Tag Mentoring

How to Evaluate Yourself as a Leader: A Practical Guide to Self-Assessment

Steve Keating Leave a comment

Leadership is a never-ending journey of growth. It requires self-awareness, adaptability, and a commitment to continuous improvement. That’s why evaluating yourself as a leader is so crucial to your long-term success. Self-evaluation is a powerful way to identify your strengths, uncover areas for development, and ensure you’re effectively guiding your team toward success. In this post, we’ll look at practical steps to assess your leadership skills, reflect on your impact, and set a course for growth.

Why Self-Evaluation Matters for Leaders

Self-evaluation is more than just a personal check-in; it’s a proactive step to align your actions with your values and goals. By regularly assessing your leadership, you can:

• Gain Clarity: Understand how your behaviors and decisions impact your team.

• Build Trust: Demonstrate accountability by recognizing and addressing your weaknesses.

• Drive Growth: Identify opportunities to enhance your skills and leadership style.

• Inspire Others: Model self-reflection, encouraging your team to grow alongside you.

Let’s dive into a step-by-step guide to evaluating yourself as a leader.

Step 1: Define Your Leadership Values and Goals

Before you can evaluate your performance, you need a clear benchmark. Start by reflecting on your core leadership values and goals:

• What kind of leader do you want to be? Are you aiming to be collaborative, decisive, empathetic, or innovative? Perhaps all of the above? Write down 3-5 core values that define your leadership philosophy.

• What are your goals? Consider both short-term objectives (e.g., improving team communication) and long-term aspirations (e.g., fostering a culture of innovation).

• How do these align with your organization’s mission? Ensure your personal leadership goals support the broader vision of your team or company.

Action Tip: Create a “Leadership Mission Statement” that encapsulates your values and goals. For example: “I strive to lead with empathy and clarity, empowering my team to achieve excellence while fostering a culture of trust and collaboration.” Post your mission statement where others can see it. That will help create accountability and build a bridge to step 2.

Step 2: Seek Feedback from Others

Self-evaluation is incomplete without external perspectives. Others can provide insights into how your leadership is perceived and its impact on the team. Here’s how to gather meaningful feedback:

• Ask for 360-degree feedback: Collect input from peers, direct reports, and supervisors. Use anonymous surveys or one-on-one conversations to encourage honesty.

• Ask specific questions: Instead of vague prompts like “How am I doing?”, ask targeted questions such as:

• “What’s one thing I do well as a leader?”

• “What’s one area where I could improve my support for the team?”

• Listen without defensiveness: Approach feedback with an open mind, focusing on growth rather than justification.

Action Tip: Use a tool like Google Forms or a platform like SurveyMonkey to create a simple, anonymous feedback survey. Schedule follow-up discussions with your team to clarify feedback and show your commitment to acting on it.

Step 3: Assess Your Emotional Intelligence (EQ)

I’m really close to saying that EQ is even more important for a leader than IQ. That’s because emotional intelligence is a cornerstone of effective leadership. It involves self-awareness, self-regulation, empathy, and relationship management. To evaluate your EQ:

• Self-Awareness: Reflect on how well you understand your emotions and their impact on your decisions. Do you recognize when stress or frustration affects your leadership?

• Self-Regulation: Consider how you handle challenges. Do you stay calm under pressure, or do you react impulsively?

• Empathy: Ask yourself how well you understand and respond to your team’s needs. Do you actively listen and show genuine care for their perspectives?

• Relationship Management: Evaluate your ability to build trust, resolve conflicts, and inspire collaboration.

Action Tip: Take an online EQ assessment, such as the Emotional Intelligence Appraisal by TalentSmart, or journal about a recent leadership challenge to analyze how your emotions influenced your actions.

Step 4: Review Your Decision-Making and Results

Leadership is often judged by outcomes. Evaluate your decision-making process and the results of your leadership:

• Decision-Making Process: Are your decisions informed, inclusive, and aligned with your values? Do you seek different perspectives before acting?

