Success Advice
3 Things You Should Never Do When Looking For A Mentor
It seems like every successful entrepreneur has had and endorses getting a mentor. Most people think of a mentor as someone that teaches them about business, but a mentor can actually provide overall life advice. Many times, life advice can make the biggest impact towards success in business.
A mentor can help shift your mindset from fear to growth, teach you financial strategies to save and invest, encourage you to take chances in business and lifestyle, and push you to maximize your potential. Their purpose is to help you grow, and for growth to happen you need to be pushed beyond your comfort zone.
Being a mentor myself, I receive messages and emails every week asking me to be a mentor. Talking to other successful entrepreneurs, I can see this is a consistent thing for them as well. Looking for a mentor is the right thing to do, but there are certain practices you should consider when doing so.
Below are three things you should never do when trying to get someone to be your mentor:
1. Ask “Will you be my mentor?”
Asking someone to be your mentor right away is a waste of your time. Anyone qualified to be someone that you should listen to will likely not answer that question. Think about it from the side of the mentor; they’re successful, very busy, and likely have many people they deal with on a regular basis that would love to be mentored by them.
“Tell me and I forget, teach me and I may remember, involve me and I learn.” – Benjamin Franklin
It is highly unlikely they are going to just randomly say yes to someone they don’t know. Instead of asking for something, try contacting them and giving them something. Research them and find out what they like or what you can do to help them. They will appreciate the gesture and now see you as someone of value.
2. Be uncommitted
The last thing anyone wants to do is invest time into someone that isn’t committed to the mission. Having a mentor is not a straight path to success. There will still be many ups and downs during your journey, but you have to trust the process. This is the same when trying to get someone to be your mentor.
Finding a way to give to someone is only the first step. You need to begin to follow-up and find ways to keep engaging, or else you risk being forgotten. Successful individuals are contacted all the time by people looking for handouts who quit the moment they don’t get it. Show your potential mentor you’re serious and are committed to helping them and you may find that they will start to take an interest in what you’re doing.
3. Be scared to invest
Whether it is time or money, a successful entrepreneur has likely invested lots of it to get to where they are. It would only make sense that they would expect the same from you. If you’re scared to invest money in your personal or business growth or can only invest a certain amount of time because of a job, relationship or your favorite TV show, then you can’t expect someone to invest in you.
“Spoon feeding in the long run teaches us nothing but the shape of the spoon.” – E.M. Forster
Finding a mentor is not something you can do in a day unless you’re willing to pay them. It takes time to provide enough value to them that they will become interested in working with you. So before trying to get the keys to the castle right away, remember to find ways to give, stay committed, and be willing to invest your time and money.
What are some things you’ve done to get a mentor’s attention? Please leave your thoughts below!
Success Advice
Why One-Size-Fits-All Leadership Will Always Fail (and What Works Instead)
The surprising truth about leadership styles that can make or break your team’s success.

Leadership has always been as much about people as it is about performance. Ken Blanchard, in his influential book, “The One Minute Manager”, put it simply: different strokes for different folks. (more…)
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What Every New CEO Must Do in Their First 100 Days (or Risk Failure)
Your first 100 days as CEO could define your entire legacy, here’s how to make every move count

When Tim Cook took over from Steve Jobs at Apple, the world watched with bated breath. Jobs wasn’t just a CEO; he was a visionary, an icon, and a legend of innovative leadership. (more…)
Entrepreneurs
The Leadership Shift Every Company Needs in 2025
Struggling to keep your team engaged? Here’s how leaders can turn frustrated employees into loyal advocates.

In workplaces around the world, there’s a growing gap between employers and employees and between superiors and their teams. It’s a common refrain: “People don’t leave companies, they leave bad bosses.”
While there are, of course, cases where management could do better, this isn’t just a “bad boss” problem. The relationship between leaders and employees is complex. Instead of assigning blame, we should explore practical solutions to build stronger, healthier workplaces where everyone thrives.
Why This Gap Exists
Every workplace needs someone to guide, supervise, and provide feedback. That’s essential for productivity and performance. But because there are usually far more employees than managers, dissatisfaction, fair or not, spreads quickly.
What if, instead of focusing on blame, we focused on building trust, empathy, and communication? This is where modern leadership and human-centered management can make a difference.
Tools and Techniques to Bridge the Gap
Here are proven strategies leaders and employees can use to foster stronger relationships and create a workplace where people actually want to stay.
1. Practice Mutual Empathy
Both managers and employees need to recognize they are ultimately on the same team. Leaders have to balance people and performance, and often face intense pressure to hit targets. Employees who understand this reality are more likely to cooperate and problem-solve collaboratively.
2. Maintain Professional Boundaries
Superiors should separate personal issues from professional decision-making. Consistency, fairness, and integrity build trust, and trust is the foundation of a motivated team.
3. Follow the Golden Rule
Treat people how you would like to be treated. This simple principle encourages compassion and respect, two qualities every effective leader must demonstrate.
4. Avoid Micromanagement
Micromanaging stifles creativity and damages morale. Great leaders see themselves as partners, not just bosses, and treat their teams as collaborators working toward a shared goal.
5. Empower Employees to Grow
Empowerment means giving employees responsibility that matches their capacity, and then trusting them to deliver. Encourage them to take calculated risks, learn from mistakes, and problem-solve independently. If something goes wrong, turn it into a learning opportunity, not a reprimand.
6. Communicate in All Directions
Communication shouldn’t just be top-down. Invite feedback, create open channels for suggestions, and genuinely listen to what your people have to say. Healthy upward communication closes gaps before they become conflicts.
7. Overcome Insecurities
Many leaders secretly fear being outshone by younger, more tech-savvy employees. Instead of resisting, embrace the chance to learn from them. Humility earns respect and helps the team innovate faster.
8. Invest in Coaching and Mentorship
True leaders grow other leaders. Provide mentorship, career guidance, and stretch opportunities so employees can develop new skills. Leadership is learned through experience, but guided experience is even more powerful.
9. Eliminate Favoritism
Avoid cliques and office politics. Decisions should be based on facts and fairness, not gossip. Objective, transparent decision-making builds credibility.
10. Recognize Efforts Promptly
Recognition often matters more than rewards. Publicly appreciate employees’ contributions and do so consistently and fairly. A timely “thank you” can be more motivating than a quarterly bonus.
11. Conduct Thoughtful Exit Interviews
When employees leave, treat it as an opportunity to learn. Keep interviews confidential and use the insights to improve management practices and culture.
12. Provide Leadership Development
Train managers to lead, not just supervise. Leadership development programs help shift mindsets from “command and control” to “coach and empower.” This transformation has a direct impact on morale and retention.
13. Adopt Soft Leadership Principles
Today’s workforce, largely millennials and Gen Z, value collaboration over hierarchy. Soft leadership focuses on partnership, mutual respect, and shared purpose, rather than rigid top-down control.
The Bigger Picture: HR’s Role
Mercer’s global research highlights five key priorities for organizations:
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Build diverse talent pipelines
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Embrace flexible work models
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Design compelling career paths
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Simplify HR processes
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Redefine the value HR brings
The challenge? Employers and employees often view these priorities differently. Bridging that perception gap is just as important as bridging the relational gap between leaders and staff.
Treat Employees Like Associates, Not Just Staff
When you treat employees like partners, they bring their best selves to work. HR leaders must develop strategies to keep talent engaged, empowered, and prepared for the future.
Organizational success starts with people, always. Build the relationship with your team first, and the results will follow.
Entrepreneurs
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