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“Creating Successful Leaders”

September 7, 2022 How to Start a Mentoring Cohort

In my experience, there is no better way to support and nurture your work team than through mentoring. And mentoring is not just for new hires or people switching roles within the organization; it’s helpful for anyone who is looking to learn a new skill, change roles, or climb the ladder.

There really is no substitution for working with a mentor.

Mentors can offer:

  • Personalized guidance
  • A roadmap for obtaining a new position
  • Lived experience and real-life lessons
  • A bridge to other resources
  • A chance to expand a person’s network

I’ve written about mentoring benefits in a few past blog posts, but today I want to talk about something slightly different: starting a mentoring cohort.

What is a mentoring cohort?

Companies can approach mentoring cohorts differently, but in essence, they are groups of people who are moving through a mentoring program together. That might sound formal, but it doesn’t necessarily have to be. Typically, each mentee will be assigned a mentor, who will work with them for a certain period of time (3 months, perhaps, or 6 months).

The mentees might occasionally meet up and offer each other support, as well. This often makes sense if the mentees are new in the organization and could use the same type of support or resources. Typically, the mentors have been with the organization for at least a few years and are well-respected and knowledgeable.

How do you start a mentoring cohort?

First, it’s helpful to identify the mentees’ needs. Are they interested in learning more about the organization, in general? Do they have their sights set on leadership? Are they seeking guidance in a particular area? You might send out a survey to discover what type of help people need most.

After you’ve pinpointed needs (and have drummed up some excitement about the program!), start compiling a list of potential mentors. Do your best to match the mentees’ requirements with the mentors’ experience. Then, send a personal message to each mentor, inviting them to participate in the program.

In your email, don’t forget to mention the reason you’ve chosen this person—their expertise in X, their reputation as a top salesperson, their enthusiasm in collaborating with others. Then, be sure to specify the time commitment. Since many people are busy with their day-to-day responsibilities, it’s best to keep this at a minimum (say, 45 minutes every month or half an hour every two weeks).

Once you’ve paired your people, give some mentoring guidelines (suggested questions to ask, suggested meeting times). Then, take a step back and let the mentoring commence! You may want to check in every once in a while (at the midpoint, perhaps), but this should mostly be hands-off for you.

When the program concludes, take a survey to see how it went AND ask your mentors if they would be willing to stay active in the cohort program. Then, start the whole process over again with your next batch of people.

A mentoring cohort is a great way to connect batches of people with appropriate mentors. If you think several people in your organization could benefit from mentoring, I encourage you to initiate an in-house mentoring cohort. And the bonus? You will also gain recognition as a leader, a doer, and someone who is actively trying to improve company culture. A win all around.

MARGARET SMITH IS A CAREER COACH, AUTHOR, INSIGHTS® DISCOVERY (AND DEEPER DISCOVERY) LICENSED PRACTITIONER, AND FOUNDER OF UXL. SHE HOSTS WORKSHOPS FOR PEOPLE WHO NEED CAREER OR PERSONAL GUIDANCE. 

HER NEW EBOOK IS CALLED A QUICK GUIDE TO COURAGE

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August 31, 2022 Act! (Even if the Conditions Aren’t Perfect)

We’re told to “make hay when the sun shines,” but what if the sun never comes out? What if conditions remain overcast, at best? Sometimes, we have to adapt, re-strategize, and move forward anyway. Sometimes, we simply have to act.

Rarely will conditions be 100 percent perfect. If you’re looking for an excuse to put something off, chances are you’ll find it. There’s always a reason to not take on that challenging work project, write your novel, have a child, travel abroad, start your own business…the list goes on. Sometimes, you just have to jump in with both feet and figure things out as you go.

Additionally, it’s impossible to plan for every bump in the road. You will run into unexpected obstacles, experience temporary setbacks and all-out failures, and take unexpected twists. When this happens, it’s import to roll with the punches and adopt a growth mindset (more on growth mindsets in last week’s post).

When you’re on the brink of a major decision or action, try to keep the following 8 tidbits in mind:

  • Progress is not achieved through inaction.
  • You can still succeed if conditions are not perfect.
  • Others have risen above adversity when the odds were stacked against them. For example: After someone stole his shoes, Native American track and field legend, Jim Thorpe, found two shoes (of different sizes) in a trash bin, put them on, and won two Olympic gold medals.
  • No one achieves greatness or makes positive change through inaction.
  • Your actions don’t have to be unsupported. Leverage whatever resources (others’ expertise, databases, classes, grants, a mentor’s advice, etc.) are at your disposal.
  • You are adaptable and resilient enough to overcome adversity or setbacks.
  • Inaction is often just an excuse; don’t give in to your fears!
  • It’s okay to figure things out as you go.