• Impact on Team Performance: Look at measurable outcomes, such as team productivity, morale, or project success. Have your actions led to positive results?

• Adaptability: Reflect on how you handle change or uncertainty. Do you pivot effectively when faced with challenges?

Action Tip: Review a recent project or initiative you led. Write down what went well, what didn’t, and one decision you would approach differently next time. Use this to identify patterns in your leadership style.

Step 5: Evaluate Your Communication Skills

Effective communication is critical for leadership success. Assess how well you convey ideas, listen, and encourage open dialogue.

• Clarity: Do you articulate goals and expectations clearly? Are your instructions easy to understand?

• Active Listening: Do you genuinely listen to your team’s ideas and concerns, or do you dominate conversations?

• Feedback Delivery: Are you constructive and specific when providing feedback? Do you balance praise with areas for improvement?

Action Tip: Record a team meeting (with permission) or ask a trusted colleague to observe your communication style. Note areas where you excel or could improve, such as body language or tone.

Step 6: Reflect on Your Team’s Growth and Engagement

A leader’s success is tied to their team’s growth and motivation. Evaluate how you are fostering a positive and productive environment:

• Team Development: Are you providing opportunities for your team to learn and grow? Do you delegate effectively to build their skills?

• Engagement: Are team members motivated and committed? Do they feel valued and empowered?

• Culture: What kind of culture are you creating? Is it inclusive, collaborative, and aligned with your values?

Action Tip: Conduct a “stay interview” with team members to understand what keeps them engaged and what could improve their experience. Use their insights to assess your impact as a leader.

Step 7: Set Goals for Improvement

Self-evaluation is only effective if it leads to action. Based on your reflections and feedback, identify 1-3 areas for improvement and create a plan:

• Be Specific: Instead of “I’ll be a better communicator,” aim for “I’ll practice active listening by summarizing team members’ points in meetings.”

• Set Measurable Goals: For example, “I will implement monthly one-on-one check-ins with my team to improve engagement.”

• Seek Resources: Consider leadership training, books (e.g., The Five Dysfunctions of a Team by Patrick Lencioni), or a mentor to support your growth.

Action Tip: Create a 30-60-90-day plan outlining specific actions you will take to improve. Review your progress regularly to stay accountable.

Step 8: Make Self-Evaluation a Habit

Leadership evaluation isn’t a one-time task—it’s an ongoing practice. Build self-reflection into your routine:

• Daily Reflection: Spend 5 minutes at the end of each day journaling about a leadership moment—what went well and what could be better.

• Monthly Check-Ins: Revisit your leadership mission statement and goals to ensure you’re on track.

• Annual Deep Dive: Conduct a comprehensive self-assessment, including 360-degree feedback, to measure your growth over time.

Action Tip: Use a journal or app like Evernote to track your reflections and progress. Set calendar reminders for monthly and annual check-ins.

Final Thoughts

Evaluating yourself as a leader requires honesty, humility, and a commitment to growth. By defining your values, seeking feedback, assessing your emotional intelligence, and reflecting on your impact, you can gain a clear picture of your strengths and areas for improvement.

The goal isn’t perfection but progress—each step you take toward becoming a better leader inspires your team and drives meaningful results. As you become a more effective leader, your team becomes more effective as well. And never forget, not even for a moment, that your leadership is not about you; it’s ALL about the people you lead.

So, take the first step today: carve out 15 minutes to reflect on one aspect of your leadership, such as how you handled a recent challenge. Then, commit to one small action to improve. Your team—and your future self—will thank you for it.

One-Time
Monthly
Yearly

Consider supporting my efforts with a gift!

Hey everyone, I’m passionate about sharing insights on life and leadership through my blog. If you’ve found value in my posts and wish to see more content like this, please consider making a donation. Every little bit helps in continuing to provide quality guidance and inspiration.

