Mentoring leaders for success in business is essential for directors and owners in business today. Leadership is a lonely place, where leaders are expected to make critical decisions, motivate their people and ensure they plan for the future often with little support. Mentoring provides an external set of ears, eyes and thought process for senior people to openly discuss their challenges with. Mentoring support enables leaders to find and sustain their performance in their role and develop them. That’s why mentoring supports success in business.
Where Mentoring Fits In Supporting People
Mentoring fills the gap between management telling and coaching people through a particular situation. Firstly, it is not a management role in telling and solving problems for people. Nor is it how to resolve a particular problem, or developing a new skill. These have been the skillsets which managers and trainers fulfil within an organisation.
Mentoring is therefore the ability for a learner to speak and listen to someone who has experience and knowhow who can provide “offline” support and guidance for people within a company. It removes the line manager limitations and is focused on long-term people development, therefore not a training role.
Mentoring is therefore a reflection of company culture that values and develops people. Its popularity today is in that leadership teams recognise that people are a valuable resource, costly to hire and their skills difficult to replace. That small investment in mentoring therefore supports not only retention but also long-term people development.
Mentoring leaders to success in business
Mentoring leaders by actively supporting leaders is the most effective ways to support existing and new leaders develop their leadership skills in the workplace. Mentoring covers many aspects of people development in business today, from how to face challenges, deal with business culture, deal with new roles and stakeholder engagement through to personal development skills.
What Successful Mentoring Looks Like
Successfully mentoring starts by creating a safe-space where leaders can share and discuss their challenges, openly and frankly. This is where a non-aligned, highly experienced mentor can provide an effective environment to support and develop leaders to achieve their full potential. Non-aligned mentoring provides an external sounding board which provides both diversity of opinion and external experience to build a robust mentoring experience.
Creating a mentoring space and time to think, reflect, plan and review progress as a leader with support and advice enabling someone to grow into their role. Mentoring develops confidence & competence, by widening leaders thinking beyond the current operational issues to think strategically, lead effectively and succeed personally.
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