If you are delaying taking action on something, I urge you to ask yourself why. Face your trepidations, strategize as best you can, and jump in! You’ll rarely find the perfect conditions to act, so you might as well plow ahead using whatever resources are available. Even if things don’t turn out as expected, you can still hold your head high knowing you had the courage to act.

MARGARET SMITH IS A CAREER COACH, AUTHOR, INSIGHTS® DISCOVERY (AND DEEPER DISCOVERY) LICENSED PRACTITIONER, AND FOUNDER OF UXL. SHE HOSTS WORKSHOPS FOR PEOPLE WHO NEED CAREER OR PERSONAL GUIDANCE. 

HER NEW EBOOK IS CALLED A QUICK GUIDE TO COURAGE
CHECK OUT MARGARET’S ONLINE LEADERSHIP COURSE.

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August 24, 2022 2 Simple Ways for Leaders to Improve Retention

It’s no secret that employee retention is a problem right now. With the Great Resignation (or Great Reshuffle, as some call it), individuals have more leverage than ever before and they are less nervous about quitting when they’re unhappy with their current work situation. That puts pressure on companies—and by extension, company leaders—to recruit and retain top talent.

But there’s no need to panic! There is still a clear correlation between job satisfaction and employee retention. Satisfied workers aren’t going anywhere, despite a tidal wave of resignations. And, fortunately, leaders have the power to influence retention. A recent report by Gallup finds that the number one reason employees leave a job is “due to a bad boss or immediate supervisor.”

So…how can leaders improve? How can they demonstrate respect for and recognition of team members? And, ultimately, how can they retain a talented and motivated team? Increasing pay and benefits may help in the short term, but those incentives only go so far. It’s better to focus on what makes people satisfied in their work.

In my experience, two critical factors pave the way to worker satisfaction: 1) giving people the right work and 2) providing stretch goals. Let’s talk about both.

The first factor involves assigning the “right” work.

I like to think about this factor as “getting the right butts in the right seats.” In other words, different people have different skill sets, talents, and interests. An attentive leader understands where each team member thrives, and attempts to align their people with the appropriate work. If someone loves to dig into the data and run analytics, give that person data-centric tasks. If another person thrives on teamwork and creativity, orient that person to work that involves creative collaboration.

Building an understanding of your team members’ strengths/weaknesses and interests/dislikes takes time. I encourage you to regularly meet with people in one-on-one settings and ask the following questions:

  • Which parts of your job are you liking right now? What’s working?
  • Which parts are not working?
  • What would you like to be doing more often?
  • What would you like to be doing less often or not at all?
  • What does your ideal day look like?
  • What are your personal goals in the company? And what can do to support those goals?

The second factor has to do with stretch goals.

When people are bored, they tend to quit. AND when people are overwhelmed, they also tend to quit. Stretch goals sit in the middle of boredom and overwhelm.

A stretch goal is a challenge you might set in front of an individual or team that stretches their abilities, but is still attainable. It’s a healthy challenge—an opportunity to grow and, perhaps, learn new skills (or tap into underutilized skills). When it comes to stretch goals, keep a few best practices in mind:

  • Use SMART goal setting (Specific, Measurable, Achievable, Relevant, and Time-Bound)
  • Make sure the team/individual is supported with information and resources
  • Define what “success” means (if only part of the goal is achieved, is that still considered a success?)
  • Make sure objectives are clear (and make yourself available to answer questions in case they’re not)
  • Check in regularly about the stretch goal
  • Celebrate your milestones and wins!

By 1) making sure your people are doing work that aligns with their skills and interests and 2) providing regular stretch goals for your team, you will foster a supportive, motivating workplace environment. No one likes to feel like their talents are wasted. Get your team members in the right set of tracks and provide the fuel to inspire them to move forward. As a leader, you have that power.

MARGARET SMITH IS A CAREER COACH, AUTHOR, INSIGHTS® DISCOVERY (AND DEEPER DISCOVERY) LICENSED PRACTITIONER, AND FOUNDER OF UXL. SHE HOSTS WORKSHOPS FOR PEOPLE WHO NEED CAREER OR PERSONAL GUIDANCE. 

HER NEW EBOOK IS CALLED A QUICK GUIDE TO COURAGE.

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