But whether you can offer support or not, I’ll continue to try and write a blog that gives back, informs and sometimes even entertains. I hope you enjoy it!

Thanks for your support!

Make a monthly donation

Make a yearly donation

Choose an amount

$5.00
$15.00
$100.00
$5.00
$15.00
$100.00
$5.00
$15.00
$100.00

Or enter a custom amount

$

Your support is greatly appreciated.

Your contribution is appreciated.

Your contribution is appreciated.

DonateDonate monthlyDonate yearly

How to Mentor and Coach Others

Steve Keating Leave a comment

Everyone does better when they have a coach or mentor in their life. Maybe even more than one mentor: a business mentor, a personal mentor; there are even retirement mentors who help you transition from the go-go workaday life to a more relaxed yet fulfilling and meaningful life.

But the sad reality is, there just aren’t enough mentors to go around.

The great news is, there are more than enough qualified people around who would make excellent mentors and coaches, if only they knew how.

If you would like to assist others in their growth and development, here’s a post specifically for you. Yes, YOU can make a significant impact on the lives of others. Whether you are guiding a colleague, student, or friend, your experience and skills can inspire growth, enhance confidence, and help them unlock their full potential.

Here are some practical steps to help you become an effective mentor or coach:

1. Clarify the Distinction Between Mentoring and Coaching

Prior to starting, it is important to distinguish between mentoring and coaching. Each approach has a unique role:

• Mentoring is a long-term relationship centered around overall growth, career guidance, and sharing experiential wisdom. A mentor serves as a role model, providing counsel and offering a broader perspective.

• Coaching is typically short-term and goal-oriented, focusing on specific skills or challenges. A coach assists the individual in identifying solutions by posing questions and facilitating self-discovery.

Align your approach with the needs of the individual you are helping. Are they seeking comprehensive guidance (mentoring) or targeted skill development (coaching)? Tailor your approach accordingly.

2. Establish Trust and Rapport

Trust forms the bedrock of any mentoring or coaching relationship. Without it, progress can stagnate. Here are some strategies to cultivate a robust connection:

• Active Listening: Dedicate your full attention, refrain from interrupting, and demonstrate empathy. Reflect back on what you have heard to confirm comprehension (e.g., “It appears that you are experiencing significant challenges with this project.”)

• Authenticity: Share your own experiences, including instances of failure, to foster relatability. Vulnerability contributes to trust.

• Clear Expectations: Initiate discussions regarding goals, boundaries, and the frequency of meetings. Clarity prevents misunderstandings.

• Confidentiality: Assure them that their thoughts and concerns are secure with you.

A trustworthy relationship establishes a conducive environment for growth, where the individual feels comfortable being open and taking risks.

3. Ask Powerful Questions

Excellent mentors and coaches provide guidance rather than merely offering answers. Encourage open-ended questions that stimulate thought and reflection. For instance:

* Mentoring: “Where do you envision yourself in five years? What actions can you take to achieve that goal?”

* Coaching: “What is the primary obstacle hindering your progress toward this objective? How can you overcome it?”

Refrain from leading questions that promote your own agenda. Instead, assist them in self-awareness and problem-solving strategies.

4. Constructive Feedback

Feedback is crucial for growth, but it must be delivered thoughtfully. Consider these principles:

* Specificity: Instead of stating, “Improve your presentations,” provide specific feedback, such as, “I observed that you spoke rapidly during your last presentation, making it challenging to follow. Practicing a slower pace could improve your communication.”

* Balance: Prioritize their strengths before talking about areas for improvement. For example, “Your enthusiasm is excellent, and incorporating a structured approach will strengthen your message.”

* Growth Focus: Frame feedback as an opportunity rather than criticism. Ask, “How can I support you in working on this?”

* Self-Assessment: Encourage self-reflection by asking, “How do you see your performance in that meeting?”

Effective feedback fosters empowerment rather than discouragement.

