Most people would agree that we can all achieve better levels of professional success with the guidance and help of a mentor; someone with whom we can discuss our career plans, evaluate options and achievements, and work through issues.

Key managers often have many key skills but these may require honing or enhancing before promotion to partnership can be assured. There may be someone suitable in your firm who is prepared to free up enough time to act as a mentor. Often however even if someone is asked or expected to fulfil this role they are missing either the training, the talent or the time. There’s invariably something else more pressing to do than to fulfil their obligations as a mentor.

This is one of the reasons why it can make more sense to engage a mentor from outside the firm. Indeed, there is much to be said for engaging a senior, experienced, highly regarded and ‘expert’ practitioner who is committed to mentoring a select number of ambitious professions. Imagine the positive impact this is likely to have on their confidence. But I would say that wouldn’t I!