Mentors: Models & Theories
- personal995
- May 28, 2024
- 6 min read
Updated: Dec 10, 2025
Index
Purpose
Mentors: Models & Theories is a section of Mentors.
This page and section exists to provide useful tools for understanding, exploring, and curating your Mentors.
The more useful Models & Theories you have in your mental toolkit, the more prepared you will be to make quality decisions amongst complexity.
Introduction
Models & Theories are essential tools for understanding, exploring, and interacting with the world around us. They help us unlock the mysteries of nature, solve practical problems, and drive progress and innovation in various fields of human endeavor.
With that in mind, first we want to align this with what we are trying to achieve. Ultimately we want to grow and achieve our Goals. The Models & Theories then, need to help us to formulate strategic plans that can do just so.
The thing with strategic plans is they are more often than not dealing with systems of chaos (human nature, environments, economies, complex adaptive systems etc), and as such can not be completely fixed. They need to be adaptable.
Dwight D. Eisenhower, the American military officer and statesman, once said, "In preparing for battle I have always found that plans are useless, but planning is indispensable."
There are very few perfect models or theories that suit every situation. Every individual's unique goals have specific requirements to successfully execute them.
However, there are often general, timeless, adaptable or customisable Models & Theories that can be utilised to begin building momentum, or which are suitable to create from, a unique and flexible strategic plan.
These Models & Theories are selected and continually curated with this aim in mind.
Get creative. Use the Models & Theories verbatim, if they serve you in that form. If not, use them purely as idea generators, as partials to build upon or as starting points to adapt and customise.
If none specifically suit, move on to the Self Review, Lessons and Case Studies and create your own working model.
Process
With your Values and Goals front of mind, what is it you are aiming to do or achieve? Once you have that clear for yourself:
Review all the Models & Theories below. Do any appear to provide the beginnings of a structure you can use as a strategic plan?
If so, start working through the steps and build momentum, adapting as it suits for your specific situation.
If not, do some partial aspects or a sum of parts approach to help you customise a strategic plan?
If still not, move on to the Self Review, Lessons and Case Studies and create your own working model.
Models & Theories
1. On Mentorship by Relationship
Summary: Seeking mentorship is a dynamic process for personal development, combining various models and theories. The Mentorship by Relationship Model emphasizes building meaningful connections with others to enhance personal and professional growth.
List of options and steps for mentorship by relationship:
Identifying Mentorship Opportunities: Recognize potential mentorship in various life aspects, including work and skill development.
Traditional Mentorship: Seek experienced individuals for guidance and support in your field.
Reverse Mentorship: Learn from younger or less experienced individuals, embracing mutual growth.
Peer Mentoring: Establish a supportive network with peers for shared learning.
Strength of Weak Ties: Engage with acquaintances for diverse perspectives and opportunities.
Six Degrees of Separation: Leverage existing connections for potential mentorship relationships.
Social Learning Theory: Observe and learn from individuals whose achievements you admire.
Informational Interviewing: Gain insights through interviews with professionals in your field.
Mentorship Compatibility: Seek mentors aligned with values and goals for a positive relationship.
Proximity and Community Engagement: Actively participate in relevant communities for networking.
Online Platforms and Networking: Use platforms like LinkedIn to connect virtually with professionals.
Targeted Mentorship Programs: Explore and participate in formal mentorship programs.
The Ladder of Inference: Challenge assumptions and embrace diverse perspectives in mentorship.
Feedback and Self-Awareness: Seek continuous improvement through feedback and self-reflection.
Conclusion: By following these steps, individuals can actively shape their personal development journey, live well, and do their best work through meaningful mentorship relationships.
2. On Mentorship by Proxy
Summary: The Mentorship by Proxy Model focuses on extracting wisdom and guidance from influential figures who may be inaccessible or deceased. Utilizing available resources, individuals can indirectly benefit from the experiences and teachings of these distant mentors.
List of options and steps for mentorship by proxy:
Selecting Distant Mentors: Identify influential figures, whether historical or inaccessible, whose principles align with your goals.