5. Setting Clear Goals and Tracking Progress

Mentoring and coaching can lose their effectiveness without a clear direction. To enhance their impact, collaborate on setting SMART goals. These goals should be specific, measurable, achievable, relevant, and time-bound. For instance:

* Mentoring Goal: Within the next six months, explore two new career paths by attending industry events and conducting informational interviews.

* Coaching Goal: By the end of next month, deliver a presentation with a structured approach and confident body language during team meetings.

Regularly monitor progress, acknowledge accomplishments, and adjust objectives as necessary. Utilize tools such as journals, checklists, or shared documents to track achievements.

6. Promote Independence

The primary objective of mentoring and coaching is to foster self-sufficiency. To prevent dependency, adopt the following strategies:

* Encourage Decision-Making: Allow mentees to make choices, even if they encounter errors. Provide guidance, but refrain from taking control.

* Teach Skills: Share frameworks or tools that enable independent use, such as time management techniques or conflict-resolution strategies.

* Gradual Reduction in Involvement: As mentees progress, gradually diminish your involvement and encourage them to rely on their own judgment.

Your role should be that of a guide, not a support system.

7. Maintain Patience and Flexibility

Personal growth necessitates time, and individuals learn at their own pace. Be patient with setbacks and adaptable to evolving needs. If a mentee or coachee encounters difficulties, reassess their objectives or adopt a novel approach. Maintain curiosity about their evolving aspirations and challenges.

8. Emulate Continuous Learning

Demonstrate that learning is an enduring journey. Share personal experiences and challenges, and encourage others to do the same. By modeling continuous learning, you inspire them to adopt the same approach.

As a mentor or coach, you serve as a role model. Reflect on your commitment to personal growth by:

* Sharing Learning Experiences: Discuss the courses, books, or experiences that have shaped your development.

* Admitting Mistakes: Recognize that failure is an integral part of learning and how you have derived valuable insights from it.

* Seeking Feedback: Invite their input on your mentoring or coaching style to convey that learning is a reciprocal process.

Your example will inspire them to embrace lifelong learning.

9. Commend Achievements

Acknowledge accomplishments, both big and small. A simple expression of pride in their handling of a challenge or a written note of encouragement can significantly boost their confidence. Celebrating progress maintains their motivation and strengthens your bond.

10. Reflect and Enhance Your Approach

After each session, allocate some time for self-reflection to identify areas for improvement. Consider the following questions:

* Did I prioritize active listening over speaking?

* Were my inquiries effective in eliciting insightful responses?

* How engaged was the individual, and what strategies can I employ to enhance engagement?

Regularly seek feedback from your mentee to refine your skills. Consider joining a mentoring or coaching community to gain insights from others’ experiences.

Final Thoughts

Mentoring and coaching are about empowering individuals to realize their full potential. By establishing trust, asking thoughtful questions, providing constructive feedback, and fostering self-reliance, you can make a lasting impact. Approach the process with patience, humility, and a genuine desire to witness others’ success. This approach not only aids their growth but also enriches your own life.

One-Time
Monthly
Yearly

Consider supporting my efforts with a donation!

Hey everyone, I’m passionate about sharing insights on life and leadership through my blog. If you’ve found value in my posts and wish to see more content like this, please consider making a donation. Every little bit helps in continuing to provide quality guidance and inspiration.

But whether you can offer support or not, I’ll continue to try and write a blog that gives back, informs and sometimes even entertains. I hope you enjoy it!

Thanks for your support!

Make a monthly donation

Make a yearly donation

Choose an amount

$5.00
$15.00
$100.00
$5.00
$15.00
$100.00
$5.00
$15.00
$100.00

Or enter a custom amount

$

Your contribution is appreciated.

Your contribution is appreciated.

Your contribution is appreciated.

DonateDonate monthlyDonate yearly

How to Provide Constructive Feedback

Steve Keating Leave a comment

If you’re in a leadership position, then you must know that the people you lead want to know some stuff as well. They want to know if they are doing what is expected of them. They want to know if they are meeting or exceeding expectations. They need to know if they’re not.

