Recently, I found myself eavesdropping on a conversation that struck a chord. A group of young professionals, all around 30 and fresh in their careers, were sharing their struggles with getting guidance from more seasoned colleagues. Their stories echoed a challenge I’ve seen play out in many workplaces: the delicate dance of mentorship between tenured employees and newcomers.
It got me thinking about my own journey—how I've both sought and offered mentorship through the years. The truth is, sharing knowledge isn’t always easy. For those of us who’ve been in the game for a while, our work becomes a part of our identity. Sometimes, without even realizing it, we might hold back, fearing that in sharing our secrets, we might somehow dilute our own value. And then there’s the classic “I learned it the hard way, and so will you” mindset, which, let’s be honest, helps no one.
I’ve noticed a common thread in these interactions: a gap in critical thinking skills and a breakdown in communication. Newcomers often crave explanations on the decision-making process, yet find these learning moments interrupted or brushed aside with the well-worn excuse of "I just don’t have the time."
Reflecting on this, I’ve gathered some insights on how we, as tenured professionals, can better bridge this gap and foster a nurturing environment for our mentees:
Looking back, I realize that the mentors who left a lasting impact on me weren’t just those who excelled in their roles; they were the ones who took the time to guide, challenge, and believe in me. As we navigate our roles as mentors, let’s strive to be the kind of guides who not only share our knowledge but also inspire and empower the next generation to forge their own paths.