“I don’t have a mentor, and at this point in my career, I don’t think I need one.”
Professional decorum kept me from saying what I thought as I listened to a senior executive from a well known company talk about how dedicated he was to developing others and helping them be successful, but in the very next sentence spoke about how he’d accomplished enough to arrive in his dream position, and therefore no longer needed such help from others.
In truth, I hear this often. It always goes something like this: “I can be a mentor, but I don’t need one.”
But it doesn’t work that way. Knowingly or unknowingly, these individuals are taking the position that they have arrived, that they have nothing left to learn–a mistake both in practice and in perception.
Done being mentored=done learning, done growing, content to stay the same.
I concede the point that the higher level one attains, the more difficult it is to find adequate mentors, but is not having one what’s best for any leader, or any organization?