Building Lasting Mentorships

No matter your level of experience, from PRSSA member to PRSA Fellow, you might feel pressure to know “everything” in our profession. I’m here to tell you 1) you don’t, and 2) it’s OK that you don’t!

In a profession where reputation is paramount, it can feel risky to admit to a manager or a direct report that you don’t have all the answers and need help.

That’s why having mentors is important at all career stages, as they serve as a hidden safety net.

External mentorship provides a neutral ground where you can focus on your professional challenges without fear of retribution (though I’d strongly argue that any leader who doesn’t allow this is a true red flag).

A factor for success

Finding impactful mentors is a critical success factor for your career and well-being. People with external mentors are twice as likely to be engaged at work (Gallup, 2025), and 89% of mentored employees say their mentoring relationship makes them feel more connected to their company (MentorcliQ, 2024).

Here are a few ways to maximize a mentor-mentee relationship.

1. Identify one personal career education gap.

As you start looking for external mentors, focus on asking for advice on one specific area. For instance, do you need help with:

• Mastering Agentic AI?
• Learning how to say “no” to demanding bosses?
• Moving from an agency role to in-house (or vice versa)?

2. Look for someone who has solved that specific problem.

One way to identify this is to look for people who have led workshops. MyPRSA has a wealth of information from those who have led virtual sessions on a seemingly infinite number of topics.

Implement what I call a “3-2-1 Warm-Up” approach. Spend a couple of weeks engaging with them online:

• Three meaningful comments on their LinkedIn/industry posts.
• Two “Shares” of their content with your own added insight.
• One direct message or email introducing yourself and referencing a specific point they made.

3. Offer to share your own insights.

Today, mentorship is a two-way street. Senior leaders are often desperate for insights from people of all ages and experiences. Offer value in return:

• AI beta-testing: Offer to show them a new tool you’re using.
• Trendspotting: Give them a perspective on a new social platform.
• Data sharing: Share an insight from a recent report you read.

Ask for a short 15-minute “Low-Friction” conversation. For example, “Hi, I’ve been following your work on Agentic AI and loved your PRSA webinar. I’m currently navigating how to use AI at work ethically and seeking an external perspective beyond my company. Are you open to a 15-minute conversation to discuss how you handled the ethical use of Agentic AI?”

After they accept (and they will), and you have your initial 15-minute meeting, please follow up promptly, thank them, and offer to serve as a resource.

As you learn and progress, please keep your mentor(s) updated. 

A great resource to check out is PRSA’s wonderful mentorship opportunities, including Mentor Connect, APR/APR+M planning, Champions for PRSSA, and Chapter-level programs. There are literally thousands of PR professionals willing and eager to share their thoughts.

Once you build confidence in working with mentors, consider expanding your network. Forward-thinking public relations professionals even build a full personal “Board of Directors” outside their company.