Let’s face it, being a senior manager in local government isn’t getting any easier. These jobs are tough, and, in an environment that is increasingly demanding, life can sometimes become very lonely at the top. Finding a safe space for support and self-reflection can find itself on the revolving to-do list, never quite reaching the top of your priorities. Senior managers are often great advocates of learning and development for their own staff and teams but sacrifice their own needs.
There are many benefits in taking just a little ‘time out’ to be mentored. These include:
Continual growth and development. No matter how experienced or accomplished a senior manager may be, there is always room for growth and improvement. Mentoring provides them with valuable insights, knowledge and guidance that can enhance their leadership skills, decision-making abilities and overall performance.
Emotional support and stress reduction. A mentor can provide emotional support, act as a sounding board for concerns and challenges, and offer coping strategies to manage the stress of a demanding position effectively.
Building self-confidence. Even experienced leaders may face moments of self-doubt or imposter syndrome. A mentor can provide reassurance, encourage self-belief and remind senior managers of their strengths and accomplishments.
Fresh perspectives. Senior managers can become isolated from different perspectives as they ascend in their careers. Mentoring relationships can bring in fresh viewpoints and ideas from mentors who may have different experiences or come from different industries.
Accountability and feedback. Mentors can provide constructive feedback on performance and help managers stay on track, enabling continuous improvement.
Succession planning. Senior managers often play critical roles. By mentoring them, organisations can identify and develop potential future leaders.
Cross-generational knowledge transfer. Mentoring allows the transfer of institutional expertise between generations.
Retention and engagement. Providing mentoring can improve employee retention and engagement. Knowing that the organisation invests in growth and development fosters a sense of loyalty and commitment.
Networking opportunities. Mentoring relationships often expand a senior manager’s network, introducing them to influential people within or outside the organisation.
Organisational culture and values. Senior managers who are mentored can lead by example and promote a culture of learning, development and support within their teams.
A crucial aspect of mentoring is to listen attentively to thoughts, concerns and goals, demonstrate empathy and validate feelings and experiences.
A mentor will work with you to:
- Establish clear, achievable goals.
- Offer regular feedback on performance, strengths and areas for improvement, which is constructive, specific and focused on behaviour and actions rather than personal traits.
- Share their own experiences to provide relevant examples of overcoming challenges and achieving success to help inspire.
- Identify resources, such as books, articles, workshops or training programmes, to enhance knowledge and skills.
- Be an advocate for your growth and success.
- Offer encouragement during setbacks and celebrate even small achievements.
- Encourage you to step out of your comfort zone and take on new challenges.
- Help you see and use your untapped potential, treating you with respect and acknowledging your unique perspectives.
- Empower you to make decisions and take ownership of your development.
- Encourage you to reflect on your experiences and learning to gain deeper insights into your progress and development.
Quite simply, mentoring is a valuable and effective development method to help you grow, learn and achieve your goals.
