Economic uncertainties fuel an unstable job market and create an unsettling environment in the workplace. The lack of transparency, internal politics, the growing number of siloed departments and hidden agendas have made it more difficult to trust yourself, let alone others – which makes it more difficult to know when a mentor is good for you. What appears to be an endless path of disorganized chaos is now “the new normal.” As such, we must become mentally tough and learn to anticipate the unexpected. Employees must approach the workplace through a lens that can detect the potholes of distrust while staying focused on seeing and seizing the next opportunity. Finding the right formula for knowing when your mentor is good for you can be subjective and has a lot to do with the engagement of specific personality types and how they mesh in certain circumstances. 

The most memorable leaders know how to naturally make a good first impression. They are mindful of what people expect of them and they want to create for them a safe environment that enables engagement – because they know that leadership success is all about people.Though first impressions are earned quickly, it takes time for people to figure out the impact you are attempting to create in your leadership role. Leadership is not about acting a part, but rather about being your most authentic self to serve the organization and advance others. As such, first impressions should never be forced; they are opportunities to reveal who you are and what you represent as a leader.

Mentoring is a tricky thing: most people want it, but don’t know how to get it. Mentoring is also loosely defined. Just because someone gives you advice, doesn’t mean they are your mentor. Mentoring is a responsibility – and a commitment that requires valuable time and focused attention to assure the mentee’s goals are progressing forward. If you have one steady mentor that is adding value to your career and life, you’re fortunate.  Although finding a mentor is difficult and making it work is even more challenging – the rewards are abundant.

At a time when the demand for transparent communication in the workplace is at a premium, employees are not speaking-up enough. How you express your opinions at work (or not) is a direct reflection upon how people experience who you are and what you represent as a team member, as an individual, and as a potential mentee. Your voice defines the value you bring to the mentor-mentee relationship. Your identity will be misrepresented if you do not consistently communicate what is really on your mind. But voicing your opinions consistently will add value to your relationships with mentors and the organization you serve.

You are not like anyone else. We all have our own formula for success and happiness – and it’s your responsibility to discover what works best for you.