Mentorship Over Management: Be a Career Partner

What have you done to partner with your team members' dreams & aspirations?

I ask this as we often hear about building trust, how to motivate your team, and relationship building as a leader. Yet when I ask a team lead/manager what their team members would like to do after this job or in the 2-5 year realm, most do not know. They've never asked. Why? Are you afraid they'll leave sooner if you help them move the needle closer to their dream job? Will your ego take a hit if "this" job isn't their aspiration?

You are missing out on a more content staff & much better exit interviews (<<these matter BTW). 💡 We (leaders) should make aspirational partnershipping (yes it's a real word lol) a high-priority leadership goal. Supporting the dreams of your team members doesn't undermine the work they do on your team. If anything, it builds trust and oftentimes, loyalty. No one works harder than a staff member who feels seen, heard and supported. You can't control the length of time they'll stay. But you can create an environment that motivates them to do their BEST work while there.

What does this look like practically?

1. Spend intentional time asking them about what their dream job looks like and what they want to do next.
2. Connect them with a friend or colleague with the experience or present job they're aspiring towards.
3. Discuss some of the skill deficiencies they'll need to improve to get there, and set goals that help them fill the gaps! Trust me, they'll never forget how you encouraged & supported their dreams.

When leading, you'll be in seasons of Coaching UP (within your org) and Coaching OUT to possibly bigger & better things. Either way, you should strive to coach with integrity. Partnering with my team's dreams & aspirations was a TOP THREE priority as a leader, and boy did it pay of ten-fold in relational dividends.