Biographies and Autobiographies: Read extensively about the lives, challenges, and decisions of chosen mentors through biographies and autobiographies.
Documented Wisdom: Explore writings, speeches, and recorded interviews to gather insights and lessons left by the distant mentor.
Philosophical Mentoring: Embrace the philosophy or principles advocated by the chosen mentor as a guiding framework for decision-making.
Legacy Organizations: Engage with organizations dedicated to preserving the legacy of the chosen mentor, accessing resources and events that offer insights.
Creative Visualization: Engage in exercises like visualization to imagine how the distant mentor would approach various situations or challenges.
Incorporate Their Teachings: Actively apply the principles and lessons learned from the distant mentor into daily life for personal growth.
Interactive Media: Leverage documentaries, podcasts, or interactive websites that showcase the life and wisdom of the chosen mentor.
Conclusion: By following these steps, individuals can draw inspiration and guidance from distant mentors, even when direct interaction is not possible. This model empowers personal development by incorporating the valuable insights left by influential figures into one's own life and work.
3. On Approaching a Potential Mentor
Summary: Approaching a potential mentor is a strategic process that involves careful preparation and clear communication. Here’s an overview of a potential process you can customise to suit your situation, and various options for finding and approaching a mentor, and the steps you should follow:
Overview
A mentor can provide guidance, support, and valuable insights based on their experience. Approaching a potential mentor requires respect for their time and a clear understanding of what you hope to gain from the relationship.
Options for Finding a Potential Mentor
Professional Networks:
Attend industry conferences, seminars, and networking events.
Join professional organizations or online forums related to your field.
Workplace:
Identify senior colleagues or leaders within your organization.
Participate in company mentorship programs if available.
Educational Institutions:
Reach out to former professors or academic advisors.
Utilize alumni networks.
Online Platforms:
Use LinkedIn to connect with industry experts.
Engage with thought leaders through their blogs, webinars, or social media.
Personal Connections:
Ask friends, family, or colleagues if they know someone who could be a good mentor.
Steps for Approaching a Potential Mentor
Research:
Identify potential mentors who have the experience and expertise you seek.
Learn about their background, achievements, and interests.
Self-Assessment:
Clarify your goals and what you hope to achieve from the mentorship.
Be prepared to explain why you are seeking a mentor and what you bring to the table.
Initial Contact:
Start with a polite and concise introductory message.
Mention how you found them and why you admire their work.
Clearly state your request for mentorship.
Follow Up:
If you don’t receive a response within a week or two, send a polite follow-up message.
Respect their decision if they decline or don’t respond after the follow-up.
First Meeting:
Prepare a list of topics or questions you want to discuss.
Be punctual, respectful, and attentive during the meeting.
Discuss mutual expectations and how often you would like to meet.
Building the Relationship:
Show appreciation for their time and advice.
Implement their suggestions and provide feedback on your progress.
Maintain regular contact, but be mindful of their time.
Aim to give back. See what you can do to add value to their lives and work also.
Evaluate and Adapt:
Periodically assess the mentorship relationship to ensure it’s meeting your needs.
Be open to adapting the arrangement or seeking additional mentors if necessary.
Tips for Success
Be Genuine: Authenticity builds trust and rapport.
Be Specific: Clearly articulate your needs and goals.
Be Respectful: Acknowledge and appreciate the mentor’s time and effort.
Be Patient: Building a meaningful mentorship relationship takes time and effort from both parties.
Conclusion: By following these steps and considering the various options for finding a mentor, you can effectively approach and establish a productive mentorship relationship that benefits both you and your mentor.
By reviewing these models and theories above you can pick and choose what may work best for you and your own unique situation, try, test and refine your process to suit. To the point where you begin to see improvements and compound your results moving forward.
Output Checklist
Completed Strategic Review Worksheet from The Workbook for approaching any Mentors related opportunities or challenges, guided by all key learnings from this section.
Next Steps
If you feel you have key learnings to takeaway, return to Mentors: Main to integrate into your Output Checklist.
To continue to learn more, move on to Mentors: Self Review.
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