Tips for Learning from Influential Mentors

My weekends are often spent mentoring, and I frequently get asked how I find the time and if it gets exhausting. For me, it doesn't. Spending a few hours each week lecturing at a college, solving issues for friends, or catching up with contemporaries is a delight. The diversity of my work is like being a space traveler: one day, it's creating music with Ankur Tewari; the next, it's discussing comedy with Tanmay Bhatt, or exploring the future of publishing with Shreya Punj. My schedule might exhaust others, but as Amit Varma says, it's like creating a picture of the universe—the more dots, the clearer the picture. And as I say, "To sprinkle stardust, you have to visit the stars." Every person is an adventure, an Aladdin’s cave filled with treasure. The question is, can you unlock them? Some steps for Learning and Mentoring Conversations - Listen More Than Talk: Truly hear what the other person is saying. - Keep Devices Away: Focus on the conversation unless taking notes, and inform them if you are. - Frame Questions Well: Ask open-ended questions to elicit more than a yes or no. - Set Goals: Establish clear objectives for mentoring sessions. - Encourage Openness: Create a safe environment for sharing. - Be Patient: Let the conversation flow naturally. - Provide Constructive Feedback: Offer supportive insights. - Summarize and Reflect: Ensure understanding and engagement. - Follow Up: Check progress and continue discussions. - Stay Curious:Maintain genuine interest in their journey. - Encourage Self-Reflection: Prompt deep thinking about their actions. - Respect Boundaries:Be mindful of sensitive topics. These strategies help create meaningful, effective learning conversations that enrich both parties.

The best mentors I’ve had weren’t only in venture capital. Early in my career, I assumed the best way to find mentors was to look for people who I wanted to be in 10 or 20 years. The idea was simple: find someone who had already walked my path and learn from them. But over time, I realized this approach was too narrow. Some of the most valuable mentorship I’ve received has come from people in completely different industries—asset management, infrastructure, technology, even government. And that’s because the best insights don’t always come from someone who thinks exactly like you—they come from someone who sees around corners you don’t even know exist. What I’ve learned about mentorship: 1. Go beyond your industry. If you only take advice from people in your field, you’ll likely get the same thinking as everyone else. My most valuable mentors weren’t just in venture—they were in adjacent fields where the challenges were similar but the solutions were different. That cross-pollination of ideas has been game-changing. 2. Don’t just look for “older and wiser.” Some of my best mentors have been peers, founders, and even people earlier in their careers who simply had a different lens on a problem. Experience matters, but perspective matters more. 3. Make mentorship a two-way street. The best mentor relationships aren’t transactional. They’re built on mutual respect and intellectual curiosity. I’ve found that when I engage with my mentors as equals—asking thoughtful questions, sharing my own insights—it strengthens the relationship and leads to even better advice. I’ve been fortunate to learn from incredible mentors who have fundamentally shaped how I think about business, leadership, and investing. But the biggest lesson? A great mentor doesn’t have to be someone who looks just like your future self. They just have to help you think in ways you wouldn’t on your own.

