Welcome to the Management Mentor Blog! We aim to replicate some of the benefits of a mentoring relationship through this vehicle. Here’s what to expect:

  • 3 Categories of content: Organization, Team, Self
  • Practical tips for new supervisors and managers
  • Short posts with actionable recommendations
  • Bi-weekly original posts plus additional posts with updates and links to resources
  • 1-year of new content culminating with a comprehensive eBook by Winter 2013

A key element that makes a great manager is the ability to mentor each and every employee. Every employee should not only be appreciated for their efforts, but should be encouraged to grow and develop their career.

Most employees want to grow, but do not know how to broach the subject with leadership. The misnomer here is that the onus should not be on the employee, but on the manager to take a special interest in staff development. The challenge for the experienced one is to realize how this role fits in their daily work life. If managers think policies, procedures, internal processes, financial stability, etc., is why they are here and what they should spend all their time doing, they are very wrong. Building and growing staff is for the betterment of the organization and the future success for the individual. If this practice gets ingrained into your organization’s culture, watch out! Most everything else falls into place and everyone will want to work for you.

While managers have the burden of responsibility when it comes to mentoring, it is in the employee’s best interest to seek out these opportunities. The benefits of mentoring are well documented and researched. However, the inherent upside of a personal relationship with a successful, experienced individual in your field are obvious. In addition to the rich learning you will garner from this individual, mentors are also ideally positioned to open networking doors, assist with growth projects and recommend (or hire!) you for future jobs.

The Management Mentor is a blog for everyone- those who should be mentoring, and those who should be growing. We invite active participation from readers in the form of comments, emails or even phone calls. The feedback we get from all sides will continue to build skills and experiences in us all.  Your positive participation will have immediate results for others. It is amazing what bits of feedback can do.

The Management Mentor.


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