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Being a mentor is just as good as being mentored

…if not better, says a CNN/Money article I read today.

I have always found mentoring to be a worthwhile venture for both me as a mentor and me being mentored. I don’t know exactly what the cause of this worthwhile feeling is but for me at least, it stems from a couple different things.

  1. Face to face contact with the same person and the subject matter isn’t about necessarily improving work but improving yourself. A person who can be a check and monitor your progress over a period of time. And, when structured right, the lack of obligation to do so.
  2. Being a positive part of a non-reporting employee’s life. I had a fellow mentor who persuaded a person to stick with a job when they were growing tired of it. With that mentors help, instead of taking a path with lower pay and in a totally different industry (starting from the ground up), they got their foot in the door of an internal leadership position. No mentor = that person is gone.
  3. It gets results. I see time and time again where mentoring results in positives for both parties. And it boosts productivity for both workers. Sitting down for a cup of coffee a half an hour each week and being a mentor. For that 15–30 minute period, you gain more than 15–30 minutes of extra productivity.

Great leaders can make a big difference by mentoring other employees and with such a small investment, can make a big impact not only on your own performance but the performance of others.

By Lance Haun

Strategy for The Starr Conspiracy. Former HR pro. Portland guy (Go Blazers!) and WSU alum (Go Cougs!). I get to write about what I want here.

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