🌿 The Power of Genuine Mentorship Over the last few years—and more visibly in this past year—I’ve reflected deeply on what truly defines good mentoring. It’s easy to assume that mentorship is about sharing frameworks, introducing contacts, or offering advice on business problems. But if there’s one thing I’ve learned by observing some of the finest leaders I’ve known—people like Pankaj Rai (He/Him/His), Santhosh Cherian, Pramod Chandrasekhar, tatavarthy sekhar, Bharat Joshi Sir, S. A. Anwar Jaffari (Jaff Bhai), Christina Vijaykumar, Aarti Joshi, Aparajit Varkey, Gurpreet Singh sir and Pramila Rayapudi—it’s this: ✨ Real mentorship is a human connection first. I still remember my mentee Neelima Bawa Mishra sharing her experience after a conversation with Pankaj Rai (He/Him/His). She said: "He spent 80% of the time asking personal questions—Who are you as a person? What is happening in your life? What shapes your choices?—and only after truly listening did he move to the business challenge. And then, in the same breath, he offered his network to help." That is mentorship that transforms. My own approach has been shaped by such examples. I believe that if you want to mentor someone meaningfully, you have to: ✅ Spend quality time understanding them from every angle—behavioral patterns, thinking styles, emotional needs. ✅ Notice whether a word is enough or if they need a phrase, or sometimes just your quiet presence. ✅ Watch how they process input—do they act immediately, or do they sit with an idea for days? ✅ Understand their personal circumstances, because no professional aspiration is free from life’s contexts. These insights don’t happen in a single conversation. They happen in countless one-on-ones, in the small, unglamorous hours when you choose to show up. I often think back to Santhosh Cherian, who never missed a one-on-one with me, not once in a year. Those 30 minutes were sacred—he was fully present, sharing insights, offering clarity, and sometimes teaching us something as simple (and profound) as: When to write an email and when to pause. If you look at Sai Acuity this year, the initiatives are not random projects—they are outcomes of this cumulative, collective mentoring: ✨ The Monday Morning Learning Podcast ✨ The Trio ✨ The DualLens ✨ InkSpire ✨ LaunchPad ✨ The InnerOffice ✨ Campus Catalyst ✨ The Silent Boardroom Every conversation with leaders like Sanjiv Agarwal, Sunil Kumar M, Srikanth Chengalvala, Poonam Gupta Khan, Saraswathi Ramachandra (She/Her/Hers) and so many others has helped shape these platforms. I genuinely hope—and trust—that these efforts become a global movement. A movement that helps students and professionals navigate the corporate corridors with a little more ease, a little more purpose, and a lot more humanity. Grateful to every mentor who shaped me, every mentee who trusted me, and every fellow traveller who reminded me why this work matters. #Mentorship #Leadership #Purpose #SaiAcuity

Have you ever thought about the people who have shaped your career without ever being formally called your "mentor"? Some of the most impactful advice I have received was from people who never called themselves mentors. Today, I am reflecting on those quiet guides who impacted my professional path with their wisdom, character, kindness, and example. The Gift of Unconditional Love: 1- Max Babri One of the most prominent leaders in coaching/consulting in Pakistan. I learned from Max the power of unconditional love, forgiveness, and a positive mindset. I learned that when people feel truly valued for who they are, not just what they produce, their best work emerges. Max's example taught me that the most powerful thing a leader can do is remove fear from the equation. Generosity in Knowledge Sharing and being resilient: 2- Qaiser Abbas Award-winning leadership Coach and author. I learned from Qaiser, resilience and the power to change one’s circumstances rather than waiting passively for opportunity. While some keep knowledge to themselves as currency, Qaiser shares freely, elevating everyone around him. Learning to Laugh at Yourself: 3- "Learn to laugh at yourself. Don't take yourself too seriously," advised Nadeem Chauhan during a training session. It’s a lesson in humility and resilience. These words freed me from perfectionism. I always think about how important this advice is for positive workplaces. The Power of leaders who believe in us: 4- Liz Powne, Group Director Workforce at Epworth HealthCare, and well respected for her ability to balance the operational needs of a large healthcare workforce with a strong focus on culture, professional standards, and the well-being of staff. Liz showed me how transformative it is to have just one person who truly believes in you. "Embrace your journey exactly as it is," she would say, helping me see my career break not as a liability but as a unique strength. Her belief in me restored my belief in myself, and her example of kind assertiveness transformed how I show up in professional spaces. So, how do you find mentors like these? - Here are some tips: - Look beyond formal titles. Mentors can be anyone in your network who inspires you. - Look for secure people. They don't need credit and are not threatened by your growth. - Seek out those who challenge your thinking. They push you to grow. - Value diversity in experiences and perspectives. It enriches your learning. - Cultivate gratitude and openness. It invites wisdom into your life. The truth is, we are all both mentors and mentees throughout our careers. So today, I challenge you to reach out to those quiet mentors in your life. Let them know how they shaped your path. To all my mentors, THANK YOU for your guidance. You have shaped my journey in ways words can't express. 🙏 #LinkedInNewsAustralia #Leadership

