![]() You have a wealth of knowledge they will be eager to hear-but the truth is, your mentee will likely learn more from your failures than from everything you’ve done right. The people you lead are likely just a few steps behind you on that journey. Think of all you have been through to get where you are. And this is the kind of person you need to be when helping others reach their goals. People like to follow people who are going somewhere. You have to keep growing to help them grow But even if you do end up parting ways, you can do so amicably, and have the peace of mind of knowing that you did your part to help him or her succeed. The best-case scenario is that they will improve, and you could go down in history as one of the most impactful bosses of their life. Reflecting on these questions will help you to put on your “mentoring hat” and work with an under-performing team member to solve the problem rather than placing blame. Were they given everything they need to be successful? Was their training sufficient? Have you regularly checked in and provided support? Have you given clear feedback and an action plan on how to improve? If you have an employee who is not performing well, take a look at what you did, or most likely didn’t do, that is causing this issue. Your employees are 100 percent your responsibility. Assume responsibility for their results…or lack thereof Helping your team members to value ongoing education will likely open their eyes to growth opportunities, and you’ll both benefit in the process. On the other hand, if the person you’re mentoring isn’t sure what their goals are, you can start by asking them to identify a skill or area of the business that they’d like to learn more about. You might subconsciously attempt to limit a person’s growth for fear of needing to backfill their current position, but if you truly want to develop and retain top employees, lean into their growth goals and help them make a roadmap to get there. And A-Players will only stay where they have new challenges and opportunities for growth.Īsk your mentee what their goals are, and don’t panic or shut them down if it seems their aspirations might eventually take them outside of your company. To build a world-class business, you need a team of A-Players. It will also train your mentee to be solution-oriented, because rather than just giving advice, you are training them how to think at a higher level. Simple questions like, “what’s on your mind?”, “how can I help you?”, or “what’s the real challenge for you here?” will help you to guide the conversation. Be intentional to ask open-ended questions and truly listen before dispensing advice. When you have vast experience and are accustomed to solving problems all day, it’s easy to go into “fix-it mode” with your team members. ![]() So, make the commitment, and plan ahead to prevent distractions so you can be fully present. Beware-if you consistently cancel or postpone your meetings, you are setting an example that priorities are relative, and that will eventually affect their productivity and overall happiness in their role. Instead, schedule one-on-one time with each team member every week, with at least a portion of that time being dedicated to mentoring, not just status updates on current projects.Įven though there are many demands on your schedule, carving out the time to focus on each person shows you value them-not to mention that being proactive in your communication will cut down on interruptions throughout the week. ![]() That will only leave you frazzled and unproductive. Give the gift of your time and attentionīeing available does not mean having an open-door policy. While it’s wise to match a new hire with a senior employee as a “go-to” for quick questions, training, or helping them to get oriented on the new team, this type of “mentoring” relationship is really serving more as a guide-and is different from the level of mentoring that you will be doing as their boss. Because their personal and professional growth will also benefit your company, this makes your investment in mentoring a win-win. Great employees will stay where they are growing, and where their progress and contribution are valued. If you’re a leader in a laboratory, one of your primary roles is not just to manage the people on your team, but also to mentor them. ![]()
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