Mentoring isn’t just a buzzword—it’s a vital part of building success, especially for women in Australia’s motoring industry. In male-dominated spaces, a mentor can provide the support, guidance, and advocacy you need to grow. Research shows the difference mentoring makes: mentees have a 72% retention rate, compared to just 49% for those without mentors.
It’s clear—mentoring truly matters.
The Psychology Behind Mentoring
At its heart, mentoring is a relationship built on trust and mutual growth. A good mentor creates a safe space where you can take risks, face challenges, and grow. The mentor learns too, gaining new perspectives and insights through their role. This mutual exchange is supported by psychological theories like Attachment Theory, which helps explain why the connection can be so powerful: it builds confidence and fosters exploration.
Similarly, Self-Expansion Theory highlights how both mentor and mentee grow by sharing knowledge, experiences, and skills. The Rhodes Model takes it a step further by reminding us that mentoring isn’t just about acquiring professional skills; it’s also about emotional, social, and cognitive development. In an industry like motoring, this kind of comprehensive support is essential.
Why Mentoring Works—And How You Can Make It Work for You
Here’s what the numbers say: workers with mentors are five times more likely to get promoted. That’s a huge benefit for your career trajectory. But mentoring doesn’t just help with advancement—it makes work more enjoyable too. 90% of workers with mentors say they’re happy in their jobs, which is pretty compelling.
Beyond career growth, mentoring boosts workplace diversity and inclusion. Studies show that mentoring programs increase minority representation in management by 9% to 24%—a powerful stat that highlights how mentoring helps break down barriers.
Finding the Right Mentor
A great mentor isn’t just experienced—they truly care about your growth and success. When looking for a mentor, here’s what to keep in mind:
- Good Listener: A mentor should actively listen, understanding your goals, challenges, and ambitions.
- Flexibility: Look for someone who can adapt to your learning style and the pace at which you’re growing.
- Emotional Intelligence: Beyond technical skills, a great mentor understands the emotional demands of the job, providing guidance in high-pressure situations.
How Long Should a Mentoring Relationship Last?
The ideal length of a mentoring relationship is around 6 to 12 months. This gives you enough time to build rapport, set and achieve goals, and see progress. That said, mentoring doesn’t have to be long-term—situational or short-term mentoring can be just as effective. The key is regular, meaningful check-ins. Aim for at least one conversation a month to keep the relationship productive.
Building a Framework for Success
To create a strong mentor-mentee relationship, clear expectations are essential:
- Set Goals: From the beginning, agree on what success looks like. Whether you’re after career advice or technical skills, make sure your mentor knows what you’re hoping to achieve.
- Active Listening: Both you and your mentor should engage in thoughtful dialogue, ensuring open communication.
- Celebrate Wins: Acknowledge your accomplishments—both big and small. This builds confidence and keeps the momentum going.
- Feedback Loops: Constructive feedback is crucial. Your mentor should help you improve, and you can provide feedback to keep the relationship balanced.
Experience and Qualifications
A good mentor is someone with relevant experience, ideally between 5-10 years in the same or similar field. More than this, and they may struggle to connect with the evolving workplace dynamics. These mentors should have industry-specific knowledge as well as soft skills like communication and emotional intelligence.
Techniques for Meaningful Mentoring
Mentoring thrives on certain strategies like active listening—staying present and fully comprehending the mentee’s challenges. Open-ended questions allow mentees to explore their goals, while techniques like mind-mapping and appreciative inquiry help them visualise possibilities and draw from past successes.
Certification and Qualifications
In some fields, mentors require formal certifications (especially in high-risk areas like mental health coaching), but for many, experience and interpersonal skills are the most valuable. The mentor-mentee dynamic also benefits when mentors are committed to continuous learning, staying updated on industry trends and encouraging their mentees to pursue lifelong learning.
By anchoring the mentoring relationship in these principles and techniques, mentors can offer valuable insight and guidance, helping mentees gain both technical expertise and personal growth. This holistic approach is essential for navigating industries like motoring and motorsport, where challenges can be unique and daunting.
Types of Mentors
Mentors can vary in their approach and style:
Sponsors: These mentors actively advocate for you, using their influence to open doors and promote your advancement.
Affirmers: They provide emotional support and help build your confidence, especially when you face doubts.
Advisors: They offer practical advice based on their experiences and help you navigate challenges, offering guidance on career decisions.
Evaluating Mentor Suitability
Before committing to a mentor, check their references:
Have they mentored successfully before?
What doors did they open for past mentees?
Can they offer you the networking or career opportunities you need?
Look for mentors who’ve had a measurable impact on their past mentees’ careers.
Mentoring Programs to Explore
If you’re ready to find a mentor, here are some fantastic programs that cater specifically to women in motoring:
Women in Automotive Apprenticeships Program: Run by MTAQ, this initiative pairs female apprentices with mentors from BUSY Sisters, offering vital support in male-dominated trades.
Women with Drive Program: This program, developed by Sanfilippo Consulting, helps women aiming for leadership roles in the automotive industry, blending personal growth with networking opportunities.
Women in Automotive (WinA): Initially offered by the VACC, this program was recently obtained by Rachel Reed Butler, Nadine Armstrong and Kate Peck, and provides mentorship, training, and networking to empower women across automotive roles.
The Role of Advocacy in Mentoring
A mentor who advocates for you can be a game-changer. Advocacy means leveraging their influence to create opportunities, push for your visibility, and open doors that may otherwise remain closed.
In industries like motoring, where women often face bias, advocacy is a way to level the playing field. A mentor who champions your achievements and ensures you’re recognised for your talents is invaluable. Advocacy not only helps you gain confidence, but it also fosters inclusivity in the workplace.
Mentoring as a Path to Self-Advocacy
Ultimately, mentoring is about empowerment. When you see your potential through a mentor’s eyes, it helps you advocate for yourself. You’ll learn how to speak up for what you need, whether it’s a promotion, leadership role, or new opportunities.
Mentoring helps you develop the confidence and skills to navigate your career and take ownership of your growth. Whether you’re a mentee looking for guidance or considering becoming a mentor yourself, these relationships are an essential part of driving change and fostering success in Australia’s motoring industry.
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Bridget Bell is a seasoned motorsport media professional and a skilled mechanic, with over a decade of experience in On-Air Hosting, Event Hosting, Television Presenting and Commentating. Passionate about supporting women in both the industry and motorsport, Bridget volunteers as a mentor and actively champions female representation.
Disclaimer: While due research has been conducted, the views expressed in our articles are those of the author and may not necessarily reflect everyone’s views. If you notice an error, please email quoting the blog article title and an explanation of the error.