Developing a manager is a process that never stops, just like you never stop enriching your own leadership skills, as it is a practice that never really ceases to take place. One of the most important things leaders must keep in mind, is that they are by no means a finished product and that the pressure of ever-changing business environments will always challenge them to reinvent themselves and to adapt to the constant evolution of the world around them. We are used to thinking about developmental training as one of the only ways for companies to continue training their members, but the problem with that is that it does disrupt every day operations, and while we look at it as an investment that pays off in the long run, we still have to find a way to cover the absence of those important individuals as they attend their training classes.
So how do we train our valuable personnel while maintaining efficiency within the company and at the same time minding the budgetary constrains the organization may have? The answer is something that we constantly talk about here at Suzzanne Uhland’s blog, and that is a mentoring program.
We have talked about the many ways these programs can benefit your organization and also about ways you can polish up your mentoring skills to be able to offer your mentees the best opportunity to make the most out of the relationship and to see visible results on their investment. However, today we want to focus on an important fact that it often gets overlooked, and that is the other side of the relationship and how important it is to ensure that no matter what, mentoring partnerships never cease to be mutually beneficial.
Companies today understand more than ever, the need to have a robust program to develop leaders, as they are some of the most valuable assets you can find in your organization. Leaders can come from all different backgrounds and departments and sometimes, our own hindsight is to blame for us as a company missing an opportunity to collect a true diamond on the rough. Developing these leaders and giving the tools necessary to succeed, are some of the top priorities a company must observe in order to remain relevant, competitive and innovative in today’s fast changing environment. The answer to that dilemma has always been within our own structure and that is why mentoring programs must be given the proper place in the great scheme of things and their role when it comes to helping the company achieve its goals cannot be underestimated.
We all know a mentor is a person who chooses to lend all of their expertise and experience to guide another individual in their own advancement within the organization and also in their own personal and professional growth. What is important to remember here is that as both parties are members of the organization, this relationship greatly benefits their environment and propels the company forward.
Just as mentees are greatly benefited by borrowing all of that experience from an individual who has advanced much further than they have within their respective field, the mentor is also greatly profited by being able to learn from this other person and thus better himself or herself as well. Effective mentoring relationships rely on the willingness of both parties to challenge assumptions, ask questions and collaborate on finding the best way to tackle issues of concern.
Mentors can look at the mentoring relationship as incredibly valuable opportunities to use their leadership skills to influence others and at the same time receive greatly appreciated feedback on their own mistakes as a leader.
We know leaders are people who must deal with a different set of challenges that arise from the human aspect of the organization. They must be specially adept at motivating others, make the most out of the feedback their receive and lead by giving a great example for their employees to follow. All of these aspects can be experienced up-close when we take a look at what a mentoring relationship is supposed to look like.
The self-reflection that can arise from dealing with common mentoring challenges can give you incomparable insight on your own abilities as a leader and thus become a powerful experience for growth. Also, the service that you are doing to your company is amazing, and there are few other ways that you can impact the achievement of organizational goals so directly as you can with the proper employment of a mentoring program. Something else to consider is the opportunity to build a larger network, the possibility to gain new knowledge as mentees often have different sets of skills that you may not possess and the chance to build confidence on your own leadership skills that must always be trained and harnessed.