Success Advice
What You Give and Receive Through Mentoring

I’ve always believed that the relationships and lasting connections formed while mentoring are the ultimate reward. On one hand, a mentee gets the direct benefit of advice from a seasoned professional and can make career strides that might not have otherwise been possible without guidance. The pride of watching a junior grow and thrive is incredibly fulfilling; after all, it’s been well-established that it’s better to give than to receive.
However, this doesn’t mean mentees are the only ones rewarded for being part of a mentoring relationship. Mentors find that the more they give to their protégés, the more they get back as well. Mentoring is a two-way street, and being an effective teacher to a younger colleague will allow you to receive just as much as you give.
What You Give: Better Communication Skills
Mentors can do no better than to help their students develop strong communication skills. The world is driven by interpersonal relationships, and knowing how to connect and engage meaningfully with others is an ability that benefits everyone, no matter where they are in their career.
Good communication is consistently ranked as one of the most important skills an employee can have. It’s at the core of everything they do. Even if they sit at their cubicle all day long, they still spend the majority of their time talking to people over the phone or by email.
Ideal mentorships provide judgment-free zones for mentees to work on these essential traits. While mentors should certainly take the lead in guiding and teaching their students, it’s important to recognize their progress and eventually treat them more as equals than pupils. This encourages students to have more confidence in their interactions, leading to improved networking skills and an overall greater initiative in their work.
As such, they’re more likely to form a bond with your company, which will result in less turnover. Since the cost of replacing an employee is, according to Employee Benefit News, approximately $15,000 each, this is critical.
“We make a living by what we get, we make a life by what we give.” – Winston Churchill
What You Receive: New Perspectives
Generational gaps naturally lead to significant divergences in thinking. This is especially true for recent generations who grew up surrounded by the constant advancements in technology. Compared to generations who grew up before computers, they have a different perspective.
Whatever the case may be, both you and your mentee are unique people with a variety of experiences that have shaped who you are and how you work. Even though you’re the one teaching, there’s plenty you can learn from mentoring a junior employee. In particular, the act of mentoring can reveal bad habits or outdated methods of thinking that you might be unwittingly carrying around. They say it’s hard to teach an old dog new tricks, but mentoring younger workers challenges traditional structures and ushers in innovation.
Engaging with a mentee means that you have to think critically and be mindful of what you’re saying. Does the advice that you’ve followed in your career still apply, or has the landscape changed so much that it’s no longer relevant? Can your advice be adjusted, or do you have to approach it from a totally new angle? Listening to your younger mentee can help you gain a new perspective on the insights you’ve picked up throughout the years.
What You Give: Support in Times of Stress and Anxiety
While efforts in recent years have been deeply focused on removing the stigma of discussing mental health in the workplace, it remains a subject that is uncomfortable for some to broach. As a result, one in five workers who suffer from mental health issues can end up suffering in silence, according to Kaiser Permanente.
Mentorships are special relationships that circumvent the typical authority dynamic. It’s not uncommon for a mentor and mentee to become close friends to the point where both parties feel completely comfortable sharing personal information and expressing fears and doubts.
With this in mind, mentors should strive to be a source of support and encouragement.
As someone with years or even decades more experience than a mentee, you can assuage the worries of younger workers. Failures or missteps can feel devastating to them, but you can provide a long-term perspective that will help them realize it’s not the end of the world.
Mentoring a colleague can also relieve stress and anxiety for the mentor. Studies have demonstrated that mentors find their interactions with their juniors to be therapeutic, showing that these kinds of bonds can help destigmatize stress and anxiety for everyone involved.
“A mentor is someone who sees more talent and ability within you, than you see in yourself, and helps bring it out of you.” – Bob Proctor
What You Receive: Greater Success Throughout Your Career
When all is said and done, the benefits of mentoring are quite tangible for both you and your mentee. According to a study by Forbes, mentors were six times more likely to earn promotions than those who did not mentor; likewise, mentees were five times more likely to earn promotions than non-mentees. This just goes to show how vital strong, interpersonal relationships can be in a person’s growth and improvement, especially in their careers.
I’m always inclined to say that my own growth is a byproduct of mentorship, but the personal and professional development it gives you, even as you get further into your career, is nothing to scoff at. By focusing on giving your time and energy to others as a mentor, you’ll not only discover the joy of being a part of a person’s development, but also fully realize your own growth as a worker, leader, and person.
Have you ever had/been a mentor? If so, share your thoughts on mentorship with us below!
Personal Development
These 11 Habits Will Make You More Productive, Successful, and Confident
Boost your focus, confidence, and results with 11 powerful habits successful people use every day.

Successful people love to help beginners. They have an incredible work ethic and rarely complain. As a result, others naturally look up to them and want to follow in their footsteps.
