Each and every person on your team has potential.
For some, they may not have fully developed the confidence or skills they need to reach their fullest potential. For others, an extra push can help them reach new heights.
Dedicating the time and resources to invest in your team’s learning and development is crucial for long-term success. However, an unfortunate reality is that this can often fall the wayside for busy organizations.
Many companies – especially in today’s labor market – need their employees to run at 110% all the time. The output requirements for teams today leave little breathing room, let alone time to commit to learning a new skill.Because teams today are running so fast, it can be easy to mistake an underdeveloped teammate for an underperforming employee.
On the flip side, a high-potential employee may be able to take on more leadership or responsibility if they were given the right guidance. Not only could this increase their output, but it can also have a ripple effect where they share their new skills with other team members.
Another important consideration is the level of trust you have with your team. Whether you’re a marketer that has inherited a team, or you’re looking to expand the potential of your existing team, it can sometimes be challenging for employees to provide candid feedback to their direct manager. This isn’t necessarily a negative as it can be driven by a number of factors, but it is a reality that managers should understand when working with their team.
No matter where your team is currently, it can be extremely advantageous to bring in an experienced third party who can invest the time and resources into developing high potential employees and teams. Leveraging external expertise enables open and honest conversations to accelerate growth and development. A third party can have direct, anonymous conversations with your direct report in ways you may not be able to.
Mentorship is a passion of mine. When I created Method Q, I knew I wanted to make coaching a cornerstone in our offering. Whether through previous employers or via my philanthropic work, I have helped countless marketers reach their fullest potential through dedicated and personalized coaching.
Over my 10+ year career, I have developed a tried and true coaching methodology that helps employees meet their fullest potential and fast tracks ROI for employers
Assess Strengths and Weaknesses
One of the first and most crucial steps in any mentoring program is to find your mentee’s strengths and weaknesses. What do they naturally excel at and how do their brains work? Determining their skills will not only set them up for success, but it will also expose potential gaps in skill sets that may need to be addressed.
Often, under performers have the skills necessary to be successful – they just lack confidence. There are so many examples of this in the workplace. The person who feels like they’re struggling to keep their head above water?
They just need to learn how to properly prioritize. The employee who can never seem to get an assignment right without copious amounts of one-on-one attention? They might lack the confidence to ask questions and find themselves guessing at the right answer. These issues may seem like major cause for concern, but the answer is shockingly simple: mentorship.
“The impact that Natalie has had on my professional career in such a short amount of time is incredible. Being a recent grad in an entry level position, it was difficult for me to find the courage to speak up and ask questions to my more experienced team members. After only a few meetings with Natalie, I genuinely have never felt more empowered to take on bigger responsibilities and initiate the change I never once believed I could. Natalie has instilled a confidence in me that allows me to recognize my worth and feel unafraid to share my perspective to the world.”
Set Long-Term Goals
A good mentor will address short-term needs to find an immediate solution. A great mentor will do this and set long-term goals to set their mentee up for success now and well into the future. A big part of this is learning what makes a person excited.
The world’s most successful people have found a way to marry their skills with their passions. Uncovering that one thing that makes a person’s face light up with enthusiasm is the key to guiding them on a path forward that will be both rewarding and fruitful.
Case in Point: Mentorship in Action
In my field, I’m able to interact with teams of all sizes and tenures across a variety of industries. One of the most rewarding aspects of my mentorship role is having an impact on high-potential marketers early in their career. Here are just a few examples:
“Natalie is a great marketer, and part of what makes her shine is her ability to teach and guide her team to success.” I met Natalie early in my career, and with her coaching,
I have quickly progressed “up the ladder.” I have been given opportunities that may have taken me longer to achieve on my own, and I’ve learned skills that I am now able to pass on to other marketers getting their start.”
If you’re interested in Method Q’s mentorship and coaching for your team, don’t hesitate to contact me.