I used to think mentorship meant finding one perfect, all-knowing person who would guide me through every career decision for the next 40 years.
I was looking for Yoda. And because I couldn't find Yoda, I had no mentors.
That was a mistake.
The reality is that mentorship isn't about finding one person. It's about building a network of people who can help you grow in different ways. And once you realize that, having a mentor — or rather, a mentorship network — becomes the single highest-leverage career move you can make.
Here's the framework I use now, borrowed from some of the best design teams in the world.
The 4 types of help you actually need
We often use "mentor" as a catch-all term, but it actually breaks down into four distinct roles. You probably need all of them at different times.
1. The Ad-Hoc Mentor (The "Coffee Chat")
This is casual. It's a one-off conversation with someone whose skills you respect.
What it's good for:
- Getting feedback on a specific portfolio piece
- Asking "How did you handle X situation?"
- Learning about a new tool or method
- Figuring out if you vibe with someone enough to ask for more
2. The Traditional Mentor (The "Guide")
This is what we usually think of. It's a deeper, supportive relationship where someone helps you navigate your career holistically.
What it's good for:
- Long-term career planning
- Navigating team politics
- Personal development and soft skills
- Providing a safe space to vent and reflect
3. The Coach (The "Trainer")
This is performance-focused. A coach challenges you to stretch beyond your current limits. It's less about "how are you feeling?" and more about "how can we get you to the next level?"
What it's good for:
- Accelerated skill development
- Focused practice on a specific weakness (e.g., public speaking, visual design)
- Honest, sometimes brutal feedback
4. The Sponsor (The "Advocate")
This is someone with authority who uses their political capital to open doors for you. They talk about you when you're not in the room.
What it's good for:
- Getting promoted
- Getting assigned to high-visibility projects
- Moving into leadership roles
Note: You can't just ask someone to be your sponsor. You earn sponsorship by delivering value and building trust over time.
Why you need them: The 3 dimensions of growth
Okay, but what are they actually teaching you?
Early in our careers, we obsess over tools. We think design mastery is about Figma, Framer, or React. But true seniority is built on three pillars. Your mentors help you level up in each one:
1. Tradecraft (The Hands)
The ability to execute. Precision, tooling, production quality.
- Am I proficient in the tools I need?
- Can I get from idea to artifact efficiently?
2. Stagecraft (The Voice)
The ability to communicate. Storytelling, presentation, context.
- Can I explain why this design matters?
- Can I present to executives without losing them?
- Do I understand the business context behind the pixels?
3. Statecraft (The Relationships)
The ability to influence. Politics, alliances, shared values.
- Can I build relationships across teams (engineering, product, sales)?
- Can I move people toward a shared goal?
- Can I navigate organizational friction without burning out?
Most of us are good at Tradecraft. We're okay at Stagecraft. We're terrible at Statecraft. That's usually where a mentor changes the trajectory of your career.
How to start (without being weird)
The biggest barrier to mentorship is the awkwardness of asking. "Will you be my mentor?" feels like a marriage proposal on a first date.
Don't do that.
Start small
Ask for specific advice. "I'm struggling with X. I noticed you're good at X. Could I buy you a coffee and ask how you approach it?"
Be prepared
Never show up with "So... tell me about your career." Come with specific questions. Show you've done your homework. Respect their time.
Make it a two-way street
Mentorship isn't charity. Mentors get value too — they refine their own thinking, they get fresh perspectives, and they build their own network (future success reflects well on them).
Diverse inputs yield better outputs
Don't just look for mentors who look like you or have your exact job title. Look for:
- Peers (they're going through the same thing)
- People in different roles (engineers, PMs)
- People outside your company
The bottom line
Stop waiting for a formal program. Stop waiting for someone to "pick" you.
Look at the people around you. Who has the Tradecraft, Stagecraft, or Statecraft you want? Go ask them a question.
That's day one.