If you’ve hired the right people, then they have a strong desire to improve over time. They also need to know what “qualifies” as improvement. They want and need to know that what they are doing is worthwhile and makes a difference. They need, absolutely need, to know that they matter.

All of that information can only accurately come from the feedback given to them by you, their leader. If you’re an Authentic Leader, then all feedback, whether it’s feedback leading to corrective action, feedback for continuous improvement, or feedback for positive reinforcement, will be provided in a constructive manner.

Providing constructive feedback is a critical leadership skill that helps your team grow while maintaining motivation and morale. Every member of your team needs regular doses of constructive feedback. Here’s how you can do it effectively.

1. Be Specific and Clear

Vague feedback leads to confusion. Instead of saying, “You need to be better in meetings,” say, “I noticed in today’s meeting that your points were great, but they got lost because you spoke too fast. Try slowing down to ensure everyone follows your ideas.”

2. Focus on Behaviors, Not Personality

Avoid making it personal. Instead of saying, “You’re too careless,” say, “I noticed a few errors in the report. Let’s go through them together to see how we can minimize mistakes next time.”

3. Use the “Praise-Correct-Praise” Method (Sandwich Approach)

Start with something positive, then provide constructive feedback, and end with encouragement.

Example: “Your presentations are always engaging. One area to improve is the clarity of your key points. Maybe structuring them in bullet form could help. Keep up the good work—I know you’ll make it even better!”

4. Encourage a Two-Way Conversation

Feedback should be a discussion, not a monologue. Ask, “How do you feel about this?” or “What support do you need to improve in this area?” This makes them feel valued and involved in their own growth.

5. Provide Solutions, Not Just Criticism

Pointing out problems without offering guidance can be demoralizing. Instead of just saying what’s wrong, suggest ways to improve. “Your report has some missing data. Maybe setting up a checklist before submission could help.”

6. Give Feedback in a Timely Manner

Don’t wait too long. Feedback is most effective when given soon after the event. However, avoid giving feedback in the heat of the moment if emotions are high.

7. Adapt Your Approach Based on the Individual

Some people prefer direct feedback, while others respond better to a softer approach. Understanding how your team members receive feedback can make it more effective.

8. Remember, feedback isn’t always about improving.

Make sure a good percentage of your feedback is positive reinforcement. As Dale Carnegie said, “Be hearty in your approbation and lavish in your praise.” The people you lead crave your approval; make darn sure they get it whenever it is deserved.

9. Follow Up

Feedback is not a one-time event. Check in frequently to see if improvements have been made and recognize their efforts.

Weak leaders are often afraid of providing their people with consistent feedback. They see it as confrontational and they will do most anything to avoid conflict. But an Authentic Leader will tell you that providing well-thought-out, constructive feedback is anything but confrontational. It requires some effort to choose words that uplift rather than tear down. It sometimes requires practicing the feedback conversation beforehand. And it always requires listening and watching to determine if your message is being received.

The essence of leadership is influence. Providing consistent, constructive feedback to the people you lead is one of the most effective methods to influence them in a meaningful and positive way.

So do it!

One-Time
Monthly
Yearly

Consider supporting my efforts with a donation!

Hey everyone, I’m passionate about sharing insights on life and leadership through my blog. If you’ve found value in my posts and wish to see more content like this, please consider making a donation. Every little bit helps in continuing to provide quality guidance and inspiration.

But whether you can offer support or not, I’ll continue to try and write a blog that gives back, informs and sometimes even entertains. I hope you enjoy it!

Thanks for your support!

Make a monthly donation

Make a yearly donation

Choose an amount

$5.00
$15.00
$100.00
$5.00
$15.00
$100.00
$5.00
$15.00
$100.00

Or enter a custom amount

$

Your contribution is appreciated.

Your contribution is appreciated.

Your contribution is appreciated.

