Skip to content

UXL Blog

“Creating Successful Leaders”

Tag Archives: benefits of mentoring

June 10, 2026 Lifting Up Others Through Mentoring

Few people “make it” in any profession or position without a little help. We stand on the shoulders of those who came before us and receive support from the people around us–bosses, co-workers, and outside mentors. In my career, I have benefitted from several different “teachers,” who have lifted me up as I aimed to improve myself and my work. I didn’t take that for granted, and I’ve tried to also raise up others through mentoring.

Every job comes with its own set of challenges. If you’re lucky, you’ll start your position with a few contacts and some basic skills, but if can be difficult to distinguish yourself from a large pool of talent. Young professionals, in particular, do not have the benefit of having experienced an industry for a decade or two like their superiors. Mentoring others provides a unique opportunity to fill in the gaps for these workers and offers many rewarding benefits:  

1 . Better Outcomes and Relationships

Mentoring, like tutoring, is an interpersonal skill. When people feel their voice is heard and being encouraged to grow, they are much more likely to remain engaged with their work and voice concerns more confidently. Any time you can foster better feedback from your team, the stronger the team becomes.

2. Reputation

Building a reputation as a mentor in your industry can become a distinguishing part of your career. Often, companies seek to draw upper-talent from pools of candidates that are known in professional circles to be helpful leaders and actively collaborative. Mentoring your employees demonstrates both of these skills easily and clearly, particularly for mentors who’ve done so throughout their career. As the adage goes: “You get back what you put in.”

3. Professional Development

Just because someone can benefit from the guidance of a mentor doesn’t mean they’re without skills to bring to the table. New workers, especially young people, often come with the proficiencies or strategies needed to approach new technology or use new software. You can take advantage of the personal relationship you strike with your mentee to have them teach you how to effectively use these tools. You both walk away more competent.

4. Networking

Life is long and careers often take unexpected twists and turns. The analyst that started at your company five years ago may quickly rise in the ranks of the industry to a sector you’re interested in doing business with or simply learning more about. The more people you can foster a mentoring relationship with, the wider you cast your net across the next generation of leaders. These relationships may end up among the most important in your working life.

5. Personal Fulfillment

Any teacher can attest to this last benefit. Mentoring is an opportunity to open yourself to others whose perspective may be entirely different from your own. Learning from one another about subjects that extend beyond the scope of your job will enrich you personally and professionally.

Mentoring others is essential to bridging the gap between generations of workers. Stepping up to help guide colleagues through this process will not only reward your mentee and yourself, but your industry as a whole. So take a leap and share what you know!

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.

Tags: , , , , ,

May 22, 2024 4 Steps To Find Your Perfect Mentor

With any job, we all rely on guidance from our supervisors and peers to learn the ropes and develop new strategies for accomplishing tasks. If you’re starting at a new company, taking on a new role, or endeavoring to learn new skills, a mentor can be an incredibly valuable asset.

A mentor (or coach, or guide) can stretch your abilities, introduce you to new people, or connect you with relevant resources. Their experience and expertise are resources as valuable as any skill in your personal toolbox. But finding the right person for the role can be challenging. As you begin your search, you may find a few of these strategies useful:

1. Identify your process and values

As we grow, we try out and exchange work habits and strategies to make ourselves more effective. Finding a mentor who speaks to you starts with understanding yourself and how you work. What are the values that drive you? How do they translate to the type of work you do and which projects or responsibilities you’d like to take on?  What are the pain points and blind spots of your working style that others may need to accommodate for or address? These questions are important to ask and reflect upon when seeking a mentor. Knowing their answers to some degree will help when approaching others for help.

2. Look across disciplines

Everybody brings a unique mix of experience and ability to the table in an organization. A person’s job description doesn’t always tell you everything about the perspective they bring or their ability to teach. If you are worried or intimidated by reaching out to folks in your own department, making connections outside your usual circle and observing how people attack problems may shed a learning light you never considered before.

3. Establish rapport

Mentors are not always our closest friends, but a good mentor will be someone who respects your goals and spends time to observe and understand your learning process. Get to know folks who’ve joined the team before you and communicate your respect for their role and the work they’ve done. If you’re not familiar with these details, friendly chats over lunch or coffee can provide a way to accrue insight casually and over an extended period of time.

