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4 Tips for a Successful Mentor-Mentee Relationship

4 Tips for a Successful Mentor-Mentee Relationship

Did you know that 80% of CEOs have had mentors? And, that 35% of employees who don’t receive regular mentoring plan to look for another job within 12 months? Data from an Emerging Workforce Study conducted by Management Mentors shows how “more and more, people and organizations are recognizing the importance and value of mentoring.”

According to mentoring.org statistics, “90% of young adults who had a mentor are interested in becoming a mentor” and what is more, they are “130% more likely to hold leadership positions”.[1]

There are clear benefits to having a mentor, but how can you ensure you are making the most out of your mentor-mentee relationship? These six tips will help you develop a successful relationship:

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1. Create inspiring and personal role models

Mentees need to see their mentors as real life role models. In this sense, mentors need to be inspiring, but at the same time, there needs to exist a personal connection.

In one of her articles for Open Colleges, TV Presenter and Journalist, Shelly Horton clarifies how “personal connections have a bigger influence on professional women than celebrities do.” She also explains that “research from The Westpac Women of Influence Report from a few years ago, confirms that Australian women are looking to role models with a bit of integrity.” And according to the same study, “Australian women seem to aspire to be like women they know and respect personally. They look for attributes such as honesty and trustworthiness, good communication skills and respect for others”.

2. Set up clear goals and expectations

Mentor and mentee need to agree on their goals and mutual expectations from the beginning. According to Ellesse, author of Goal Setting College, even “before you approach someone to be your mentor, you’ll need to find out what you want to learn first so that you’ll find the right fit.”

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As a mentee, you need to make clear what you want to get from this relationship. It may be to help you secure funding, land your next big client or get a particular job. You will also need to know when do you want to accomplish your main objective. To be able to achieve your primary goal, it is recommended to break it down into smaller and more manageable goals that will help you get there. Both mentor and mentee should be aware of the objectives and agree on the completion time.

It is good to decide and schedule your meetings upfront as well as to talk about what will be the dynamic of your sessions together. Knowing what to expect from each other will be of great help to achieve the agreed objectives.

3. Mutual benefit

The principal beneficiary of this relationship should be the mentee. However, only a win-win situation will keep the relationship alive and fruitful. In this regard, mentors should also benefit from it.

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As a mentor, you may want to set up your own goals and have a clear understanding of what you want to achieve with this relationship. It may be gaining knowledge in a new space and area of expertise, or perhaps to improve your coaching skills. In some cases, mentors are looking for new projects to invest in. Being the initiator’s mentor may get you first in line to invest when the moment comes.

4. Open and sincere communication

Communication is key in every relationship. But when it comes to professional mentorship, it becomes especially important, as neither side wants to waste time.

As a mentee, you should prepare the agenda ahead of the meeting and take the initiative in the topics you want to cover in each session. You should also raise the issues or questions and listen to your mentor’s advice. Soak up as much knowledge and advice from your mentor as you can. If you think your meetings are not being productive anymore or that you are not getting enough help on a certain area, your relationship may have run its course. But it is not the end of the world. If that is the case, be open with your mentor and explain the situation. It may be time to find a new person to discuss new concerns.

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As a mentor, you must be honest with your mentee. If they are not ready to take the next step in their business, you should make them aware. Always try to be constructive and explain what they need to work on before making a strategic move. Offering positive but sincere feedback will keep your mentee motivated and working in the right direction.

Overall, both sides need to be implicated in building a prosperous mentorship program. Exceptional communication and great commitment will be key for success, as well as mutual respect and a dose of trust.

Featured photo credit: Ann Brown via flickr.com

Reference

[1]MENTOR: Mentoring Impact

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Last Updated on August 16, 2018

10 Huge Differences Between A Boss And A Leader

10 Huge Differences Between A Boss And A Leader

When you try to think of a leader at your place of work, you might think of your boss – you know, the supervisor in the tasteful office down the hall.

However, bosses are not the only leaders in the office, and not every boss has mastered the art of excellent leadership. Maybe the best leader you know is the co-worker sitting at the desk next to yours who is always willing to loan out her stapler and help you problem solve.

You see, a boss’ main priority is to efficiently cross items off of the corporate to-do list, while a true leader both completes tasks and works to empower and motivate the people he or she interacts with on a daily basis.

A leader is someone who works to improve things instead of focusing on the negatives. People acknowledge the authority of a boss, but people cherish a true leader.

Puzzled about what it takes to be a great leader? Let’s take a look at the difference between a boss and a leader, and why cultivating quality leadership skills is essential for people who really want to make a positive impact.

1. Leaders are compassionate human beings; bosses are cold.

It can be easy to equate professionalism with robot-like impersonal behavior. Many bosses stay holed up in their offices and barely ever interact with staff.

Even if your schedule is packed, you should always make time to reach out to the people around you. Remember that when you ask someone to share how they are feeling, you should be prepared to be vulnerable and open in your communication as well.

Does acting human at the office sound silly? It’s not.

A lack of compassion in the office leads to psychological turmoil, whereas positive connection leads to healthier staff.[1]

If people feel that you are being open, honest and compassionate with them, they will feel able to approach your office with what is on their minds, leading to a more productive and stress-free work environment.

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2. Leaders say “we”; bosses say “I”.

Practice developing a team-first mentality when thinking and speaking. In meetings, talk about trying to meet deadlines as a team instead of using accusatory “you” phrases. This makes it clear that you are a part of the team, too, and that you are willing to work hard and support your team members.

