by Katerina Jones
Katerina Jones
There are countless articles published on the importance and value of mentorship, and we saw this idea cited often during Women’s History Month in March. Many writers stress the fact that mentorship is especially critical for professional women in the workforce.
For professional women in a male-dominated industry such as oil and gas, mentorship can make the difference between a short-lived career and an enduring one where you can truly leave a lasting impression on not only other women—but on the industry as a whole.
I immigrated to the United States from the Czech Republic when I was 10 years old, not knowing a word of English. I worked two jobs in high school to help my mother make ends meet and worked three jobs while attending college full time on an academic scholarship. I spent a lot of time in the restaurant industry, working on the weekends and holidays, envious of guests on the other side of the table. It’s true, my sheer determination led me to where I am now, being a wife and mother and gaining knowledge and experience within many male-dominated industries. But along the way it has been clear to me just how important it is to help other women advance.
How mentors can support professional growth
According to a recent survey, 56 percent of American workers have had a professional mentor, while 76 percent believe that mentorship is important1. Having previously worked in male-dominated industries, including construction and motorcycle equipment, I am passionate about helping other women as they pursue careers in oil and gas. I have experienced the difference hard work and women can make, not only through mentoring other women, but also by bridging the gap with men in the oil and gas industry to help them understand gender differences as well as varying values women can offer their companies.
At the start of my career, I felt the right thing to do was to become “one of the guys,” understanding the language and learning their way of communicating with one another. I was passionate about my work and projects, intensely focused on client service, and was certainly growing in confidence within the industries I worked. But during this journey I realized the importance of stepping outside this mold and understanding the distinct differences between men and women—particularly in the areas of communication. For me, I was fortunate to work in a company environment where these diverse voices were encouraged—even within a male-dominated industry.
Other women are not so lucky. Many do not have the fortune I’ve had with supportive senior management. This is where mentorship becomes so critically important.
I know this because I’ve seen it first-hand, through my involvement with oil and gas associations and organizations where I’ve had the luxury of meeting hundreds of other professional women. Learning from these women has been instrumental in furthering my own professional career, as well as shaping the type of mentor I’ve now become to other professional women—of all career levels—inside my own organization. I’ve also made it a priority to focus on nominating women colleagues for industry awards and speaking engagements inside my organization so they can shine under their own spotlight, and it was also important to encourage them to attend the Women’s Forums from various associations for additional growth opportunities.
It’s okay to not be “just one of the guys”
I wanted to become a strong female mentor who could demonstrate to others how to be successful without having to just be one of the guys. It has been important to be strong and show how to make it okay to be female, even feminine, in the industry and serve as a leading example to others.
It is important for women to mentor other women, provide opportunities and lift each other up. The professional direction women receive from other women is essential. Consider the things female professionals need to be successful. Outside of professional talent and hard work, sometimes women need support from others to champion their ideas and goals, which, studies continue to show, may not always receive the same amount of direction and prioritization as those of male colleagues.
The right mentorship goes beyond emotional support and advice. It can be imperative in helping growing female leaders understand and successfully navigate the political minefields that every organization encounters, male dominated or otherwise.
Best practices for finding mentors
Finding mentors can be challenging for professional women, particularly younger women. Mentors, like portfolios, should be diversified. You should seek mentors with similar interests and with dissimilar interests. Mentorship should not just be a popularity club. You should seek mentors of various age groups, as long as they have sincere wisdom to share. You should also choose mentors who can support you in difficult times, but also challenge you and push you to be even better than you ever expect to be. Mentors are special people who have the ability to see potential, and help you reach that potential even when there are difficult situations to navigate.
Given these insights, professional women of all ages can have a better understanding of what to look for in a mentor, and how to grow their professional relationship to achieve great potential—in oil and gas or any other industry.
About The Author: Katerina Jones is Vice President, Marketing and Business Development at Fleet Advantage, a leading innovator in truck fleet business analytics, equipment financing, and life cycle cost management. For more information visit www.FleetAdvantage.com.
1: Professional Mentors Important to Employees, Study Finds – businessnewsdaily.com