The conversation around Diversity, Equity, and Inclusion (DEI) has shifted dramatically in recent months. In the United States, we have moved from an era that championed DEI initiatives to one where they are increasingly being restricted or banned. I firmly believe that achieving excellence across all areas of any business requires the creative thinking from employees and teams with diverse backgrounds and experiences.

Once you have identified a willing mentor, your work begins. Always remember that your mentor is doing you a favor. Their time is limited and you may not be the only one seeking their advice and mentorship. The following are a few pointers to getting the most out of your mentoring relationship.

Increasingly mentors are assigned to junior employees by employers or universities.  Organizations that support small businesses match mentors and mentees. In some circumstances, lifelong relationships are created.   More likely, the forced circumstances result in short term relationships.  Mentoring cohorts can also work short term, but are not a long-term solution. Here are my suggestions to create meaningful mentor relationships.

Highlights and insights from my recent C-Suite Conversation with Benson Executive Search. We discuss how an organization should assess its current state, issues, and strategy and then recruit people who can be successful in a specific role. I also share how some of these practices have boosted the success of the business while also boosting diversity within its walls.