Let me explain:

A “we” mentality shifts the office dynamic from “trying to make the boss happy” to a spirit of teamwork, goal-setting, and accomplishment.

A “we” mentality allows for the accountability and community that is essential in the modern day workplace.

3. Leaders develop and invest in people; bosses use people.

Unfortunately, many office climates involve people using others to get what they want or to climb the corporate ladder. This is another example of the “me first” mentality that is so toxic in both office environments and personal relationships.

Instead of using others or focusing on your needs, think about how you can help other people grow.

Use your building blocks of compassion and team-mentality to stay attuned to the needs of others note the areas in which you can help them develop. A great leader wants to see his or her people flourish.

Make a list of ways you can invest in your team members to help them develop personally and professionally, and then take action!

4. Leaders respect people; bosses are fear-mongering.

Earning respect from everyone on your team will take time and commitment, but the rewards are worth every ounce of effort.

A boss who is a poor leader may try to control the office through fear and bully-like behavior. Employees who are petrified about their performance or who feel overwhelmed and stressed by unfair deadlines are probably working for a boss who uses a fear system instead of a respect system.

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What’s the bottom line?

Work to build respect among your team by treating everyone with fairness and kindness. Maintain a positive tone and stay reliable for those who approach you for help.

5. Leaders give credit where it’s due; bosses only take credits.

Looking for specific ways to gain respect from your colleagues and employees? There is no better place to start than with the simple act of giving credit where it is due.

Don’t be tempted to take credit for things you didn’t do, and always go above and beyond to generously acknowledge those who worked on a project and performed well.

You might be wondering how you can get started:

  • Begin by simply noticing which team member contributes what during your next project at work.
  • If possible, make mental notes. Remember that these notes should not be about ways in which team members are failing, but about ways in which they are excelling.
  • Depending on your leadership style, let people know how well they are doing either in private one-on-one meetings or in a group setting. Be honest and generous in your communication about a person’s performance.

6. Leaders see delegation as their best friend; bosses see it as an enemy.

If delegation is a leader’s best friend, then micromanagement is the enemy.

Delegation equates to trust and micromanagement equates to distrust. Nothing is more frustrating for an employee than feeling that his or her every movement is being critically observed.

Encourage trust in your office by delegating important tasks and acknowledging that your people are capable, smart individuals who can succeed!

Delegation is a great way to cash in on the positive benefits of a psychological phenomenon called a self-fulfilling prophecy. In a self-fulfilling prophecy, a person’s expectations of another person can cause the expectations to be fulfilled.[2]

In other words, if you truly believe that your team member can handle a project or task, he or she is more likely to deliver.

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Learn how to delegate in my other article:

How to Delegate Work (the Definitive Guide for Successful Leaders)

7. Leaders work hard; bosses let others do the work.

Delegation is not an excuse to get out of hard work. Instead of telling people to go accomplish the hardest work alone, make it clear that you are willing to pitch in and help with the hardest work of all when the need arises.

Here’s the deal:

Showing others that you work hard sets the tone for your whole team and will spur them on to greatness.

The next time you catch yourself telling someone to “go”, a.k.a accomplish a difficult task alone, change your phrasing to “let’s go”, showing that you are totally willing to help and support.

8. Leaders think long-term; bosses think short-term.

A leader who only utilizes short-term thinking is someone who cannot be prepared or organized for the future. Your colleagues or staff members need to know that they can trust you to have a handle on things not just this week, but next month or even next year.

Display your long-term thinking skills in group talks and meetings by sharing long-term hopes or concerns. Create plans for possible scenarios and be prepared for emergencies.

For example, if you know that you are losing someone on your team in a few months, be prepared to share a clear plan of how you and the remaining team members can best handle the change and workload until someone new is hired.

9. Leaders are like your colleagues; bosses are just bosses.

Another word for colleague is collaborator. Make sure your team knows that you are “one of them” and that you want to collaborate or work side by side.

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Not getting involved in the going ons of the office is a mistake because you will miss out on development and connection opportunities.

As our regular readers know, I love to remind people of the importance of building routines into each day. Create a routine that encourages you to leave your isolated office and collaborate with others. Spark healthy habits that benefit both you and your co-workers.

10. Leaders put people first; bosses put results first.

Bosses without crucial leadership training may focus on process and results instead of people. They may stick to a pre-set systems playbook even when employees voice new ideas or concerns.

Ignoring people’s opinions for the sake of company tradition like this is never truly beneficial to an organization.

Here’s what I mean by process over people:

Some organizations focus on proper structures or systems as their greatest assets instead of people. I believe that people lend real value to an organization, and that focusing on the development of people is a key ingredient for success in leadership.

Learning to be a leader is an ongoing adventure.

This list of differences makes it clear that, unlike an ordinary boss, a leader is able to be compassionate, inclusive, generous, and hard-working for the good of the team.

Instead of being a stereotypical scary or micromanaging-obsessed boss, a quality leader is able to establish an atmosphere of respect and collaboration.

Whether you are new to your work environment or a seasoned administrator, these leadership traits will help you get a jump start so that you can excel as a leader and positively impact the people around you.

For more inspiration and guidance, you can even start keeping tabs on some of the world’s top leadership experts. With an adventurous and positive attitude, anyone can learn good leadership.

Featured photo credit: Unsplash via unsplash.com

Reference

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