| I have a confession to make. I’ve lowered the expectations for Mentors.
When a client called to set up an onboarding program, I heard myself flippantly say, “It will be easy to get Mentors. Just find people who have a pulse.” Shortly after the program launched, they discovered that their Mentors were “ghosting” their New Hires – completely ignoring them. And when the New Hires took the initiative by calling their Mentors, those Mentors retreated with, “I’m going to pass.” What!? Pass!? That’s not an option! You’re a Mentor. You made a commitment! Or did they? I only suggested that they have a pulse… And then it struck me – I’ve been shortchanging the Mentor role. Desperate to attract Mentors and inundated with people crying “so busy!”, I have downplayed the commitment. I’ve been recklessly seeking an easy “yes!” from a warm body. My overly enthusiastic, pleading pitch sounds like: “All you have to do is share your stories and any wisdom you have! Just show up whenever it works. I promise you can do this even though you’re super busy!” I’ve been selling Mentor 1.0. And in doing so, I have neglected the critical role Mentors play. I’ve disregarded the power of Mentors to influence individual success while driving organizational strategy. And I’ve abandoned the promise that Mentors develop themselves by mentoring others! So now I’m pitching Mentor 2.0 Mentor 2.0:
Mentor 2.0 is an ally, a champion, an advocate for Mentee’s success. In turn, Mentor 2.0 astutely leverages the experience to strengthen their own leadership skills. And equally important, Mentor 2.0 embraces the opportunity to up-level the organization. When people understand that they are being called upon, not for their pulse, but to make a difference, they don’t just step forward, they jump in! © 2020. Ann Tardy and Mentor Lead. www.mentorlead.com | www.anntardy.com |