Encouraging Professional Growth

You DON'T need more experience to mentor others. Here's how to get started as a mentor and make a difference TODAY: 1. Don't wait Why: It will help you grow, serve others, and improve this skill. How: ↳Identify individuals who are at a stage you were in 2-3 years ago. ↳Reach out to potential mentees or mentoring programs. ↳Share your interest in mentoring with your network. 2. Ask questions Why: Helps gather necessary inputs for guidance and brings the mentee along the journey How: ↳Ask open ended questions (e.g. what makes you think that)? ↳Limit "why" questions to avoid sounding judgmental. 3. Actively listen Why: Foundational to understanding the situation and guiding the conversation How: ↳Listen to understand, not to respond. ↳Be present, eliminate distraction. ↳Periodically summarize what is being said to ensure understanding. 4. Understand Mentee Why: The more you know about your mentee, the more tailored and effective your guidance can be. How: ↳Ask open ended questions to learn more about them (e.g. background, aspiration). ↳Encourage them to share with you relevant artifacts. ↳With their permission, reach out to stakeholders they work with for first-hand input. 5. Suspend Judgement Why: Create a safe, trusting, open environment encouraging vulnerability and growth. How: ↳Don't make assumptions, ask. ↳Avoid labeling things as good or bad. ↳Emphasize learning from past events. 6. Set Expectation Why: Clear expectations ensure the relationship is effective for both sides. How: ↳Establish ground rules for mentorship. ↳Discuss and agree on the frequency and format of meetings. ↳Regularly review and adjust progress and expectations. 7. Provide guidance Why: It's important that the mentee makes their own decisions, as they are both accountable for the outcome and know their situation best. How: ↳Provide inputs vs. telling the mentee what to do. ↳Encourage additional perspectives to be considered. 8. Be Courageous Why: Mentoring sometimes involves challenging the mentee (e.g., how they think). Having these crucial conversations is foundational for growth. How: ↳Focus on being kind rather than just being nice. ↳Provide support. ↳Stretch mentee beyond their comfort zone. Bonus: 0. Be Excited Why: Your positivity radiates to the mentee and the relationship How: ↳Celebrate progress (no matter how small) ↳Use supportive and uplifting language ↳Smile and have fun PS: Mentorship is one of the most rewarding professional experiences - for both sides. ---- Follow me, tap the (🔔) Omar Halabieh for daily Leadership and Career posts.

This week, I facilitated a manager workshop on how to grow and develop people and teams. One question sparked a great conversation: “How do you develop your people outside of formal programs?” It’s a great question. IMO, one of the highest leverage actions a leader can take is making small, but consistent actions to develop their people. While formal learning experiences absolutely a role, there are far more opportunities for growth outside of structured settings from an hours in the day perspective. Helping leaders recognize and embrace this is a major opportunity. I introduced the idea of Practices of Development (PODs) aka small, intentional activities integrated into everyday work that help employees build skills, flex new muscles, and increase their impact. Here are a few examples we discussed: 🌟 Paired Programming: Borrowed from software engineering, this involves pairing an employee with a peer to take on a new task—helping them ramp up quickly, cross-train, or learn by doing. 🌟 Learning Logs: Have team members track what they’re working on, learning, and questioning to encourage reflection. 🌟 Bullpen Sessions: Bring similar roles together for feedback, idea sharing, and collaborative problem-solving, where everyone both A) shares a deliverable they are working on, and B) gets feedback and suggestions for improvement 🌟 Each 1 Teach 1:  Give everyone a chance to teach one work-related skill or insight to the team. 🌟 I Do, We Do, You Do:Adapted from education, this scaffolding approach lets you model a task, then do it together, then hand it off. A simple and effective way to build confidence and skill. 🌟 Back Pocket Ideas:  During strategy/scoping work sessions, ask employees to submit ideas for initiatives tied to a customer problem or personal interest. Select the strongest ones and incorporate them into their role. These are a few examples that have worked well. If you’ve found creative ways to build development opportunities into your employees day to day work, I’d love to hear what’s worked for you!

