Latest / The Career Mentor Podcast with Fexingo: Finding Mentors, Sponsors, and Career Advisors / How to Find a Mentor Outside Your Department
Transcript
- Lucas: So there's this story from a marketing manager at a mid-sized consumer goods company who felt completely stuck in her role. She'd been promoted twice, but every big project she pitched went to someone else, and she couldn't figure out why. Luna: Sounds frustrating. Was she not performing well? Lucas: No, her reviews were great. The problem was that all her mentors were in marketing. They knew her work, but they couldn't see how her ideas landed with the people who actually made decisions — the supply chain folks, the finance team, the guys in operations. Luna: So she was getting advice from people who thought exactly like she did. Lucas: Exactly. And that's a classic trap. When you only get mentored by people in your own lane, you end up with a very narrow view of how your company actually works. So she did something different. She reached out to a supply chain executive she'd worked with on one project, and asked if they could grab coffee every couple of months. Luna: And that changed things? Lucas: Within a year, she was leading a cross-functional initiative that saved the company millions. Not because the supply chain exec taught her marketing, but because he showed her how her marketing ideas could be framed as solutions to supply chain pain points. That's the power of finding a mentor outside your department. Luna: I love that. It's like getting a whole new pair of glasses. Lucas: So today, let's talk about how to find a mentor outside your department. Because most advice focuses on finding someone in your field, but the most transformative mentorships often come from the most unexpected places. Luna: But how do you even start? Like, who do you approach? Lucas: First, you want to identify people who have a different lens but still intersect with your work. Think about the departments that depend on your output, or that you depend on. For a marketer, that's sales, finance, product, sometimes legal. For an engineer, maybe customer support or operations. Luna: So, people who see your work from the outside, but are affected by it. Lucas: Yes. And don't just go for the most senior person you can find. Look for someone who's a few levels above you, who has a reputation for being a good communicator. You want someone who's not your boss, not in your chain of command, but who has influence in the organization. Lucas: Now, the approach matters. You don't want to send a cold email saying 'will you be my mentor?' That's a lot of pressure. Instead, ask for something specific and low-stakes. Like, 'I'm working on this project and I'd love your perspective on how it might impact your team.' Luna: That makes sense. It's less intimidating. Lucas: And when you meet, be genuinely curious. Ask about their challenges, their goals, how they see the company evolving. The best cross-functional mentorships are mutual — you're not just taking, you're offering a perspective they might not have either. Luna: So it's a two-way street. Lucas: Exactly. And that's what makes it sustainable. I've seen mentorships where the 'mentee' ends up introducing the mentor to a new way of thinking about a problem. That's when it really clicks. Luna: I had something like that with a finance mentor when I was a young writer. He didn't know anything about storytelling, but he taught me how to think about the business side of my work. And I helped him see how his numbers could be communicated more clearly to a general audience. Lucas: That's a perfect example. And it shows that you don't need to be in the same field to learn from each other. Luna: But what if you're remote or hybrid? It's harder to build those relationships organically. Lucas: It is, but it's not impossible. You have to be more intentional. Use your company's internal networking tools, join cross-functional projects, even just reach out over Slack or Teams with a thoughtful question. The key is to be proactive. Luna: So don't wait for the chance encounter in the break room. Lucas: Right. And that brings me to something personal. If you're listening, and this show has helped you think through a career move or decision, there's a small way you can keep it going. A handful of listeners chip in monthly through buy me a coffee dot com slash fexingo, and that's literally what funds making this many of these. Luna: Yeah, it's a small group, but it makes a big difference. We keep the show ad-free and independent because of that. Lucas: So back to the topic. Once you've found a cross-functional mentor, how do you make the most of it? First, come prepared to every meeting. Have a specific question or challenge to discuss. Don't just chat for thirty minutes without a purpose. Luna: And probably keep it consistent, right? Like a regular cadence. Lucas: Yes, a quarterly or monthly check-in is better than a one-off. And follow up after each meeting with a short email summarizing what you discussed and what you're going to do differently. That shows you're serious and builds trust. Lucas: Another thing: don't be afraid to ask for introductions. A good cross-functional mentor can open doors to other departments and people. They can vouch for you in circles you'd never have access to otherwise. Luna: That's how you get sponsored, not just mentored. Lucas: Exactly. And that's often the next step. Once you've proven you're reliable and open to feedback, a mentor outside your department can become a sponsor who advocates for you when opportunities come up. Luna: So what's the biggest mistake people make when trying to find a mentor outside their department? Lucas: I think it's being too narrow. They only think about people they interact with regularly. But the most valuable mentors are often the ones you don't see every day. They have a completely different vantage point on your work. Lucas: Also, people overthink the ask. They worry about being a burden. But most senior people genuinely enjoy advising others, especially when the request is specific and interesting. It's flattering to be asked for your perspective. Luna: So don't assume they're too busy. Lucas: Right. And if they say no, that's fine. It's not a rejection of you personally. It's just a timing thing. You can ask again in six months, or ask someone else. The worst case is you're in the same place you are now. Luna: That's a good mindset. You have nothing to lose. Lucas: So to recap: identify people in adjacent departments, approach with a low-stakes request, build a mutual relationship, and be consistent. That's how you find a mentor outside your department who can change your career. Luna: And maybe even change how you see your own work. Lucas: Exactly. So next time you're at a cross-functional meeting, look around the room. Who's there that you'd love to learn from? Maybe that's your next mentor.