DonateDonate monthlyDonate yearly

Here’s Why You Need a Mentor

Steve Keating Leave a comment

I have been blessed to have had outstanding mentors throughout my life. They have had a positive impact on both my personal life and my professional life. They have willingly given me their time and life experiences to help me be a better version of myself. And they have done that while expecting nothing in return except an effort on my part to continually improve. 

No matter where you are in life or your career a mentor is incredibly important for personal and professional growth. The role of a mentor goes beyond providing guidance; they act as a trusted advisor, supporter, and source of wisdom. Here are some of the ways a mentor could have a positive impact on your life this very day. 

  • Mentors typically have more experience and expertise in a specific field or domain. They can share their knowledge, insights, and practical tips that may not be readily available in books or courses. This can help the mentee learn faster and avoid common pitfalls.
  • A mentor can provide personalized guidance tailored to the mentee’s unique goals, strengths, and weaknesses. Unlike generic advice, a mentor can identify areas for improvement and help the mentee develop a personalized action plan.
  • Having a mentor who believes in your potential can significantly boost your confidence. They can encourage you to take on challenges. They can help you see your progress. They provide constructive feedback, which can be invaluable in building self-assurance.
  • Mentors often have extensive networks within their industry or profession. Through their connections, mentees may gain access to new opportunities, potential collaborators, or valuable resources.
  • A mentor can offer career guidance and help with navigating the complexities of professional life. They may offer advice on career choices, skill development, and strategies for advancing in one’s field.
  • Effective mentors not only focus on professional development but also on personal growth. They can help mentees improve their soft skills, such as communication, leadership, and time management. Those are essential skills for business. They are also essential skills for life.
  • Mentors provide an objective viewpoint, free from personal biases or emotions that friends or family might have. They can give honest feedback. They challenge the mentee when needed, and help them see situations from different angles.
  • Mentors can hold their mentees accountable for their actions and progress. They can assist in setting realistic goals and provide encouragement and motivation to achieve them.
  • Mentors often share their own experiences, including mistakes and failures. This allows mentees to learn from these experiences, avoid repeating similar errors, and develop resilience in the face of challenges.
  • Mentors often take a long-term interest in their mentees’ success. They are invested in the mentees’ growth and development, providing support even as the mentees progress in their careers.

It would not be at all unusual for you to have more than one mentor in your life at a time. One for professional growth, one for personal growth and maybe even one for financial growth. Mentors make a difference for the people they mentor. 

If you’re not sure how to find a mentor then start by looking around. Who are the people you most admire? Who are the people who you think of as successful? Who are the people you would be proud to be like? Ask those people if they would be willing to invest the serious time required to mentor you. Ask them if they would be willing to help you be your best self. 
You will know you’ve asked the right person when you receive an enthusiastic YES.

If the person you ask is hesitant or can’t commit the time don’t try to “sell” them on the idea. It isn’t that they don’t care, it’s more likely they are being realistic in that they can’t commit the time to be truly committed to helping you. At least not at this time in their lives. 


But don’t give up, ask another person that fits your criteria. Ask as many times as you need to because a mentor can and likely will, change your life for the better.

Want more of LeadToday? I’ve changed things up on my Twitter feed for subscribers. I recently began publishing two or three videos each week focusing on an element of Authentic Leadership. I’ll post these videos each Tuesday and Thursday morning. Sometimes a bonus video pops up at other times during the week. They will be about 10 minutes long so we can get into the topic in a more meaningful way. The investment for subscribers in still only $4.99 a month. That’s for at least 80 MINUTES of quality video content on leadership a month.

If you’re interested in taking a look, head on over to my Twitter profile page. If you’re not a follower yet just hit the follow button. It will change to a subscribe button and once you hit that you’re on your way. You can cancel at any time you’ve decided you have nothing left to learn about leading the people who you count on for your success.