But here’s the truth: there’s no success without sacrifice. You’ll need to give up comfort, excuses, and sometimes even social approval to accomplish your goals.
Value comes from solving problems, and these 11 powerful tips will help you become more productive, successful, and confident, starting today.
1. Take Short Breaks After Finishing a Task
Psychology shows it’s important to reward positive behaviour.
After completing a big task or finishing a book, take five minutes to walk, stretch, or simply breathe. This quick reset helps your brain recharge and strengthens focus.
Many great writers swear by morning walks, solitude, and reflection can unlock creativity.
But if you refuse to take breaks, don’t be surprised when burnout hits. Your brain needs recovery time just as much as your body does.
2. Schedule Your Most Important Tasks First
Multitasking kills productivity. If you want to get more done, try time blocking, a method where you dedicate set periods for specific tasks.
Productivity expert Caitlin Hughes explains, “Time blocking involves scheduling blocks of time for your tasks throughout the day.”
For example, if you’re a writer:
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Research your topic at night.
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Write your first draft in the morning (don’t worry if it’s rough).
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Edit in the afternoon, great writing comes from rewriting.
You can’t buy more time. Use it intentionally and without regret.
3. Eliminate Distractions from Your Workspace
Focus is the foundation of success.
According to Inc. Magazine, it takes an average of 23 minutes to recover from a distraction. That’s nearly half an hour of lost productivity every time you check your phone.
Put your phone away. Close unnecessary tabs. And yes, limit your Netflix binges.
Meeting deadlines consistently is one of the fastest ways to stand out and earn respect.
4. Take Full Responsibility for Your Life
Entrepreneur Derek Sivers once said, “Everything is my fault.”
This mindset doesn’t mean self-blame; it means self-ownership. Stop pointing fingers, making excuses, or waiting for others to change.
If your habits (like smoking or drinking too much) hold you back, it’s time to make better choices. Your friends can’t live your dreams for you; only you can.
5. Invest an Hour a Day in Learning New Skills
Knowledge compounds over time.
Whether you read books, take online courses, or practise a craft, consistent learning gives you a competitive edge.
I used to struggle with academic writing, but I improved by studying the work of great authors and applying what I learned.
Your past doesn’t define you; your actions do. Every new skill adds another tool to your arsenal and makes you more unstoppable.
6. Develop a Growth Mindset
Psychologist Dr. Carol Dweck introduced the concept of fixed vs. growth mindset.
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A fixed mindset believes success is based on natural talent.
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A growth mindset believes success comes from effort and learning.
Choose the growth mindset. Embrace challenges. See failures as feedback. In today’s fast-moving digital world, adaptability is your biggest advantage.
7. Learn Marketing to Reach People Who Need You
I once believed marketing was manipulative, until I realised it’s about helping people solve problems.
If your work provides genuine value, marketing is how you let others know it exists. Even Apple spends billions on it.
Don’t be ashamed to promote your skills or business. Without visibility, your ideas will never reach the people who need them most.
Creative professionals who understand marketing and sales have an unfair advantage.
8. Ask Your Mentor the Right Questions
Good mentors can fast-track your growth.
While mentorship often costs money, it’s one of the best investments you can make. Great mentors don’t care about titles; they care about your progress.
If you don’t have access to a mentor yet, books are your silent mentors. Read the best in your field, take notes, and apply what resonates.
9. Build Confidence Through Action, Not Affirmations
Author Ryan Holiday once said, “I don’t believe in myself. I have evidence.”
Confidence doesn’t come from shouting affirmations into the mirror; it comes from proof. Doing hard things, keeping promises to yourself, and following through.
When you consistently take action, your brain gathers evidence that you can handle whatever comes next. That’s real confidence, grounded, earned, and unshakable.
10. Focus on Your Strengths
Your strengths reveal where your greatest impact lies.
If people compliment you on something often, it’s a clue. Lean into it.
A former professor once told me I was creative, and that simple comment gave me the confidence to go all in. I studied creativity, applied it daily, and turned it into my career advantage.
Double down on your strengths. That’s how you build momentum and mastery.
11. Identify and Challenge Your Limiting Beliefs
Your beliefs shape your reality.
For years, I believed I couldn’t be a great writer because of my chronic tinnitus and astigmatism, sensory challenges that made concentration difficult. But over time, I realised those struggles made me more disciplined, observant, and empathetic.
Your limitations can become your greatest motivators if you let them.
Avoid shortcuts. Growth takes time, but it’s always worth it.
Final Thoughts
Becoming productive, successful, and confident isn’t about working harder than everyone else. It’s about working smarter, consistently, and intentionally.
You don’t need to overhaul your life overnight. Start small: take a break after your next task, schedule your priorities, or spend one hour learning something new.
Every habit you change compounds into long-term success. Remember, true change comes from practising new behaviours.
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…)
Success Advice
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.
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