competence

Recently, in a post entitled “Want to improve? Give people permission to tell you the truth.”

I wrote:

“As scary as it is, if you REALLY want to improve, seek developmental feedback.

But NOT from just anyone.

Ask people you trust.
Ask people who have experience in your industry or craft – either firsthand or through extensive observation.
Ask people who have no vested interest in the outcome of your decisions…

…Ask for suggestions. Find qualified teachers and credible mentors.”

If you’ve decided to be brave and seek out developmental feedback from “qualified teachers and credible mentors” your first step is to:

1. Define “qualified” and “credible” so you can identify those people.

In my experience, “qualified” can be interpreted to mean that someone has a degree or certification or some sort of credential they’ve earned through a structured educational or training program. But much too often, that degree or certification represents completion in that program and not necessarily COMPETENCE. I’ve personally gotten more than a few clients because the “credentialed” person couldn’t actually DO the work.

(Sometimes a certification is necessary to meet eligibility requirements, but I stopped getting certifications to enhance my credibility a few decades ago when I recognized that, in many cases, anyone could become certified if they paid for it. I chose instead to diligently pursue competence, strive for excellence, demonstrate a strong work ethic and genuinely care about the needs and success of my clients, which resulted in a solid reputation and a client base built by referrals.)

So, if a credential isn’t a dependable measure of qualified or credible, then what should you look for in a mentor?

Someone who is doing what you want to learn to do – and is doing it well.

These are the people you want to emulate. Research their credentials, find out where they obtained their education and training and who their teachers were. Check out their websites, their Linkedin and any other social media presence they may have. Look for articles they’ve written or interviews they’ve given. If you discover they’ve quoted a book, read it. What they’ve done and experienced has helped them get to where they are today and there’s value in that information. After you’ve learned all you can about them on your own, consider reaching out to them personally.

2. In a career search, one way to find good advice would be through something called an Informational Interview.

An informational interview is different than a job interview in that there’s no specific job opportunity available. Rather, the conversation centers around learning about a particular field or career or even a company, so the interviewer can gain a better understanding of best practices and potential pitfalls. Usually, the interviewer comes away from an informational interview with some solid advice from someone who is or has been where they want to go. Approaching someone to interview can be scary, but you would be surprised at how often a complete stranger is willing to give you a few minutes of their time to give you insight into their chosen profession and tell you about their journey.

For more information about how to prepare and conduct an informational interview, check out What Color Is Your Parachute? 2019: A Practical Manual for Job-Hunters and Career-Changers by Richard N. Bolles.

3. Identify good teachers by identifying their students.

Finding a good teacher can be tricky. Forget about advertisements. They are often written by someone about themselves and who would ever say anything negative about themselves when they are advertising their own services? Instead, seek out (a) word of mouth referrals, (b) search for social media comments and reviews by their clients (and former clients) and most importantly (c) look at their students, especially long-time students. You would never intentionally get a haircut from someone if you knew all their clients had terrible haircuts. The same mentality applies when it comes to evaluating a teacher.

For instance, I’ve taken voice lessons on and off for decades. I found my current vocal coach because I heard someone sing and thought “Wow! I want to learn to do THAT!” I was drawn to excellence in a student’s performance and I wanted to know who their teacher was – I NEEDED to know who their teacher was.

If you are considering a teacher and none of their students are doing what you want to learn and doing it well, it could be that none of their students are talented or teachable, but the odds of that are slim. If you can’t find a single student of theirs who is demonstrating excellence, or at least growth, my personal advice is to find another teacher. If you still decide you want to work with them, don’t commit to a long-term student/teacher relationship with them immediately. A few lessons or classes during a trial period should tell you whether you are a good fit.

A Caveat:

If your teacher only ever gives you positive feedback, don’t settle for it. Compliments may make you FEEL better, but it won’t help you GET better. After all, if you were perfect, you wouldn’t need their help. Ask them directly to TELL you what weaknesses they see you struggle with and what you need to work on.

4.

Finally, if your teacher runs out of developmental feedback (constructive criticism), YOU’VE OUTGROWN THEM. It’s time to move on and find another teacher who will challenge you.