Here’s the link to my Twitter… https://twitter.com/leadtoday

Why Mentoring Programs Matter

Steve Keating Leave a comment

I must say, and I mean this sincerely, I am impressed with the knowledge that people newer to the workforce bring with them into their new careers. Even if it’s their first job they often bring more knowledge than workers who entered the work force 20 or 30 years ago. 

And they know it. What they don’t know is that knowledge and wisdom are two very different things. Schools and books are all about knowledge. Life is about wisdom. 

It has been said that along with age comes wisdom. I can assure you that is not always the case. Too frequently it seems that age shows up all by itself. 

But generally speaking you can gain wisdom in one of two ways. You can live a long while or you can ask someone who has to share their wisdom with you. For the purposes of our post we call that “sharing” mentoring. 

As baby boomers continue to age out of the workforce they also continue to take their wisdom with them. Many large companies have formal mentoring programs in place. They encourage their experienced employees to leave some of their wisdom behind. But some companies actually “dispose” of that wisdom. They “encourage” or even force their more experienced people, and their wisdom, out the door. 

It’s only a matter of time before those companies that devalue wisdom wise up and discover the costly mistake they have made. Some unfortunately are already figuring that out. But the horse as they say, has already left the corral. 

All organizations, large and small, will benefit from a formal mentoring program. Paring a mentor with incoming employees shortens the learning curve of the incoming employee. Having a mentor helps the new employee quickly apply their impressive amount of knowledge. That enables them to “earn their keep” much sooner. 

Being a mentor allows the mentor to “borrow” some of that knowledge from the new employee. Combining that new knowledge with their wisdom often reengages the mentor. It renews or increases their productivity. 

It’s a win, win, win. A win for the new employee, a win for the mentor and a big win for the company or organization. 

But there can be some potholes to look out for. Not everyone can be a mentor. Mentoring is serious stuff. If someone is not enthusiastic about mentoring then they should not be a mentor. Depending of the demographic makeup of the workforce in your particular organization that may mean mentors will be in short supply. 

You may need to allocate your mentors accordingly. Perhaps only to people who demonstrate a passion for learning and growth. Mentoring also requires a significant commitment of time, for the mentee for sure, but especially for the mentor. While they can likely mentor more than one person they can’t mentor so many that mentoring becomes a major focus of their job. They need to continue to do their job in order to maintain the credibility that is so vital to a mentor. As soon as someone says “well back when I was doing the job” they are no longer an effective mentor. They still have wisdom. They can still be a great life mentor. But their effectiveness as a career mentor within the organization has greatly diminished. 

When pairing a mentor with a mentee every pairing should be considered a trial run. They need to “click.” Not clicking doesn’t mean failure on the part of the mentee or the mentor. It’s just how life works sometimes. The mentor has to care enough about their mentee to invest a significant amount of time with them. The mentee has to trust their mentor enough to at least consider the advice they are being given. If after 30-60 days there is no “click” then it’s time to try another pairing. 

If your new to mentoring programs I’d recommend starting small. Ask a handful of experienced team members about their willingness to mentor. Don’t try to talk them into it. If they don’t care to mentor then they won’t care about their mentee and as a mentor, caring is essential. 

Select a few candidates to be mentored and ask them about their interest in having a mentor. Again, don’t force it on them. If they have no interest in learning from actual experience rather than just a book you may have learned all you need to know about that candidate’s future with you organization. 

Get started today. Don’t let even more wisdom walk out the door. One day you’ll look around and realize you have a bunch of really smart people in your company. You will also realize they don’t possess the wisdom required to put their knowledge to work. 

The Importance of a Mentor

Steve Keating 1 Comment

I’ve admittedly been very fortunate to receive an excellent education. Sometimes I took advantage of the excellent opportunities to learn and sometimes I didn’t. I suppose I wasn’t that different than most students; I did better at subjects I liked and not as good at the ones I didn’t. 

My education made it possible for me to make a living. It didn’t really do much to help me make a life. 

