“Effective mentoring for your star performers will create new possibilities and levels of performance that will positively impact the bottom line.”
July 6, 2012
Recently, I had an a wonderful conversation with Audrey Shah of MO.com. We talked about how I started Odyssey Mentoring & Leadership, my take on the distinction between competent and great leadership and I shared one of the mentoring stories from my upcoming book, “Aspire to Go Higher: Get a Mentor, Be A Mentor,” due out at the end of August.
From the Interview:
“The best leaders should be expected to identify and cultivate leaders and peak performers to keep the organization growing and successful. When I interviewed Sarah Mensah, Chief Marketing Officer of the Portland Trail Blazers for my book, she could point to major turning points throughout her career where mentoring helped her to grow and develop. I live in Portland and often run into members of her staff, they all tell me that Sarah maintains a culture of mentoring that makes them feel honored to work with her. They know they have a future and that they are valued. That is the secret to high employee engagement and productivity.”
“I was lucky because Bob was a natural mentor and sponsor. He was a professional colleague who readily stepped up to become my mentor. This is clearly the ideal of informal mentoring. Bob and I had been working together on a project for the chamber for two years. We met through our jobs, but didn’t work for the same companies. Our relationship began as a situational acquaintance and over time warmed into a collegial friendship and then mentoring.”
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