A Decade in Finance: Reflections on Mentorship and Growth

My finance career has now spanned over a decade – a thought that both amazes and humbles me. It truly does feel like just yesterday I was navigating the unfamiliar waters of my first Accounts Payable role. I remember the shaky confidence, the constant reliance on my managers for guidance, and the sheer overwhelm of it all. It's funny how easily those feelings can fade with time.

Now, as I watch the newer members of my team find their footing, I'm struck by how crucial it is to remember what it's like to be at the beginning. It's so tempting to expect them to perform at the level we're at today, forgetting the years of experience and development that got us here. We weren't born knowing how to do this; we were mentored, supported, and given the space to grow.

That's why I feel so passionately about mentorship, especially for those just starting out. I'm writing this not just as a manager, but as someone who has been there. I urge every finance manager, accounting manager, and finance director to take a moment and reflect on their own early career experiences. Think about the people who made a difference, the moments that shaped you. Now, consider how you can be that person for someone else.

Mentorship isn't just a buzzword; it's a responsibility. It's not enough to simply train someone on the technical aspects of the job. True mentorship requires understanding the individual, recognizing their unique learning style, and adapting your approach accordingly. It means stepping outside your own comfort zone to invest the time and energy needed to provide the best possible learning experience. It means truly caring about their growth and success.

Here are a few tips I've found helpful for effective mentoring:

• Listen Actively: Truly hear what your mentee is saying, both verbally and nonverbally. Ask clarifying questions and show genuine interest in their perspectives and challenges.

• Build Trust: Create a safe space where your mentee feels comfortable being vulnerable and asking for help. Confidentiality is key.

• Set Clear Expectations: Discuss what you both hope to achieve through the mentorship relationship. Establish clear goals and timelines.

• Provide Specific Feedback: Avoid vague comments. Offer concrete examples of what your mentee is doing well and where they can improve. Frame feedback constructively, focusing on behavior and impact, not personality.

• Offer Guidance, Not Answers: Resist the urge to simply tell your mentee what to do. Instead, guide them through the problem-solving process by asking open-ended questions and encouraging them to explore different options.

• Share Your Experiences: Don't be afraid to share your own career journey, including your mistakes and lessons learned. This can help your mentee feel less alone and more confident in navigating their own challenges.

• Be Patient: Growth takes time. Be patient and supportive, even when progress seems slow. Celebrate small victories and acknowledge effort.

• Encourage Networking: Help your mentee build their professional network by introducing them to other colleagues and industry contacts.

• Be a Role Model: Your actions speak louder than words. Demonstrate the qualities you want to see in your mentee, such as professionalism, integrity, and a commitment to continuous learning.

Think about the impact you could have. Imagine, 10 years from now, a young professional looks back on their career and remembers you as the person who championed them, guided them, and helped them unlock their potential. Imagine them paying that forward, becoming mentors themselves, and creating a ripple effect of support and growth. That's the kind of legacy we should all strive for. Let's make mentorship a living, breathing part of our daily practice, and empower the next generation of finance leaders to thrive.