4. Develop yourself and network

Professional associations often offer conferences and seminars to learn the ropes of new skills or discuss innovations within a given industry. If you feel like your office lacks the means to provide the guidance you seek, attend trainings and make connections – either with fellow learners or the speakers. Handing out business cards and picking someone’s brain for 15 minutes may be all it takes to find a new teacher.

Finding a mentor isn’t always easy, but the returns for your efforts can be transformative. Keep an open mind, and be honest with yourself if you aren’t getting what you need on the first attempt. If you keep at it, often the right guidance is never too far away . Stay positive and start your search. There’s no time like the present!

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. 
CHECK OUT MARGARET’S ONLINE LEADERSHIP COURSE. 

Tags: , , , , ,

March 27, 2024 How to Meaningfully Improve an Employee’s Work Performance

If an employee is not quite rising to your workplace’s standards, that can be a delicate situation. On the one hand, if you critique the person’s work too harshly, they may become discouraged or frustrated, or they may even quit. On the other hand, if you do not underscore the importance of the situation, or if your feedback is not specific enough, that person might continue to operate in the same manner, and little will change.

How do you navigate this tightrope-like situation? How can you provide adequate feedback, guidance, and resources to help improve an employee’s performance? Here are three ways to make a meaningful difference:

Give Excellent Feedback

Unfortunately, it is incredibly easy to flub feedback. The feedback might be too vague, too harsh, or lacking a sense of urgency. When providing feedback to underperforming employees, I suggest keeping three things in mind:

1. Make It Specific

It isn’t enough to tell someone they need to “step it up” or “make strides.” Instead, give specific feedback on what the person is doing right and what they need to improve. It helps to open with the positive (“Sandy, your people skills continue to impress me. Customers say you’re easy to talk to and an excellent communicator”) and then move into the areas of improvement (“However, our numbers show that you have trouble closing the sale. Let’s talk about some of the potential roadblocks you’re facing…”).

2. Set Goals

When working on a specific area to improve, it is helpful to set SMART goals. SMART is an acronym that stands for:

Specific – the goals should be clear and well-defined.

Measurable – the goals should have measurable criteria for success.

Achievable – the goals should be attainable and realistic.

Relevant – the goals should be aligned with the employee’s role and the overall objectives of the organization.

Time-bound – the goals should have a specific time frame for completion.

By setting SMART goals, you provide the employee with a clear roadmap for improvement and a way to track their progress. This approach helps to ensure the employee understands what is expected of them and can work towards achieving those goals.

3. Create a Check-In Plan

It’s helpful to create a plan for regular check-ins with the employee. This allows you to monitor their progress, address any concerns or challenges they may be facing, and provide ongoing support and feedback. The frequency of the check-ins can vary depending on the employee’s needs and the urgency of the situation. It’s important to create a supportive and non-judgmental environment during these check-ins, so the employee feels comfortable discussing their progress and any obstacles they may be encountering.

Facilitate a Mentorship

Mentorship can be a valuable tool for improving an employee’s work performance. Pairing the underperforming employee with a more experienced and successful colleague can provide guidance, support, and valuable insights. The mentor can share their own experiences, offer advice, and help the employee develop the necessary skills and knowledge to excel. This one-on-one relationship allows for personalized guidance and can greatly enhance the employee’s professional growth. A mentorship program can be formal or informal, depending on the needs and preferences of the individuals involved.

Provide Necessary Resources

To support an employee in improving their work performance, it’s essential to provide them with the necessary resources. This could include training programs, workshops, online courses, or access to relevant materials and tools. By equipping the employee with the resources they need, you empower them to acquire new skills and knowledge that can enhance their performance. Additionally, offering ongoing learning opportunities demonstrates your commitment to their professional development and shows you are invested in helping them succeed.

By following a few intentional strategies, you can begin to make meaningful improvement in an employee’s work performance. Remember, communication is key, and it’s hard to know what your employee needs until you take the time to sit down and talk with them about their performance. Frame this an opportunity for growth and development, rather than a punishment. Creating a supportive environment can help foster continuous improvements and aid employees in reaching their full potential.

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. 
CHECK OUT MARGARET’S ONLINE LEADERSHIP COURSE. 

Tags: , , , , ,