In this insightful solo episode of Thriving in Intersectionality, host Lola Adeyemo challenges the traditional one-to-one mentorship model and introduces a powerful alternative: creating your personal board of directors. Drawing from her experience serving on multiple nonprofit boards and navigating her own career as an immigrant woman of color in STEM, Lola shares a strategic approach to assembling mentors who can address different aspects of your professional development and intersectional identity.

• Why traditional mentorship models often set both mentors and mentees up for disappointment
• How to identify gaps in your current mentorship circle
• Strategies for assembling your personal board of directors across various industries and hierarchy levels
• Practical approaches to maintaining meaningful relationships with multiple mentors
• Setting appropriate boundaries and knowing when to evolve or end mentoring relationships
• Ways to create mutual value in mentoring relationships

Lola explains how the conventional one-to-one mentorship model places unrealistic expectations on individual mentors, especially those from underrepresented groups who already face significant pressure in leadership positions. For professionals with multiple intersectional identities, finding a single mentor who understands all aspects of their experience is nearly impossible. This creates a gap between expectations and reality that can leave both parties frustrated.

Drawing from her experience serving on nonprofit boards, Lola introduces a more effective alternative: creating a personal board of directors. This approach distributes the mentorship responsibility across several individuals with complementary skills, experiences, and perspectives. Just as organizations intentionally select board members to fill specific needs, professionals should strategically identify mentors who can address different aspects of their development.

• Take inventory of your identity and career aspirations (e.g., woman in STEM, parent, aspiring leader)
• Identify gaps in your current support network
• Look for mentors across different experience levels, not just executives
• Be specific about what you need from each potential board member

• Create value for your board members (mentorship should be mutually beneficial)
• Structure different formats for interactions (15-minute check-ins, co-attending events)
• Establish clear boundaries for each relationship
• Regularly assess if the relationship is still providing value for both parties
• Document feedback and keep doors open for future reconnection

Lola emphasizes that distributing mentorship across a "board" of individuals allows professionals to receive more targeted guidance while respecting everyone's time and expertise. This approach recognizes that no single person can fulfill all mentorship needs, especially for those with multiple intersectional identities navigating complex professional environments.

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