How the power of mentorship can progress your career

As Chief Executive Officer of BeyondTrust, Janine Seebeck is responsible for BeyondTrust's long-term market and product strategy and leads the company's day-to-day operations. She also guides BeyondTrust's unique culture that is centered on integrity, transparency, respect, and innovation.  On the occasion of this year's International Women's Day, Janine Seebeck answers questions on the value of mentoring in supporting career growth and enhancing career prospects. 

Is there an individual you've known in your career who has been generous in giving time, expertise or support to you?

I've been fortunate to have had two exceptional mentors who were incredibly generous with their time, expertise, and support throughout my career. The first was a prior CEO at a public company, who not only believed in my potential but also promoted me to CFO within six months after the birth of my second child.  I still remember when being offered the role, knowing I had two small children at home (including a newborn) - that he said he would rather have me in the role and not be able to travel/be present at all events, than not have me helping advance the company.  

His confidence in my abilities and his willingness to provide such a significant opportunity during a pivotal moment in my life made a lasting impact on me, both professionally and personally. He continually challenged me to rise to new heights and supported my growth every step of the way.

The second is the former CEO of BeyondTrust, whom I still reach out to for advice today. His ongoing mentorship has played a crucial role in my development as a leader. He built me up to be his successor before I even realised it - pushing me and asking me if I wanted to be his successor two years before I officially said yes (i.e. first time I said no) - but also continuing to believe in me, believing I was the right person for role, and allowing me to get to the decision to take on my first CEO role on my own.

Both of these individuals pushed me to stretch beyond my comfort zone, encouraged me to seize opportunities, and consistently challenged me to excel. Their generosity with their time and expertise has not only shaped my career but also inspired me to pay it forward by mentoring others and fostering an environment where emerging leaders feel supported and empowered to succeed. 

Have you attempted to 'pay this forward' as you've progressed into senior roles?

As I've advanced into senior roles, I've made it a priority to pay it forward by volunteering my time as a mentor within BeyondTrust's Mentorship Program, sharing my expertise and guidance with colleagues and emerging leaders. Additionally, I support the next generation outside the workplace by serving as a classroom volunteer for IT Girls, a local Atlanta-based organisation dedicated to increasing STEM exposure for fourth and fifth grade girls. Through hands-on activities and mentorship, I aim to spark their interest in STEM fields, foster awareness, and encourage these young students to envision themselves as future female leaders in technology and science. These experiences allow me to give back to the community and help shape a more inclusive and diverse future in STEM.

Can you provide any advice to others in the IT industry about how they give effectively to others, in a professional sense.

Giving back in the IT industry looks different for everyone, and it's important to find opportunities that feel fulfilling and fit your life. For some, that might be spending time at networking events, engaging in formal mentorship programs, or volunteering for industry initiatives. For others, especially those balancing demanding roles, family, and travel, giving back might mean being intentional with the time you have - reaching out to colleagues who seem to need support, offering advice in the moment, or simply making yourself available when someone calls. Remember, these spontaneous one-on-one conversations and quick words of encouragement can sometimes have the greatest impact, even more than structured programs. The key is to give in a way that's genuine and sustainable for you - every effort, big or small, helps build a more supportive and inclusive professional community.

What role can leaders play in making mentorship accessible and valued?

While anyone can be a mentor, regardless of seniority, expertise, or formal titles, I think leaders have a special responsibility to help create a culture in which mentorship can thrive. When leaders participate visibly and model openness, curiosity, and generosity with their time, they lower the barrier for others to do the same – whether that's participation in a formal mentorship program, checking in with a new hire, following up after someone speaks up in a meeting, or offering perspective on a recent challenge. This modelling helps shift mentorship from a "program" to a shared cultural behavior. Mentorship also thrives when people feel safe asking questions, admitting uncertainty, and seeking guidance. Leaders play a key role in this by making space for these conversations - reinforcing that growth involves learning, missteps, and reflection. 

What advice would you give to someone who's seeking out a mentor for the first time?

I think that for many first-time mentees, a big blocker is the fear of imposing on others, but mentoring isn't one-directional. Many mentors (myself included!) find mentorship to be mutually energising and meaningful, not burdensome – especially when you're showing up in ways that are genuine and sustainable for you. I've found that I often learn just as much from being a mentor as I do from being mentored, and appreciate the unique perspectives that come from helping employees across various business areas and career stages. Finally, don't feel like you have to find a single mentor to guide your entire career – you may benefit from multiple mentors at different stages of your career, or in different situations. It's okay if a mentorship lasts one meeting or evolves naturally - both outcomes are valid!