Making a life required a whole different level of education. A level that can only come from a mentor. As fortunate as I was to have a formal education, I have been, throughout my life, blessed to have excellent mentors. 

Knowing what I know now, if my younger self had to choose between a formal education or a series of outstanding mentors I’d go with the mentors every time. That’s because working to make a living often doesn’t open a door to making a life. However, working to make a life often opens the door to earning a living. 

You can make resolutions forever and accomplish nothing. You can set squishy goals and mushy plans til the end of time and they will lead to nowhere land. Or…

You can get serious about building the life that was meant for you. The first step in that process is getting yourself a mentor. A good mentor. A mentor who cares about you. A mentor who cares so much that they will be honest with you. Even when it hurts. 

As you begin your search for  mentor here are a few things to keep in mind.

Your mentor should be enthusiastic about being a mentor. They should be passionate about helping others, namely you. The reward they seek should be in seeing you grow and become successful. Don’t attempt to drag someone into a mentoring role, if they aren’t all in from the beginning it’s likely they will never be all in for you. 

A good mentor should help lead you where you want and need to go. They should align with your needs, your desires and your talents. They should not push you to be a clone of themselves. They should be focused on helping you be the best version of yourself. 

A good mentor will push you out of your comfort zone. They know that “comfortable” is the enemy of growth. They will encourage you to try new things, to experiment and even to fail. 

Your mentor will need to know you, maybe even better than you know yourself. That means they will be an excellent listener. They will not allow themselves to be distracted when listening to you and they won’t be afraid of a little silence while they are considering what you’ve said. 

Good mentors provide great feedback. They “tell it like it is.” They may not always provide you with the feedback you were hoping for but that’s actually a sign of a mentor who cares. 

The best mentors I’ve had in my life seldom told me straight out I was wrong. They asked question after question to open my eyes so that I could see I was wrong without being told. Those were the “lessons” that really stuck with me. 

When you’re mentor “shopping” look for a person with those traits and abilities. When you find one ASK them about their willingness to mentor you. Ask if they would be willing to help you grow into the person you’re capable of becoming. 

You may be able to go it alone but you are FAR more likely to reach your full potential if you have a little help along the way. 

Mentoring Future Leaders

Steve Keating 2 Comments

Here’s a little secret most consultants, especially those who “teach” leadership, don’t want you to know. 

Leadership cannot be taught, it must be experienced. 

You can teach people about the various characteristics of effective leaders. You can teach them about personality types and how that determines a person’s response to different leadership styles. You can teach them about those different leadership styles and when to apply them. 

You can and should teach them all of that. But you can’t actually teach them to use any of it. They must see that knowledge in action and they must experience what it feels like when they are led. 

That’s why one of the most important parts of any future leadership development program has to involve the current leadership. Every leader, every single leader in an organization must be involved in mentoring the organization’s future leaders. 

Every senior level leader should be mentoring a mid-level leader. Every mid-level leader should be mentoring an entry level leader. Yes, that means people being mentored are also mentoring others. That all assumes of course that the leadership mentors are indeed effective Authentic Leaders. Assigning a poor leader as a mentor might actually be worse than letting a new leader figure it out for themselves. 

If you think you can send a person to some leadership classes and then sit back and watch them lead then you need to seriously reconsider your thinking. You can learn about leadership in a classroom but you only learn to lead by seeing and experiencing leadership in action.

Most people lead the way they were led. A great leadership class or even a lengthy leadership program doesn’t do much to change that. That’s a shame but it’s also reality. If a person was led by poor leaders throughout their careers then it’s very likely they will be a poor leader themselves. That’s because their “model” of leadership was poor. 

People learn about driving in a classroom but they learn to drive by driving. You can’t learn to fly without a plane and you can’t learn to swim without water. Why anyone would think you can learn to lead without actually leading is beyond my ability to comprehend.

If you want to develop future leaders then allow them the opportunity to lead while being mentored by a proven Authentic Leader. Any other type of leadership “training” will miss the mark.