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Another key part of your
conversation with your mentee

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involves diving more deeply
into their future career paths.

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By this time, you’ve already
looked at the big picture

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of where your mentee would
like to be in the years ahead.

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Now it’s time to come up with
some options for them to consider

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as they take their next steps ahead.

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One option for them is to
continue in their same role

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so they can gain additional
knowledge and experience

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before they go on to their next job.

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Another option is moving
out of their current role

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into a new position
within the same department.

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This way, they gain
additional knowledge and insight

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as to what type of work they may
enjoy or be better or worse at.

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Yet, another option your
mentee could consider

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is taking their career to
a related department.

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This allows them to gain
greater understanding

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as to how the related departments
interact and potentially impact

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the other departments both
positively and negatively.

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This might be sales and marketing
or engineering and manufacturing.

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This option is especially
beneficial if the mentee comes back

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to the originating department as
an even more valuable resource.

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Once they have gained enough experience,
many mentees are ready to explore

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advance career options by moving
to different business units.

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In some cases, a person can
outgrow their opportunities

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in the current environment.

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As we all know, that happens.

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Sometimes, the timing just isn’t right.

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In times like these, the best path
might be leaving the organization.

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A person may have the skills
and desire for a new challenge,

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but one just may not exist in
the current organization.

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When this happens, remember one thing.

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Your role as a mentor
doesn’t need to be limited

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to the walls of your organization.

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For example,
I’ve known more than one mentee

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who left the organization
to find new opportunities.

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When they did, they took
my friendship with them.

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In these cases, my mentees and I
have continued to stay in touch

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as friends to this day.