Module nine be a mentor. Being a mentor can sometimes be lost in terms such as manager or even coach. But mentors are a valuable tool to many workplaces. Mentors can be helpful to new employees or to employees who have begun to lose confidence in their work. A good leader must also take on this mentor role and ensure their employees are getting the boost they may need establish goals. One of the best tools a mentor can give their employees the ability to establish and set goals for themselves.

Start by asking the employee what they want to achieve and how they want to reach it. individual goals can include work issues, such as increased productivity or decreased distractions, or can be more personal such as working to decrease personal absences. When working with a team leaders should ensure each member has their own set of goals, and then establish goals for the team as a whole. This ensures that everyone has a goal to work toward on their own, as well as a goal to work with the rest of the team goals to help everyone stay focused and can make them feel valid. as an individual and as a group tips for helping set goals, ask the employee what they want to achieve. outline a path that can help them get there, there may be more than one, determine a reward or incentive for when the goal is reached.

Know when to praise or criticize. As a leader and a mentor, it can be difficult to determine when an employee should be criticized or reprimanded or when open praise will be an effective tool. Praise and compliments are a great tool for building confidence and employees, but too much can lose its luster. employees that are overpraise may begin to lose faith in what their mentor is saying and lose the desire to work hard for that well earned praise. On the other hand, employees that are over criticized or chastised, may lose self confidence and pride in their work, causing them to create more errors and low productivity. brazen negativity should be based on the individual employee, not the group.

If you must criticize always do so in private and use phrases that are not personal attacks. With every negative point offer a positive note as well to counterbalance. Let the employee know that you are there to help them not attack them. Additionally use praise and kudos when an employee has shown a change in their productivity, such as meeting a goal or over succeeding on a quota. Do not use praises for everyday tasks and accomplishments or they will lose their value and will no longer feel like something special. Create a supportive environment.

In order to mentor and bring together a team of employees, a leader must be able to create a supportive environment for them to work in. After all, employees do not want to feel like the workplace is a place that should be feared and only generates criticism or humiliation. A servant leader should act as a mentor by creating an environment that is safe and supportive to employees where they do not fear you or other employees. Visit with employees periodically and build a sense of comfort and trust so that communication is always open. Let employees know you are available if they need you and take the time to speak with him if you are approached Your employees will appreciate the support and in turn will feel confident that they are not alone in the office. Benefits of creating a supportive environment.

Employees are happier working together. employees feel comfortable approaching you with their problems or ideas. Employees are more receptive to feedback, create an open door policy. Whether you are mentoring a new employee or an entire group, one of the first things to establish is an open door policy for the office. Let your employees know that they can come to you with any problems or concerns they are having, or even with positive ideas they want to share. Seeing someone as a leader can be intimidating or downright scary, so assure employees that you are there for them and want to support them in their goals and challenges.

Give them ways to reach out to you whether it's in your office, by phone or by email, but also establish simple boundaries such as best times to contact or following a chain of command with management. Your employees will value your time and feel as though you were there for them. Not just for the job tips Creating an open door policy. ensure everyone is aware of the policy. Be open to listen to the employees and their needs. Always be approachable.

Avoid becoming too distant. Establish boundaries that allow employees to reach you, but by appropriate means or times. Case Study. Andrew is mentoring one of the company's new employees Jessica and wants to welcome her to the team. First, Andrew sits down with Jessica and asks what her goals for her job are. Jessica started out by naming goals such as meeting her quotas every day and not having any absences from work.

Andrew told Jessica that he has an open door policy so that if she ever needs help with her goals or has something she wants to share, she can come to him in his office or by phone or email. Andrew told Jessica that she will be a part of periodic performance reviews, but not to fear any form of praise or constructive criticism. Everything is meant to be helpful for her to reach her goals. Andrew was sure Jessica The office is a supportive place and that she will work Well with her co workers who are also there to help