Whatever your definition of mentoring - advisor, coach, sounding board - most of us have some sense that the right mentors can make or break our careers. And you’re right. Ask anyone who’s achieved any real success and they can easily point to the critical mentors that made all the difference.

So whether you are lucky enough to have a formal mentoring program right within your organization or you’ve ventured out and created your own informal mentoring relationships, here are a few ways to maximize this opportunity:

Be Coachable: In each of these relationships the defining factor for success is you. Be open-minded, curious and a great listener.

Don’t Try to Look Good: You’ve got to be willing to openly discuss your strengths and weaknesses. Be straight and speak the truth.

Make it Safe: A defensive posture will have your mentor hold back the very things you need to hear the most. Brace yourself and invite the feedback.

Be prepared: You are responsible for driving this relationship. Come to each interaction prepared with an agenda of issues and opportunities.

Report back regularly: You don’t have to implement their every idea or recommendation, but you do need to let them know what you are doing with their insights and advice.

Mix it up: Don’t limit who you can learn from and how. Seek multiple mentors in assorted flavors; formal, informal, temporary, life long, within your company, outside your industry. What matters is that you get a broad spectrum of wisdom.

Permission not required: You don’t need someone’s agreement in order for them to be your mentor. For many years, I closely watched and followed the highest ranking woman in my industry. I read every speech and kept abreast of each news item. She became an informal mentor and one of my greatest teachers.

Don’t get stopped: If any of the mentoring relationships you’re in aren’t delivering, move on. Your career is your responsibility. It’s up to you to get what you need.