What if mentoring is one of the most practical ways we have to reconnect with this notion of purpose? What if mentoring is, quite simply, learning the language of collective purpose?
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The future of work will not be defined by how much faster we can go, but by how deeply we can give, and mostly, how courageously we can design systems that make that generosity sustainable.
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When we give consciously, we restore connection, not just between people, but within ourselves. Whether you’re mentoring, leading, parenting, or simply showing up for someone in need, giving is an act of remembering that we are part of one human rhythm, breathing in and out together.
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This book is a gentle revolution. It invites us to stop waiting for joy to arrive and instead become architects of joy ourselves. What we surround ourselves with—at home, in community, and at work—matters. It's not indulgent. It's essential.
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A mentor culture goes beyond traditional one-on-one relationships to create a vibrant learning community within your organization. Mentor circles and peer mentoring are one way to ensure that mentorship is offered to many employees. Eventually shouldn’t everyone in your organization be mentored? What you need is a mentor movement.
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Cross-generational mentoring can unite your workforce and bring connection, belonging and uniqueness together, creating a remarkable, resilient and progressive work culture. It's not just about sharing knowledge and experience; it's about building bridges, creating understanding, and unlocking the full potential of your workforce.
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As you work on making positive changes this year, consider carrying forward the spirit of innovation, collaboration, and the shared wisdom of reverse mentoring. It's not simply about passing on knowledge, it's about building bridges, shaping the future of work, and creating a workplace culture where everyone learns and grows together. Let the magic of reverse mentoring today help shape your workplace in the future.
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Everyone deserves to have a mentor (or even better, many mentors) throughout their lifetime and career. Ideal mentor-mentee relationships are built on trust and respect. If your business or organization doesn't have a robust online program, team up with some like-minded colleagues, do your research and start on that business case proposal. You have nothing to lose and so much to gain.
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Do you have mentor circles in your organization? Now more than ever we need connection and community. Implementing mentor circles is one way to pass on the benefits of mentorship to more people in your organization.
Virtual mentoring is an incredible way to enhance learning and development strategies. Investing in the right mentorship program helps organizations build trust with their employees, allows them to upskill their talents, fosters a sense of belonging and retains talent.
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The coaching and mentoring space is booming. Sponsorship discussions are also becoming a hot topic related to equity and diversity initiatives.
While all three of these relationships are valuable forms of professional development and support, they may serve different purposes and involve distinct roles and dynamics.
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Everyone deserves to experience the value of mentorship, both as a mentor and mentee.
There is nothing more rewarding than giving back and helping people reach their full potential, whether it's in the workplace, in the community and around the world.
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Over the years, there has been a shift in business and organizational priorities as it relates to being more socially responsible and giving back to the community. It’s about doing the right thing.
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Mentors share their knowledge and expertise, treat you with respect and compassion, are great communicators, and give you valuable advice to set you up for success. They have a positive impact professionally and personally and often change the trajectory of one’s career or life-changing decision.
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How can leaders create diverse and inclusive workplaces? Implement sponsorship and allyship. Coach and thought leader, Salima Valji explains that sponsorship is a key allyship strategy, especially for women and women of colour.
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When investing in the growth and development of your employees, you have various opportunities to choose from including mentoring, coaching, or sponsorship. Understanding the difference between the three practices are important when deciding how you’d like to support your employees and determining which is essential to their professional development.
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While mentoring and coaching both help individuals realize their full potential and growth in their personal and professional lives, there are key differences between the two relationships (or practices).
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Helen conducted a series of interviews with leaders and professionals who had mentors in their careers. She asked them for their recommendations and advice on how people can find a mentor either within their workplace if they don’t have a program offer, or out in their industry and beyond.
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With the beginning of COVID-19, the shift to hybrid workplaces, and The Great Resignation, mentorship and professional development has become an even higher priority for employers.
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Many seek guidance from mentors to help them reach their goals, but as a mentee, there are a few things you should keep an eye out for when choosing the right mentor.
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