THE BIG IDEA: Mentoring is a cornerstone skill of any chief executive committed to fostering a learning organization with a culture of continuous growth. This article highlights five things leaders can keep in mind to improve this vital skill.
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Before departing for the Trojan War, Odysseus leaves his son Telemachus in the care of his old friend Mentor.
Years later, when Telemachus is around 20, he is guided by Mentor in the search for his lost father and his true heritage.
It is from Homer’s mythological tale, The Odyssey, that we get the word mentor, which now means an experienced and trusted advisor.
The Mentor’s Role in Organizational Leadership
In The Hero with a Thousand Faces, mythologist Joseph Campbell illuminates how the hero, reluctant to engage in his quest, often meets a protective figure with supernatural aid.
This important character—personified by Merlin, Gandalf, Yoda, Morpheus, and Dumbledore—provides a magical amulet or sage-like advice the hero will need along the journey.
This archetypal figure resides in each of us. Business leaders, in particular, are uniquely positioned to actualize this role for the benefit of the organization and individuals under their guidance. In fact, we identified the Mentor as one of the seven archetypal leadership styles.
Embedded throughout any thriving organization, you’ll find a healthy exchange of mentor-mentee relationships.
5 Tips for Becoming a More Effective Mentor
What are the keys to being an effective mentor to your team members and subordinates?
#1: Be a guide, not an instructor.
An instructor tells you what to do. A guide provides moral support, but only advises when appropriate—like when you know the person is going in the wrong direction.
#2: Give the mentee space.
Your role as mentor is not to keep the mentee from failing. Failure often represents the fastest avenue for learning and growth. Your supportive presence is often all that’s required.
#3: Become an active listener.
Avoid formulating your response while a mentee is explaining an issue even if you know what the solution might be. Learn to be with the mentee. Deep listening requires us to not just listen to words, but to pay attention to feelings too. Your mentees will be more receptive to listening and acting on your advice once they feel they’ve been heard and understood.
#4: Lead by example.
This might sound obvious, but it warrants emphasis: You earn the respect of your mentee not by what you say—or even your rank and title—but by how you show up at work each day. Your own commitment to improvement will inspire a profound willingness to develop in your mentee.
#5: Let go of your narcissistic ego.
There’s simply no place for ego within the mentor’s role. It is all too easy and seductive to project “specialness” into this role, like any other title. If you approach mentoring with humility and a sense of servitude to your fellow employee—like any good Level 5 leader—you’ll naturally become more effective. It’s not about you; it’s about them.
Mentoring is a role each of us plays in supporting and uplifting the whole of the organizations we represent. The more you sharpen your mentoring skills, the more effective and inspiring a leader you will become.
Happy Holidays from your Cult Branding team!