5 reasons why being a mentor makes you a better leader

Published · 2 min read

Working as VP of Product Marketing for Sage HCM portfolio, I spend a lot of my working and personal life researching, reading up on and talking about the latest trends in people management, and future gazing about what the forthcoming years have in store for us. In this series of blogs I would like to share my thoughts on how we can make the best of ‘now’ and we can protect ourselves from whatever the future holds for people managers and HR teams alike.

Please feel free to comment and share these posts, I would love to hear your thoughts.

You’ve risen through the ranks and you’re now a successful business leader. Along your journey you’ve learnt invaluable skills from others experiences. So, now you’re at the top, why don’t you become a mentor? It may seem counterintuitive to some – after all, it’s great for the mentee but what’s in in for the mentor? As it turns out – an awful lot.

Here’s five reasons why mentoring can make you, and your business, more successful…

  • For a start, it helps you develop your own talents in a more effective manner. Your staff are the engine of your business, and taking on a mentee allows you to seek their counsel as well as learn new skills from them, whilst reflecting on your own practices. It allows you to develop them directly, enhance peer recognition and use one workplace generation to support the next.
  • Transparency and openness within a company is essential for growth. Taking a junior mentee means both of you get to see the view from both sides of the fence – boosting and sharing knowledge, and using what they have done previously to support new activity.
  • Upskilling your staff improves their job satisfaction, whilst increasing your business’s agility and flexibility. It should be natural to make your business as agile and efficient as possible. The mentor/mentee relationship allows you to retain cross business perspective, giving you the capability and capacity to retain and develop the best talent. It also means you can impart on them the confidence to change and grow within the business.
  • Mentoring is a natural way to manage people to and to encourage change. A junior mentee helps widen your understanding of the organisation through absorbing all aspects of the company culture. Similarly the two way flow of ideas through taking a new employee as a mentee can help shake up long-held processes, improving your business for the better.
  • Taking an external mentee can give you an all-important view from outside the organisation. For example, a CEO mentored externally can learn from the experiences from other organisations, and allow them to find transferable value from other sectors to help support business growth.

Historically, the food chain was only vertical. But in today’s workplace, lateral and grass roots input is essential to grow your business. Can you afford to miss the value from putting mentoring activities in place?

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