Research has proven that most people with mentors stay. Mentoring has become a way to transfer critical skills and knowledge, inspiring loyalty, improved engagement, buy-in, and increased productivity.

If the plan is to build a more inclusive organization, mentoring is a powerful approach. I see more mentoring in my consulting and coaching work; and I stress it wherever possible. Results are the proof. The more direct reports who are mentored, the more engaged they become, and the less likely they will think about leaving.

The simple truth is mentoring can be done without specific training or much time. In many cases, leaders mentor naturally without even realizing it.

When you engage in mentoring, try these practices:

  • Walk your talk: model what is expected.
  • Guide from the side: discover where they need support, and then give it to them
  • Be their Chief Encouragement Officer, the CEO
  • Demonstrate care about them and their abilities
  • Be open, authentic, and real. If you must tell, it like it is

They need to know where their actions are putting them on the scale.

In all my years and experience, I have never heard of a leader who mentored too much, coached too often, or provided too many resources to grow. I believe you get the point.

Mentoring is a healthy recipe for an organization “moving the needle.”