Five Myths About Mentoring (and How to be a Better Mentor)

Written by Robyn W. Porterfield and Bob Rose, Co-founders of Rose + Porterfield

A 2021 Gallup study found that nearly 66% of U.S. employees feel disengaged at work, an all-time high. Workers are looking for connection to their workplace, learning opportunities and career guidance. Formal mentoring programs fill the need, keeping employees actively engaged and connected to organizational goals. Despite common myths about mentoring programs, everyone is equipped to be a successful mentor. It’s time to dispel the misconceptions that hold back some of the most experienced workers from full participation in mentoring:

Myth: You have to have a plan. Mentorship doesn’t have to be a formal process. Consider having coffee and conversation with your mentee every week. The most important and educational moments can come from casual conversations. Sharing your experience is the most important thing you can do for your mentee, and no prep work is required.

Myth: You have to know everything. Mentors are people, too. Don’t be afraid to share the biggest mistake you ever made (and how you learned from it)! When you demonstrate transparency, your mentee will feel more comfortable opening up and sharing their own experiences.

Myth: Age matters. Actually, modern mentors don’t have to be older than you, just able to offer up a fresh perspective, great advice and act as a sounding board. Reverse mentoring pairs older executives with younger employees for coaching on topics like technology and social media, allowing both younger workers to feel more invested because they are contributing to improving their company, and older workers to learn something new. We all have something we can learn from each other. In a multi-generational workplace, mentoring across generation lines improves communication and engagement for everyone.

Myth: It takes so much time. In reality, you probably won’t even notice the time you spend in a mentoring relationship. A quick phone call from a mentee seeking advice for an immediate business challenge is as invaluable (perhaps more) as a long in-person chat. By being flexible, you can offer far more value to your mentee whose needs may not always adhere to a predetermined schedule. And as your friendship grows with your mentee, you will enjoy your conversations and look forward to them as a welcome pause in the day.

Myth: You have to fix all the problems. It’s tempting to keep your mentee from making mistakes, but it’s often more valuable to give advice and let them act, even if it’s not exactly what you would do. Some of the best lessons come from teachable moments. Remember, you are there to advise and allow them space to learn by doing.