Welcome to Worksheet, a newsletter on how people work smarter in these turbulent times.
Each week, this newsletter will share an analysis on the state of the work of S. Mitra Kalita, a media veteran, author and journalist.
In this week’s edition, Kalita explains how to maximize the mentor / mentee relationship.
I decided toleave my senior managementjob last year to launch mineStart. Once the initial shock passed, my boss and I plunged into the transition and transfers of my teams, responsibilities and unfinished projects. Then she asked for one more thing: a presentation to colleagues on mentoring.
“It’s your superpower,” she said.
The exercise forced me to think and examine my leadership style in a different way. Mentorship, be it give-and-take, was not only consistent in my career, but also a cornerstone of its success.
Mentors have given me the confidence to take the risk (including starting my own business), while mentees are constantly changing my worldview, disrupting my comfort level, exposing me to new platforms and technologies .
Indeed,research shows career mentoringhas mutual benefits and is not only beneficial to the protected.
Fresh out of his time leading a large team in aFortune 10 Company, Kalita shares lessons learned to support the transition from manager to mentor. That wisdom ranges from how to raise young workers, how to mentor black and brown talent, how to solve office “chemistry” problems, and how to deal with foolish mentees.
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