Mentors can play a more crucial role in personal development than leaders or managers. You’ve likely heard about the benefits of having a mentor—someone who can guide, support, and help you advance in your career. Often, we look upon our managers, seeing them as someone who can take up that role, with their insights and experience propelling us forward. However, when they leave for new opportunities, it can leave us feeling lost and uncertain.
In many professional organizations, it’s uncommon for employees to stay at a company for more than five years. Amidst the frequent turnover of leadership, mentorship often remains underappreciated. While mentorship requires leadership, we frequently expect leaders to act as mentors, mistaking one role for the other. Some leaders excel as mentors, but being effective in one role doesn’t guarantee success in the other.
What Makes a Good Mentor
Being a good mentor requires genuineness, and the intention that go beyond traditional leadership roles. Mentors must confront their own challenges, understand their strengths and weaknesses, and embody the attributes they want to instill in their team members. This deep self-understanding fosters growth for both the mentor and the team member.
While leaders focus on the broader picture, great mentors concentrate on their team members without ulterior motives. Although they might help guide future talent for their organization, their primary aim is to support their team member through challenges and obstacles. They avoid seeking the spotlight and recognize that sharing their insights benefits both in the long run.
The Unseen Power of Mentorship Elevating Professional Growth Beyond Leadership
