2018 is shaping up to be the year of women. As more and more women lean in and promote upward mobility, it’s crucial to keep the trend going. One of the best ways to build sustainable female leadership is through mentorship. See why women need to be mentoring women to build tomorrow’s leaders and how any company can implement an effective mentoring program.
See It, Be It
It’s crucial for women in the workplace to have role models. Mentoring helps women ideate about what they will become. For women to be more empowered in the workplace, it’s crucial to have structured mentorships where women can learn from each other.
For example, I had a mentor in my early 20s. She taught me so much, but the most important thing I learned from her was how to communicate effectively. She showed me that there is a solution for every problem -- that problems are just projects in disguise, waiting to be solved. This mentorship experience molded me into the professional I am today and it’s the reason I’m so passionate about building mentoring relationships for women.
Mentors are a critical part of both professional and personal development. Everyone is glued to their screens nowadays. We often forget the art of in-person communication, which is essential to be a strong leader. Mentors give women an avenue to practice their communication skills in a safe environment by focusing on growth and improvement.
In addition to personal growth, mentors also help develop a leadership pipeline in your company. Leaders succeed when they have the chance to connect with others and learn. These learning opportunities can actually save your company time while improving efficiency.
Mentors help new hires acclimate to your culture more quickly. Ask your new employee about their career aspirations. Match her with a leader in the position she sees herself in some day. This will give the new hire a trusted confidante who can help her grow more quickly in her career.
How To Build A Culture Of Mentorship
It’s clear that mentors make the world go ‘round. No matter your culture or company, you can set up your own mentor program to see happier employees and effective leaders. Use these tips to create mentorships that empower your employees.
- Make it a team effort: Don’t open up your mentoring program to a few groups or departments. Make it available company-wide to get the most out of it. In fact, this opens up the possibility of cross-departmental collaboration and mentorship, which builds stronger leaders.
- Look for complementary skills: It’s tempting to assign mentorships based on personality. You certainly want your mentor and mentee to get along, but it doesn’t mean you should assign employees to groups based solely on personality. Skills should be the main factor in your mentor matchmaking strategy. For example, match a developer with a marketer so they can exchange valuable skills and insights with each other. This will grow each woman’s individual talents in the workplace, making her even more valuable.
- Ensure structure: I’ve seen some companies set up a very laissez-faire type of mentor program. They might match up employees for mentorships, but then hand the reins to the employees. Mentors and mentees can be left in charge of their relationship, but there still needs to be structure and accountability on the company’s end. This keeps mentorships on track for better results. Structure also helps with a company-wide buy-in for mentorship programs. Unless mentoring is part of your culture and you reinforce the importance of mentoring relationships, there’s a risk it will fizzle out. Create designated spaces and time during the workday for mentorships, solidifying them as a crucial part of your workplace.
- Focus on communication: Mentoring helps your leaders and rising stars practice their communication skills. Whether mentoring happens in one-on-one or group settings, it encourages women to practice effective, clear communication.
More and more women are taking leadership roles in corporate America. Connect female employees with mentors to help them grow their skills exponentially. Companies benefit from increased communication and a more skilled workforce, while employees feel more valued, more informed and ready to take on the world.
