Mentors often impact their mentee’s career in a life-changing way. Because of this profound influence, they have a responsibility to embody certain characteristics and behaviors. How do they excel in mentoring leadership?
And what steps can they follow to ensure a successful relationship?

When someone rises to a leadership position, they are often expected to have both technical expertise and the ability to think strategically. However, what happens when an individual becomes a leader without demonstrating essential people skills? A leader who lacks soft skills can inadvertently lower team morale and damage interpersonal relationships, ultimately hindering productivity.

According to a CareerBuilder survey of over 3,600 workers, most people don’t want to be managers. Of the subset who are interested in rising to management, they make up slightly over one-third of organizations (34%). This slim percentage does not provide enough innate appetite from individual contributors to fill company’s need for aspiring managers.

Irrespective of industry, the goal of learning and development is almost always the same: identify skill gaps in the workforce and bridge them by equipping employees with the knowledge, tools, and abilities to perform better and meet the larger goals of the organization.