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Reimagining Mentorship: From One Mentor to Many

Traditionally, mentorship programs pair individuals with a single mentor. While this approach works, it doesn’t always address the varied needs of today’s professionals. Pete introduced us to the concept of a Personal Board of Advisors (PBA), which encourages individuals to build a team of mentors, each serving a unique role.

 

Some key roles outlined included:

• Buddy: A peer-level guide for tactical support.
• Champion: A senior advocate who champions your career growth.
• Functional Mentor: A mentor with deep expertise in your specific field.
• Cross-Functional Mentor: A mentor from outside your discipline, offering fresh perspectives.
• Accountability Partner: Someone to keep you focused and on track.
• Coach: Typically external and paid, offering project-based guidance.
• Successor: A reverse mentor who learns from and partners with you.

By diversifying mentorship through a PBA, professionals gain a well-rounded support system, access to broader insights, and ongoing accountability.

 

Career Mapping: A Roadmap for Growth

Pete also shared a valuable tool to guide mentoring conversations: the 5-dimensional career map. This framework helps professionals outline:

1. Roles & Jobs: Past and current positions and future aspirations.
2. Skills & Tools: The competencies you’ve developed and those you want to grow.
3. Education & Certifications: Training that supports your goals.
4. Accomplishments: Milestones that define your career journey.
5. Fun & Personal Goals: Non-work ambitions that contribute to balance.

We worked through the first steps of our own career maps during the session, creating a foundation for more productive mentoring relationships.

 

Our Questions, Answered

During the session, participants asked thoughtful and practical questions about implementing mentorship programs and career mapping. Here are some highlights:

• Q: How do I start building my personal board of advisors?

A: Start small. Identify two to three roles you need most right now, such as a buddy or a functional mentor. Reach out to people in your network who fit those roles and ask for an exploratory conversation.

• Q: What if I feel unqualified to be a mentor?

A: Mentorship doesn’t require a badge or certification. Start by sharing your experiences and lessons learned. Ask questions, and let the relationship grow organically.

• Q: How do I introduce career mapping into my mentoring conversations?

A: Begin with a draft career map that includes your past roles and future aspirations. Share it with your mentor, ask for feedback, and adjust as you go. Remember, career maps evolve over time.

• Q: What if I don’t have a formal mentorship program at work?

A: Use informal conversations to build your board of advisors. Many successful mentorship relationships start with a simple coffee chat or LinkedIn message.

 

What’s Next for PMI Pittsburgh Mentorship?

This session was just the beginning. PMI Pittsburgh is planning exciting new mentorship initiatives for 2025, including updates to our existing mentoring program. Get excited for a more dynamic and tailored approach that incorporates tools like career mapping and personal boards of advisors.

Stay tuned for updates in your inbox, as we’ll be rolling out these initiatives in February. Our goal is to help you connect, grow, and thrive in your project management journey.

 

More Resources to Explore

Looking to dive deeper into mentorship? Check out Pete Schramm’s book, Pathfinders, for actionable insights and tools to map your career and build your personal board of advisors: Pathfinders Book.

Connect with Pete on LinkedIn for more ideas and updates: Pete Schramm on LinkedIn.

Let’s make 2025 a year of growth, connection, and success—for PMI Pittsburgh and all of our members.