your work hasn’t been up to standard lately,” Kwame said in a firm tone. “Is everything okay?”
Abena hesitated. Should she tell him about Dzifa? But she worried it would make her seem ungrateful or, worse like she couldn’t handle the pressure.
“I’ll improve, sir,” she promised.
That evening, as Abena sat at her desk, Nana Yaw, a senior colleague from another department, approached her. Nana Yaw was known for his approachable demeanor and willingness to help younger employees.
“Abena, you’ve been working late a lot lately. Is everything alright?”
Abena sighed, deciding to confide in him. “I asked Dzifa to mentor me, but it’s been overwhelming. I’m doing more of her work than my own.”
Nana Yaw nodded thoughtfully. “Abena, mentorship is about guidance and growth, not exploitation. A good mentor should uplift you, not use you. Have you considered finding someone else?”
Abena paused. Nana Yaw’s words struck a chord. She realized she had chosen Dzifa for the wrong reasons: her status and outward success, not her values or willingness to invest in others genuinely.
The following day, Abena mustered the courage to speak to Dzifa. “I appreciate your guidance, but I think I need to focus on my own work now.”
Dzifa looked surprised but shrugged. “Suit yourself, Abena. Good luck.”
With Dzifa out of the picture, Abena approached Nana Yaw, who agreed to mentor her. Unlike Dzifa, Nana Yaw took the time to understand her goals and offered practical advice without taking advantage of her. Slowly but surely, Abena regained her footing, excelling in her role and earning the respect of her peers.
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Moral of the Story
The right mentor can transform your career, but choosing a mentor requires discernment. Look beyond surface achievements and seek someone who genuinely supports your growth and aligns with your values. Mentorship should empower, not exploit. Be intentional and wise about who you allow to shape your journey.
5 Key Things to Consider When Choosing a Career Mentor
Choosing a career mentor can be a transformative step in your professional journey. As a young employee starting out, here are five key factors to keep in mind:
1. Aligned Goals and Values
Your mentor should resonate with your career aspirations and values. If you’re passionate about technology, for instance, a mentor thriving in that industry can provide relevant and inspiring insights. Similarly, shared values create a strong foundation for trust and mutual respect.
2. Proven Experience and Credibility
Look for a mentor with a track record of success in your field or the one you aspire to enter. Their experience and practical knowledge can provide you with invaluable guidance, help you navigate challenges, and offer advice that’s rooted in real-world scenarios.
3. A Willingness to Invest in Your Growth
A great mentor should be approachable and genuinely interested in helping you grow. Choose someone open to sharing their time, resources, and expertise who will challenge you to step out of your comfort zone while offering support when needed.
4. Strong Communication and Listening Skills
Effective mentorship thrives on open communication. Your mentor should provide guidance and listen to your goals, challenges, and concerns. Choose someone who offers constructive feedback and encouragement tailored to your unique situation.
5. A Clear Understanding of Boundaries
While it’s great to have a close mentor-mentee relationship, professionalism must always be maintained. Ensure that your mentor respects your individuality and career decisions, allowing you to grow into your authentic professional self rather than molding you into their image.
Is Having a Career Mentor a Must?
While having a mentor isn’t mandatory, it can be incredibly beneficial. A mentor acts as a guide, sounding board, and motivator, helping you accelerate your career journey and avoid common pitfalls. However, the absence of a mentor shouldn’t hinder your progress in self-learning networking, and leveraging resources like books and online courses can also fuel your growth.
Ultimately, mentorship is a tool, not a necessity. If you find the right person who aligns with your goals and values, embrace the opportunity. If not, stay proactive in building your career independently while remaining open to finding one in the future.
