Managers Must Mentor

In mentoring programs it’s usually not the person’s manager who mentors them. Someone out of the direct line of reporting is deliberately chosen because mentorees are then able to have confidential conversations about sensitive issues with less fear of ramifications.

An off-line mentor is appropriate when the focus is career or personal development. However, managers do have a responsibility to develop the skills of their subordinates. Managers as mentors look for opportunities to turn ordinary conversations into mentoring moments. In the newsletter this week, I’m writing about managers taking a far more proactive role as mentors in the development of their subordinates.