I’d love to tell you that I was born ready to be a food sector leader but that would be untrue. The truth is, I started my career with a degree in English literature and chef’s training. I had no business degree and neither of my parents, although successful entrepreneurs, had corporate backgrounds. So, I had a lot to learn when I started working with and for big food companies.
Early in my career, I sought out mentors who were fierce, formidable, and clad in sleek power suits and stilettos. The successful women revered in pop culture of the time had conquered boardrooms with the tactical finesse of seasoned warriors, leaving no doubt in anyone's mind about who was in charge. The goal for me in my early career was to emulate others, not necessarily, refine my own style and approach.
Over time, I’ve come to see mentorship differently and more broadly. Instead of the traditional model where mentorship is confined to formal programs or work relationships, the most effective mentorship seems to be more organic, flowing just as often from informal or unexpected sources. From peers who challenged my thinking, or team members who taught me to see problems differently to the peers I often reach out to for their perspective, mentorship takes many forms. Fairly early on, I also realized that just because I was a woman, it didn’t mean that I couldn’t be mentored by and learn from men. In fact, some of my greatest supporters have been male executives who shared opportunities and advice with me.
At its core, mentorship is about connections and integration. How will you learn from those in your sphere and incorporate elements of their style and approach into your own unique workplace offering? Countless mentors have deeply influenced my food career. It is something that all young professionals—every professional, for that matter—should strive to prioritize both as one seeking professional development and as one who has lessons to share that will leave the sector better than you left it.
It's been more than 5 minutes since I started my career, and I’ve learned a lot about mentorship. Here are a few recommendations on how you can harness its power to fuel your own journey.
I must start with the obvious: the food industry still has a serious gender gap problem. Women often have to prove themselves twice over, getting promoted based on what they've already done rather than what they could do. This is where mentorship becomes crucial for individual careers and for changing the industry itself.
Leading Food Starter—a food business hub initiated by the City of Toronto—taught me this firsthand. I watched women entrepreneurs transform from hesitant innovators to confident business strategists. Each success story helped crack the ceiling a little more. Besides the peer mentorship that took place at Food Starter, we had a constant flow of industry veterans in and out of our doors and often, the women who were moving forward most successfully had found among those visitors, a mentor who helped to make that happen.
Any productive mentorship demands getting clear on what drives you. What problems keep you up at night? What skills do you wish you had? What kind of career excites you? Pay attention to all the small things that resonate with you. Write them down. This will help you better understand the specifics of exactly what you are looking to get out of your career. Then you can identify mentors who are following a similar path—in both vocation and their overall approach to work and life.
Want to meet potential mentors? The best way to do that is to get involved wherever possible. Join industry groups like Canadian Women in Food or Females in Food. Engage in discussions happening on YODL. Attend industry events. Reach out to people whose path inspires you for an informational interview. If you come to them with a clear sense of what they do—and why it inspires you—you’ll find that nearly everyone will be more than happy to chat for 20 minutes or even longer.
Starting from a foundation of shared interests and genuine connection is the key to strong mentoring relationships.
One mentor gave me advice I'll never forget: "Your network is like a garden; it needs regular attention, not just crisis care." She was right. The strongest professional relationships come from genuine interest and consistent engagement, not just reaching out when you need something.
As your career progresses and you move across different workplaces, it’s worth developing a habit of checking in with old mentors—of both the formal and informal variety—even if it is just a quick email or text or a thoughtful referral or introduction. But, in a world where our professional relationships are increasingly mediated by screens and email, taking the occasional analog approach, via a thank you card or handwritten letter, can wield surprising power in cultivating and sustaining a genuine network of mentors. With some care, you will ensure that your network is still there when the times of crisis do inevitably come.
Leverage CFIN’s Network Effect
Every major milestone in my career has been shaped by mentors who believed in me, challenged me, and showed me possibilities I couldn't see on my own.
One of my mentors once told me, “Success isn’t a solo act.” That advice has stayed with me. It’s something I think about particularly often now, as CFIN works to build a food innovation network built on the core values of connection and collaboration.
The food industry needs fresh thinking and diverse perspectives now more than ever. So reach out to other YODLers whose work inspires you. Share your experiences with someone who is just starting out. If you're looking to connect with other innovators, CFIN hosts regular networking events and webinars, which are wonderful opportunities to connect with and learn from industry veterans and newbies with fresh perspectives.
These are the connections that future generations of innovators need. The greatest mentorships can even spark unexpected collaborations and breakthrough ideas—exactly what our industry needs to successfully tackle tomorrow's challenges.