It is time for some self-reflection. I periodically do that just to gauge where I am and do I feel that I am bringing value. I have a gift to share – the “gift of mentoring” and I need to stay focused on that journey as it will impact the lives of many and the organizations that they work with. Part of that self-reflection process is looking back to see what we have done and what do we need to change to aid in the sharing of that gift. It is an exciting journey for sure. Being recognized as a thought leader in the mentoring space is a humbling experience and one that is not taken lightly. I am truly blessed to work with some wonderful people who continue to grow personally and professionally through the “gift of mentoring”.

I wanted to share some random thoughts that I have been thinking about over the week-end. We just formally wrapped up a mentoring program that I was instrumental in getting off the ground 4-5 years ago now. We debriefed with some of the participants in that program to find out what we needed to do differently for next year. They are the people in the trenches and we want to make sure that we are providing them the support they need to be successful. Mentoring the mentors! They shared some interesting observations! Training that was offered this year in the form of a 2 hour workshop needs to be built in to the program from this day forward. The tools that they were provided in that short period of time were very helpful in building the trusted relationship and in communicating effectively. Getting the chance to better understand the Socratic Method was also of importance to them. They suggested more informal gatherings at a coffee shop or a dinner meeting to talk openly about what is working and what is not working. Sounds like group mentoring to me! The program continues to move forward and those that participate are seeing the value in sharing the “gift of mentoring”.

I am sure that you have experienced the Dr. Jekyll and Mr. Hyde leadership style? I recently heard yet another story of this very same leadership style and how it was beginning to form a culture of mistrust. The leader would say one thing but do completely the opposite and would be very abrupt in doing so. I am sure that you can think of a number of outcomes but one that stands out for me is the disabling of any trust that may have been there with this leader and the employees. You have heard the statement, “ I have an open door policy” which when translated can actually mean, “I have an open door policy but a closed mind so come see me anytime.” It is all about demonstrating and following through on what you say you are going to do. What is startling for me is that young supervisors/managers see this behavior and assume that it is good behavior as they have nothing else to compare it to. I call that learned behavior. This is where an effective mentor could most definitely bring value to the organization and its people. Unfortunately the culture will not permit mentoring. It truly is sad as the high turnover rate apparently isn’t a strong enough signal that change is needed. It is always the good employees that leave because they can!

What a great segue into my thoughts on culture. Culture is a strange animal to say the least. Most people cannot explain in three words what their current culture is in their organization. What is even more troubling is that most leaders in an organization cannot explain what the culture is in three words. Culture is sometimes an overused word – especially when we do not understand what it means or what it is. Here is one definition: “Organizational culture is the behavior of humans who are part of an organization and the meanings that the people react to their actions. Culture includes the organization values, visions, norms, working language, systems, symbols, beliefs, and habits. It is also the pattern of such collective behaviors and assumptions that are taught to new organizational members as a way of perceiving, and even thinking and feeling. Organizational culture affects the way people and groups interact with each other, with clients, and with stakeholders.”

Culture is about people. Culture is about the behavior of people in that organization. Culture is shaped by leaders in the organization. This is not new to us by any stretch but you would certainly think so by the number of organizations that needs the “gift of mentoring”. We can change the culture with the implementation of a mentoring culture. We can help create engaged, empowered and accountable employees. We can create that learning and development environment that fosters wanting to get out of bed and going to work. It can be done through the “power of mentoring”. Don’t be the leader with the glass half empty. Don’t let your organization lose good employees. Don’t be another high turnover rate statistic. Embrace the “power of mentoring” – after all, “Can you afford not to?”

References:

1. http://en.wikipedia.org/wiki/Organizational_culture