Head of Talent at The RealReal

Javier Orellana

At times early in my career, I felt stuck. I understood the theory and had a logical thought process, but I was unsure of where to start. What was the next step needed to land that project or get a seat at the table? In those moments, I wish I had realized how valuable a mentor would have been. Thankfully, some trial and error and a few supportive leaders got me on my way. As I began to be afforded opportunities and saw success in my career, I felt it necessary to find ways to give back and provide those same opportunities to others in my sphere. More recently, I specifically remembered my previous desire for some early-on career guidance. This thought led me to begin offering my support as a mentor and I’ve been greatly rewarded. Working through problems, sharing anecdotes, and generally cheering on my mentees has been an incredibly fulfilling experience. I know these people are going to exceed their expectations and hopefully they’ll be mentoring their group of people looking for a push in the right direction.

As an HR professional, it is imperative to continuously build for the future of HR. The HR space is constantly changing, and it is important to have a strong pipeline of upcoming talent. As experts in the field, it is the responsibility of leadership to provide the guidance and support needed to succeed. A surefire way to develop the next generation of HR professionals is through mentorship. Mentors can help mentees to grow their skills and knowledge, build their networks, and gain the experience they need to move into leadership positions. Our obligation as leaders is to coach and teach our business partners. That is doubly important for our direct reports. In that regard, it is our job to make our team more successful than ourselves. We need to help our teams overcome obstacles, remove roadblocks, and accomplish more than what was thought possible.

However, mentorship should not be reserved just for leaders. Mentorship is an integral part of our DNA and, dare I say, our core values as HR professionals. We are responsible for developing and implementing HR policies and programs and often have a wealth of experience and knowledge to share with others. Any experienced specialist in the field can share their wisdom and show enthusiasm for the success of others.

I believe being a mentor is one of the best ways to give back to the HR community. Mentorship can help to ensure that the HR profession continues to grow and evolve. Effectively allowing you the opportunity to not only develop careers but also solidify that Human Resources remains a valuable asset for businesses and organizations. Mentorship is a rewarding experience that can have a positive impact on the lives of others. I encourage all HR leaders to consider becoming a mentor.

"Mentorship guides those who are just starting in their careers as well as ongoing support and purpose for those of us who are further along in our careers " 

If you are considering becoming a mentor, there are some things you can do to be successful. First, it is important to be transparent with your mentee. Be ready and willing to share your experiences and knowledge, and be supportive of their goals. You should also be patient and understanding. Mentorship is a process, and it can take time to build a strong relationship.

Here are some tips for being a successful mentor:

●    Practice good listening skills

●    Support and encourage

●    Be honest and open

●    Be patient

●    Share your experiences

●    Be available to your mentee

It is equally important to continue to challenge and grow our own skill set. There is value in having mentors, even as self-proclaimed experts. If you are interested in finding a mentor, you can start by reaching out to friends and colleagues. You can also check with a local HR association or professional development organization. And of course, there are a variety of online mentoring programs available. When looking for a mentor, it is important to find someone who has a complementary skillset. You should also make sure that you feel comfortable with the person and that you have a good rapport. Once you have found a mentor, be sure to set clear expectations for the partnership. Discuss what you hope to gain from them and what you are willing to contribute.

Mentorship can be quite beneficial for mentees in many ways. Mentors can help mentees to develop a plan for career success. They can also share their own experiences and insights, which can be invaluable in helping mentees to make informed decisions. They can provide support and guidance on personal development issues, such as time management, stress management, and communication skills. They can also offer a different perspective and help them to find solutions. Mentors may be able to introduce mentees to other professionals in their field, which can help them to build their networks and learn about new opportunities. This could provide a sense of belonging and community and help others feel like they are part of something bigger than themselves. Additionally, a mentor can aid in developing confidence and self-esteem; helping a mentee to believe in themselves and their abilities.

Mentorship guides those who are just starting in their careers as well as ongoing support and purpose for those of us who are further along in our careers. It can help to develop a bench of up-and-coming talent and build strong connections within the HR community. For me, being a mentor has not only provided me the chance to share and give back but also to stay connected to new perspectives and fresh ideas. I’m grateful for these opportunities and look forward to continued learning and knowledge sharing.