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Success Advice

Your Mentors Won’t Last Forever: They Come And Go.

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I wanted to say a little something about mentors. I think many people have forgotten a few details.

Let’s start with this: Mentors come into your life when you least expect and they leave in the same way. Most mentors do not stay in your life forever.

Over the last five years, I’ve had many, but six of them stick out. They are Andrew, Ben, David, Walter, Shannon and Karl.

Each of these mentors came into my life during a time when I thought I was hopeless or didn’t know what was next. Right now, in my career, I’ve reached that familiar crossroad again. The existing line-up of mentors have no answers.

That’s when I realized once again that mentors don’t last forever.

As you get to the various levels of life, you need different mentors, and mentors that are consistently playing several levels above you.

Why are mentors important?

They help you get out of rock-bottom, they challenge you, they tell you what you don’t want to hear, they give you suggestions, and sometimes, they even give you opportunities.

The crux of a mentor is to be an advisor. They don’t make the decision for you though and often they have more questions than answers.

Many people have reached out to me to be their mentor and thought that somehow, I would have lots of answers for them.

The truth is I don’t have many answers but what I do have is some powerful questions.

How will you know a mentor has arrived on the scene?

Mentors are leaders looking to create more leaders.

Not everyone fits this description. Mentors give without necessarily expecting much in return. Their return is seeing you grow, which often helps them grow. Said another way, mentors grow through you and your progress in life.

That doesn’t mean that mentorship is a one-way street.

“Many people think that a mentor is your free servant to push around and drain with 101 questions”

This idea is wrong. Mentors owe you nothing and a one-way relationship leads to Nowhereville.

With my mentors, I always try to find some way I can add value back to their life. It may not be in the same proportion to what they’ve done for me, but it’s not a competition to see who has the bigger you-know-what.

Going into a mentorship relationship with a mutual value mindset (geez that’s a fancy sounding phrase Tim!) is how you make sure you don’t burn mentors.

Just because someone has answers today, doesn’t mean they will tomorrow.

There are times when my mentors are all out of advice or they repeat the same advice over and over which I’ve already heard. That’s one of the reasons why mentors don’t last forever.

“There’s no one Yoda Mentor that will guide you for the rest of your life and career”

Mentors need to come and go based on where you are today and where you’re going.

Don’t be afraid to move a mentor on.

Sometimes it’s best to own up to the fact that regular chats with a mentor may no longer be valuable. It’s okay to thank someone for their time and move them on.

You’re in charge of your life and career remember? As long as you start with respect and end in gratitude – that applies to everything in life – you’ll never burn a mentor or another human being for that matter.

And what about you young mentee?

That’s right – when are you going to return the gift of mentorship?

This is the question I’ve asked myself recently. Mentors have been great to me and you have to return the favor. We all have hidden value and wisdom inside of us, and it’s a crime not to let it out through 1-1 mentorship.

Actually, nothing lasts forever.

Mentors are not the only thing that won’t last forever. Everything you’ve ever known won’t last forever. So, let’s not dwell on what was, what is, or what could have been.

Mentors will come and go and that’s a good thing.

If you want to increase your productivity and learn some more valuable life hacks, then join my private mailing list on timdenning.net

Aussie Blogger with 500M+ views — Writer for CNBC & Business Insider. Inspiring the world through Personal Development and Entrepreneurship You can connect with Tim through his website www.timdenning.com

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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.

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Why one-size-fits-all leadership doesn’t work
Image Credit: Midjourney

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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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

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leadership tips for new CEO
Image Credit: Midjourney

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…)

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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.

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Bridging the gap between employees and employers
Image Credit: Midjourney

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:

  • Build diverse talent pipelines

  • Embrace flexible work models

  • Design compelling career paths

  • Simplify HR processes

  • 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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Entrepreneurs

What Makes an Entrepreneurial Leader? Traits of the World’s Best Innovators

Inside the mindset of entrepreneurial leaders who transform risk, passion, and vision into world-changing results.

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entrepreneurial leadership skills and traits
Image Credit: Midjourney

When you think of Richard Branson (Virgin Group), Bill Gates (Microsoft), Steve Jobs (Apple), Rupert Murdoch (News Corporation), and Ted Turner (CNN), one thing becomes clear: they are not just entrepreneurs, they are entrepreneurial leaders. (more…)

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