The Hidden Cost Of Bad Advice in Mentorship
Last week I joined a networking event and found myself sharing my ambition to build my first technology startup. During a conversation with a seasoned entrepreneur, I outlined my business idea, the problem it aimed to solve, and my accelerator funding strategy. To my surprise, I was told that my idea wouldn't work, and I was advised to pursue something entirely different. Adding to the blow, I was told that if I needed an accelerator to fund it then I should not be a founder in the first place, as that simply shows weakness.
There are key moments in our careers when we can all use a mentor’s advice. But it’s important to understand that not everyone is equipped to provide that advice. This article explains why poor mentorship hurts a lot more than not having mentorship at all and offers insights on how to enhance your mentorship skills, both within and outside your organisation.
What Happens When Bad Advice Is Given?
When a mentee receives bad advice in mentorship, chances are they are not going to trust that process again anytime soon. Here are some potential outcomes:
Loss of Confidence: Bad advice can undermine a mentee’s belief in their own abilities, leading to decreased motivation and dissatisfaction.
Career Setbacks: bad advice can lead mentees to miss promotions, get negative performance reviews, or leave their jobs.
Damaged Relationships: Following flawed advice can strain relationships and erode trust with colleagues and mangers.
Can Anyone Be a Mentor?
The short answer is: Yes. Anyone can be a mentor as long as they are willing to learn the necessary skills for success. Effective mentors are not just experienced; they are empathetic listeners, keen observers, and skilled communicators. They understand the impact of language and the power of their position as a mentor.
What Does It Take to Be a Great Mentor?
Great mentors often have these key qualities in common:
Expertise and Experience: A deep understanding of the field and substantial experience to provide relevant and actionable advice.
Empathy: The ability to understand and relate to the mentee’s challenges and aspirations.
Communication Skills: Clear and effective communication to articulate thoughts and feedback.
Commitment: A genuine interest in the mentee’s development and a willingness to invest time and effort.
Humility and Openness: A recognition that they do not have all the answers and an openness to continuous learning.
Do I Have To Be Senior To Become A Mentor?
No, you do not have to be a senior, a people manager, or a leader to become a mentor. While seniority often brings extensive experience and knowledge, effective mentorship is more about having – and wanting to develop - the right skills. Even individuals at earlier stages in their careers can offer valuable insights and advice based on their own experiences and perspectives, particularly to those just starting out, like interns and graduates.
Why Do Mentors Fail to Give Good Advice?
Mentors are not perfect. They sometimes fail to give good advice for several reasons:
Misunderstanding their role: sometimes mentors believe they have to know it all. This leads them to offer advice without fully understanding the mentee’s unique situation.
Over-advice: the urge to give advice – especially when not required - prevails over that of listening actively before speaking.
Bias and Subjectivity: Personal biases and subjective opinions can frame a mentor’s advice, leading to recommendations that may not be relevant to the mentee.
How Do I Become A Better Mentor?
For mentors looking to improve their skills, consider the following strategies:
Continuous Learning: Stay updated with industry trends and best practices in your field. Listen to podcasts, and set up a weekly Google Alert on a topic you are interested in.
Track Your Resources: save those links, podcasts and book recommendations in a place where you can easily access them. You will find yourself going back to it to help future mentees.
Seek Feedback: Regularly ask for feedback from mentees to understand their perspectives and improve your mentoring approach.
Practice Active Listening: do this at home, as well as at work. Listening to understand – rather than to respond - is an intentional action that makes a huge difference in your daily interactions.
Humility and Patience: Accept that you don’t know everything, and be patient with both yourself and your mentee’s growth process. Remember where you started and how hard that was.
How Can My Organisation Help Me Grow As A Mentor?
Providing employees with opportunities to develop their skills, both as mentors and mentees, is essential for fostering an environment where people want to do their best work. Here are three steps organisations can take to support their mentors:
Self-paced Learning: create a personalised learning path that helps mentors easily navigate mentorship resources at different stages of the mentoring relationship.
Mentors Community: create a space where mentors can connect and exchange tips and tricks. The development of your mentors is as important as that of your mentees.
Feedback Integration: incorporate mentorship in your current organisation’s feedback cycle. Surveys fatigue is real, so when you ask about your employees’ experience, make sure you also ask them about mentorship.
Conclusion
Effective mentorship is key to your employees' professional growth, but when done wrong it creates a lot more long-term harm than you think. By training mentors effectively, organisations can create high-quality relationships that result in higher employee retention, performance and progression.
Interested in implementing Mentor Training in your organisation? Reach out, and let's make it happen.
