“When pushed to analyse their desire to secure a coveted mentor, most can’t. And that’s because we’re approaching mentorship all wrong – seeing mentors as magical creatures who will solve our professional problems and unlock new opportunities for us. Instead, we should be thinking more strategically and realistically about why we feel the need to have one.

“Mentors are fantastic if you’re looking to build a long-term relationship with a more experienced colleague or peer, ie someone who can provide advice or act as a sounding board for career decisions and challenges. But it’s not the only option. And I’d argue that when most people say they’d like a mentor, they’re actually looking for a career champion.”

What is a career champion? And how does it differ from a mentor? The crux is that while a mentor can offer guidance, advice and a supportive ear, a career champion provides more tangible opportunities and introductions. Think of it like this: a mentor might help you prep for an interview for an exciting role, whereas a career champion is the one who got you that interview in the first place by throwing your name into the ring.

“You’ve likely seen examples of career championing in practice,” Kaye notes. “The manager who consciously credits you and ensures seniors take note of your achievements; the company director who notices potential in junior employees and sends exciting new opportunities their way; a professional contact who’s always happy to recommend you for roles, send leads in your direction and keep the LinkedIn plaudits rolling in.”

Why you need a ‘career champion’, not just a mentor