Be close to those whose today looks like your tomorrow. We all have dreams, of career growth, financial independence or a life of impact. Then there struggle to achieve them. Often, we want to give up due to lack of support. Proximity to the right people can accelerate our journey. A simple truth is: Every dream we have, someone is already living it. What should we do? 1. Stop only looking Up, start looking around Do not look to far ahead, there are many just a few steps ahead. People we can talk to. Observe. Work with. Shadow. Learn from. Being close does not always mean physical presence, it can be: • Reading their content • Listening to their talks • Attending their webinars • Engaging on LinkedIn • Or even asking for mentorship You do not need to know them personally to learn from them. But you must be intentional. 2. Do not intellectualise too much, just ask “How Did You Do It?” Most people ask successful individuals what they did. Few ask why they did it that way. Be curious about: • Their decision-making process • What they stopped doing to grow • Mistakes they would avoid if starting today • Their mindset during hard times These conversations offer insights we will not find in books or courses. 3. Provide before you seek Want someone more experienced to guide or support you? Do not just ask for help. Offer value. • Help them with research • Offer feedback • Support their projects • Share their work genuinely The best mentorships are not one way. 4. Audit your circle Look at the five people you spend the most time with. Are they moving toward something? Are they growing? Or are they just complaining, coasting or stuck? Proximity to energy, ambition and belief matters more than proximity to comfort. 5. Be “That Person” for someone else The most beautiful part of this journey? Someone will one day look at your life and think: “Their today looks like my dream. I want to be around them.” Do not chase people for status. Seek people for substance. Be close to those whose today looks like your tomorrow and then become that person for someone. Grow. Learn. Rise.

Not all mentors are created equal. Over the years I’ve come across three distinct archetypes, and each I believe has had their own place in my journey. 𝗧𝗵𝗲 𝗘𝘅𝗽𝗹𝗮𝗶𝗻𝗲𝗿 can articulate every aspect of the role, break down complex processes, and help you understand the thinking behind decisions. Some of my best learning in my early years has come from people who haven’t built or shipped many products themselves, but are exceptional teachers, including some fantastic content creators across various platforms. Their ability to synthesize frameworks and communicate complex concepts clearly helped me build mental models that I still use today. 𝗧𝗵𝗲 𝗣𝗿𝗮𝗰𝘁𝗶𝘁𝗶𝗼𝗻𝗲𝗿 is in the trenches daily, navigating real challenges and adapting to current conditions. Throughout my career, I've sought mentors who were one level ahead of me, senior PMs when I was junior, staff PMs when I was senior. They were deeply familiar with the exact challenges I was facing and could offer tactical guidance on everything from deep domain knowledge to roadmap prioritization to stakeholder dynamics because they had literally been in my shoes months earlier. 𝗧𝗵𝗲 𝗠𝗮𝘀𝘁𝗲𝗿 has achieved exceptional results and operates at the highest level. Some of my most transformative conversations have been with leaders who've reached VP/CPO level across Amazon, Microsoft, Stripe, and Airbnb. They help me step back from daily tactical work to think strategically about my career trajectory. They see patterns across market cycles, recognize emerging opportunities, and guide me on how to position myself for long-term success. They also recognize my strengths and teach me how to play to them. 📌 Match your mentor to your current needs. Early in your career? Start with an Explainer. Facing immediate challenges? Seek a Practitioner. Ready to reach the next level? Find a Master. 📲 Who is the one mentor who had added value to your journey so far? Tag them below and let them know how awesome they are. 

When I started out as a young diplomat, reaching out to senior colleagues felt terrifying. I didn’t want to seem unprepared or annoying, even though I had so many questions—how does the State Department really work? How do I navigate the bidding process to find my next role every 1-3 years? How do I lead effectively when I’m still figuring everything out myself? But here’s what I learned: most people remember what it’s like to be in your shoes. And so many are more than willing to help if you just ask. Once I got over the fear of reaching out, I found mentors who guided me through some of the toughest parts of my career, like: • Building influence in a large, bureaucratic organization. • Managing multi-million-dollar budgets and teams. • Learning how to have those hard but necessary conversations. • Balancing work and life as I became a parent. • Mentoring others as I moved into leadership roles. What’s key is realizing that mentorship is not a one-way street. A strong mentor-mentee relationship is a partnership where both sides learn and grow. Mentors gain insight into what emerging leaders are thinking, experiencing, and innovating. Mentees get the clarity, confidence, and strategy to move forward in their careers. The best advice I’ve received came from mentors who weren’t like me (or didn’t look like me)at all, who brought fresh perspectives and pushed me to see opportunities I hadn’t considered. And mentorship isn’t just casual coffee chats—it works best when it’s structured. Formal check-ins, shared goals, and mutual accountability make a world of difference. That structure helps you grow faster and ensures both sides get something valuable out of the relationship. The truth? The hardest part is asking for help. After that, the possibilities are endless. So, don’t hesitate—reach out, build those connections, and see where it takes you. It could change your career, just like it changed mine.

