CEO’s that gloss over mentorship realize corporate destabilization due to poor performance and retention challenges. Why does leadership invest so much in bringing in great talent to leave it unmanaged and wither with time? When we buy a car we’re better at changing the oil and rotating the tires. Why not have the same discipline with our resources who are the engine that run the organization?
I asked my mentor, what do I need to get ahead in my career and they said “Get an MBA.” At that time, I was busy with a career, three kids and doing the best I could to deliver results. Who at the time could manage another degree? In retrospect, they could have advised how an MBA might enable me to have a greater impact on the organization. I’m sure it would have been helpful, but without proper mentorship even if I did get the MBA, I might not have reached my potential. Without that guidance, even if I got the MBA, I may have failed to reach my fullest potential. This is an example of poor mentorship and why I’m forever speaking to you about how important it is.
Let me break it down to the essentials so you can launch your own mentoring initiative:
- Pair trained leaders to meet monthly with each of their staff. It may not be their boss
- Focus first on the essential skills / barriers to improve core competencies and unleash their potential
- Focus on the strategic work and evolve their thoughts on approach and progress
- Focus on the tactical and what barriers are needed to be removed
- Be present and really listen to the person and what are the underlying concerns
- See them for who they should be or already are that they cannot see. Bring forward insight so they can see themselves in a new or different or higher light. When we can help them see their potential, they rise above.
You don’t need an expensive consultant to help implement such an effort. You as a leader can easily explain to your team why this is important and the measurable impact you are expecting. Then hold your teams accountable for this process just like you would manage any other Key Performance Indicator (KPI) in your organization. The mindset shift is that we are in the business of performance management. When we close gaps in confidence, capability and capacity, the results for stakeholders will follow.
For the unfiltered, off the cuff discussion about this topic, please listen to my podcast airing on 1/12/24 and view the video so you see how I really feel about this topic!.
I’ll leave you with one more closing thought:
Without effective mentorship, you are building a business on a shaky foundation of talent that may have gaps / cracks that you will notice when the planets align against you.
If you are a CEO who would love a partner to help you with a business challenge, be your #2 or help develop the team of tomorrow, let us partner in 2024.
To hear more about This topic please tune into my podcast that is releasing this Friday 1/12/24
Be well-Deb