P2P

you put into your mentorship relationship the more you will get out of it. Mentorship has been a rewarding experience in my life, and I can't wait to introduce more people to mentorship." Reach out to Christine at – christine@ iltanet.org - if you would like to learn more. "If you want to go fast, go alone. If you want to go far, go together" — African Proverb And, there are other ways to find mentors and mentees outside of ILTA, too. • Consider developing an informal mentoring relationship with someone in your network. Is there someone who you admire, who has knowledge and experience from whom you can learn? Reach out and let them know you are looking for a mentor. If your ideal mentor does not have the bandwidth to work with you, they may know someone who is interested and available. • Leverage the power of networking to find potential mentors. Conduct informational interviews with people who you find interesting so that you can learn from their experience, while also building relationships. Let these professionals know that you are seeking a mentor for your professional development and specifically what you want to achieve. People in your network can help you find a match once they know your goals. • If you have a formal mentorship program at work, join it! Internal mentorship programs will give you exposure to new ways of working and solving problems, which will make your day-to-day work easier. You will also be demonstrating to your employer that you want to build your skills and relationships, while contributing to the overall organization. • Don't forget the value of reverse mentoring, particularly for people who are in leadership roles and whose tactical skills may be rusty. Reverse mentoring within an organization creates a strong sense of inclusivity. • If you don't have a formal mentorship program at work and you believe your organization could benefit from one, reach out to your leadership about the value of mentoring. Mentorship programs can help organizations retain talent and build a leadership pipeline, both being challenges that leaders are facing today. Mentoring programs are frequently developed through an HR department, but you could also build a mentorship program in your own department. Mentoring relationships can be transformational and remarkable. These relationships have helped both of us through the power of candid conversations, navigating difficult situations, and simply benefiting from someone else's experience. And, for all these reasons, this is why mentoring matters. ILTA Amy Wegener is an executive coach and consultant who par tners with leaders across multiple industries to help them set and achieve their professional goals and strategies. She was previously the Chief Practice Innovation Of f icer at a global law f irm. Amy is a member of ILTA's myMentor Committee. Amy can be reached at amywegener@amywegener.com. Glenn Hoxie is a Senior Project Manager in the Practice Innovation and Legal Solutions Department at Paul Hastings LLP. Glenn is a member of ILTA's myMentor Committee. Glenn can be reached at glennhoxie@paulhastings.com

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