Going from leader to mentor builds a 2-way street to success: Here's why the best leaders are also the best teachers. The mutual learning process is key to rapid growth. Both mentor and mentee gain valuable insights. Mentorship isn't just career advice. It's a career accelerator. Here's how to find and create game-changing mentor relationships: 1. Know your growth areas • Identify specific skills you need to improve • Example: "I need to get better at financial modeling for pitches" 2. Find the right mentors • Look beyond LinkedIn - attend conferences and join forums • Find successful people who aren't in the spotlight • Consider mentors from different industries for new ideas 3. Make a strong first impression • Mention their work that impressed you • Show how their skills match your career needs • Share an insight about their work to start the conversation 4. Be ready for each meeting • Write a brief summary of your goals and progress • Update them on how you've used their previous advice • Prepare 2-3 situations where you need their help 5. Give back to your mentor • Test their new products or projects • Introduce them to new talent in their areas of interest • Help build their personal brand through speaking or writing 6. Build a diverse mentor network • Mix long-term mentors with short-term advisors • Example: An industry expert, a tech guru, and a rotating specialist • Review your mentor relationships every 6 months 7. Set clear goals • Use objectives and key results to guide your relationship • Check progress every three months • Be open about your career moves and ask for their advice 8. Learn from mentors indirectly • Study their career choices through research • Try out one strategy from each mentor every month • Keep a log of what you learn and how it helps you grow The best mentorship relationships evolve into collaborative partnerships. Aim to reach a point where you're brainstorming solutions together, not just receiving advice. P.S. If you found this valuable, repost for your network ♻️ Join the 12,000+ leaders who get our weekly email newsletter: https://lnkd.in/en9vxeNk Lead with impact.

𝗠𝗲𝗻𝘁𝗼𝗿: 𝗧𝗵𝗲 𝗚𝘂𝗮𝗿𝗱𝗶𝗮𝗻 𝗔𝗻𝗴𝗲𝗹 𝗧𝗵𝗮𝘁 𝗦𝗲𝘃𝗲𝗿𝗮𝗹 𝟭𝘀𝘁-𝗬𝗲𝗮𝗿 𝗖𝗼𝗻𝘀𝘂𝗹𝘁𝗮𝗻𝘁𝘀 𝗨𝗻𝗱𝗲𝗿𝘂𝘁𝗶𝗹𝗶𝘇𝗲 The mentoring ecosystem is one of the most valuable tools you can leverage when you’re new to consulting. But often, due to lack of knowledge, fear of hierarchy, or simple misconceptions, new joiners fail to tap into its full potential. Here’s how to make the most out of your mentor-mentee relationship: 1️⃣ Choose a Relevant Mentor Don’t settle if the mentor assigned to you isn’t a good fit. Whether they’re too busy, located in another geography, or focused on a different industry, it’s important to find someone who can truly guide you. If needed, don’t hesitate to request a change. 2️⃣ Have a Transparent Intro Session Kick off your mentorship by being honest. Share your background, aspirations, fears, and the areas where you need help. The more your mentor knows about you, the better they can support your growth. 3️⃣ Set Up Regular Meetings Don’t just reach out when things go wrong. Establish a regular cadence for check-ins. This will help build a consistent relationship and ensure you’re not waiting until a crisis to get advice. 4️⃣ Keep Your Mentor Updated Be proactive in keeping your mentor informed about your progress—client appreciation emails, not getting project staffing, training sessions you are attending, or setbacks in your projects. This helps them stay engaged and ready to help when needed. 5️⃣ Prep Your Mentor for Appraisal Time Mentors, especially principals or partners, are super busy and often manage 8-10 mentees. If they’re going to advocate for your appraisal, make their life easier. Create a one-pager pitch highlighting why you deserve a good rating or promotion. Discuss this with them so they can present your case in the best light possible. 💬 What has been your experience with mentoring? 👇 Share your insights or tips below! #beingconsultant #MBB #consultingcareers #mentorship