Ask the Business Coach Joyce K. Reynolds is an expert Business Coach who works with CEOs, Sr. Execs, entrepreneurs and countless others providing knowledge, solutions, motivation and support that assist her clientele in successfully meeting workplace challenges. Find out more about Joyce's coaching practice. Getting Ahead Question: I have read several of articles where the career BlueSuitMom has a mentor. With the economy the way it is and jobs so tight, how is it still possible to establish this kind of a relationship at work? I know the company I work for used to do these kinds of things, however, with all the downsizing it appears that movement is very limited and those who still have jobs are too busy to help. R.W> Answer: It is very helpful for young managers to have mentors. In fact, a landmark study from the Harvard Business Review established that mentorship is the best way for emerging executives to gain professional assistance and guidance in setting and meeting goals and learning the critical skills needed to manage workplace politics. Finding the right in-house 'tutor' is a challenge - especially for women - even in the best of times. This is more the case in today's workplace which is filled with stress, insecurity, competition and job consolidation due to difficult economic times. In this case, there are two alternatives you might consider if the right person is not available in your workplace. Investigate the opportunities in your community as there are often groups that sponsor programs for young mangers including the assignment of mentors. For example, a New York City group, Women Unlimited, provides mentoring and educational services to women who are managers. Also, many colleges and universities have programs for their alumni that include assigning mentors. If that search does not produce satisfactory results, consider getting together a small group of peers who are equally serious about their careers and form a 'mentorship group.' Establish a mission and regular meeting times for the group. Determine how interim contacts that will serve as mutual support will be handled. Be very careful to set guidelines that will prevent negativity, complaining or gossip to infiltrate the positive nature of the group. Establish ongoing focus based on good management reading such as Learning to Lead, Warren Bennis and Joan Goldsmith; The Oz Principle, Getting Results Through Individual and Organizational Accountability, Roger Connors, Tom Smith, Craig Hickman; or The Inner Game of Work, W. Timothy Gallwey. And, do not miss Woman to Woman 2000, Becoming Sabotage Savvy in the New Millennium, Dr. Judith Briles. Assign a rotating leader for the meetings and focus on sharing what each of you is learning through the chosen texts. There will be a number of excellent benefits to establishing this kind of activity in the workplace. The first, of course, will be the development of a meaningful support and training system for yourself and your peers. Additionally, you will be demonstrating your professional seriousness and adding a positive dimension to the corporate culture. As the group matures, you will be able to attract the interest of the very managers you might have wanted as mentors. You may then be able to capture some of their time if only on special occasions as you invite them to 'speak' to your group. While finding a mentor still remains a largely ad hoc process, it would be to your great credit to find ways to make it more a part of the fabric of your workplace by spearheading programs in that direction. Also see: • Ask Joyce your workplace questions • More questions • One-on-one business coaching Disclaimer: The information in this column is intended to provide the reader with general ideas or concepts to be used as part of a broader base of knowledge they collect to determine their own best course of action and solutions most suitable for solving their workplace challenges. The information in this column is not guaranteed to be the appropriate solution for each individual.