Leaders can (and often do) adopt various roles in the workplace. These roles allow leaders to connect with their team, understand their needs, and empower them to work towards their goals. One of the more common roles a leader can adopt is that of a mentor.
It is essential to note the significant but subtle difference between mentors and teachers. Teachers have greater knowledge than their students, whereas a mentor has a greater perspective.
When leaders act as a mentor, it is not about sharing knowledge as much as it is about sharing experiences. Leaders who work as mentors become trusted advisors for their employees. For managers wishing to take on this role, there are three guiding principles for healthy mentoring relationships.
1. Guidance
Your role is not to provide answers or solutions, but offer insight and advice that empowers others to find creative solutions to their problems. Mentors should challenge their mentees. They give a voice of reason and reassurance, helping their mentees grow at a challenging yet stable pace.
2. Inspiration
As a mentor, leaders must also be a source of motivation. The goal is to encourage critical thinking, new ideas, and unique perspectives. Mentors should create an atmosphere in which the constraints generally placed on their mentees do not exist. Always encourage mentees to think outside the box and honestly explore the possibilities ahead.
3. Growth
Mentors should develop others. Mentors help their mentees create structure and build a foundation to pursue their goals and dreams. Mentors work to provide direction without encroaching on their mentees' autonomy. They exist to show their mentees the truth of what they can accomplish while providing counsel.
Acting as a mentor in a leadership role is a unique opportunity that gives leaders the chance to have a significant, long-lasting impact on their employees. Contact us today at Vega Inspired Solutions to learn more about how we can help you develop impactful mentoring relationships.