2003: I used to burn bridges with ex-team members for leaving. 2023: I help them find a new job when they want to leave. While running my first startup, I used to go out of my way to mentor my associates, build trust and give them autonomy. Even after this, some of them left me with little explanation. This was very disheartening, so I would cease any communication with them and write them off as unprofessional. But over the course of my journey, I’ve learnt more about team building, management and most importantly, people. I realized that your associates seeking new challenges is a natural eventuality. So I made a 180° shift in my company culture and started career guidance activities for my team members. We now proactively guide them through their career plan and goals while they’re with us. But if they decide to move on, we help them by: - Helping them find job opportunities - Supporting them in their new job roles - Keeping our doors open to them in the future This new approach is a win-win situation, and here’s why: ▶ 1. Talent attraction The ex-associate leaves with fond memories, and refers us to talented individuals in their network. ▶ 2. Alumni network: These people go on to be successful in their niches, and being in touch with them allows us to helps each other grow. ▶ 3. Inbound lead funnel: Since they know the quality of our work, they often refer leads to us, or become our clients themselves! ▶ 4. Returning team members: If things don’t go well for them, or they realize they were happier with us, we welcome them back with open arms. What do you do when a team member wants to leave their job? #teambuilding #entrepreneurship #founders

When I was promoted into a new leadership role, I quickly learned that the hardest part of the transition wouldn’t be teaching all of he processes or “how-tos.” The hardest part can be helping your successor feel confident stepping into their own style of leadership vs copying what has always been done. Too often, we hand people binders of guides, when what they really need is coaching on mindset, strengths, and relationships when making leadership transitions. In my latest article for Fast Company, I outline key ways to set your successor up for success after you’ve been promoted: 1️⃣ Coach the Mindset, Not Just Skills Rather than simply teaching processes, affirm their unique leadership style and strengths. Ask questions like: “What strengths do you already bring?” 2️⃣ Identify & Leverage Transferable Strengths Don’t assume they start from scratch. Work with your successor to map how past successes align with new role expectations. 3️⃣ Offer Expertise Without Taking Over Act like a coach, not a fixer. Ask if they’re open to observations before giving feedback. This builds autonomy while still being supportive. 4️⃣ Start Early, Let Them Jump In Before You Step Out Transition periods aren’t just symbolic. Begin handing off responsibilities early—allow for small mistakes, offer guided support, then gradually step back. This approach boosts confidence and smooths the shift. 5️⃣ Map Relationships, Not Just Processes Help your successor create an “Influence Map” that distinguishes allies, neutral parties, and potential friction points. Guide them through relationship navigation, not just workflow hand‑over. I’d love to hear your best tips for coaching someone to take over a role to build their confidence!

This quote got me thinking. Early in my career, I struggled with how people showed up. I was often called too intense, I was often perceived as overwhelming, but the truth of it is I SHOWED UP! I was engaged, I was committed, and I wanted to make an impact. Not knowing why there was such a difference between how I showed up and others, I learned … that ONLY 31% of employees are enthusiastic and energized by their work? Imagine that almost 70% of the people in your team are there because they just have to 🫣 I honestly can't imagine that, which is why I implemented some solutions in my teams, most of it worked, some of it I’m still testing & trying … Here are some things I did: 👉 Trust & Empower: I involve my team in decision-making processes and push decisions to them when possible. This fosters a sense of ownership and responsibility. 👉 Celebrate Feedback: I create an environment where feedback is frequent and constructive. It encourages continuous learning and growth. 👉 Connect 'Why' to Vision: I share a compelling vision to motivate team members and clearly explain why their contributions matter. 👉 Offer Development: I signal my commitment to personal growth with training and development opportunities. It sparks motivation and increases loyalty. 👉 Recognize & Praise: I acknowledge achievements and make saying ‘thank you’ my default. A little recognition goes a long way to boost morale and motivation. 👉 Promote Diversity: I embrace diverse perspectives and backgrounds to enrich the work environment, prompt healthy debate, and drive innovation. 👉 Encourage Collaboration: I encourage teamwork on projects. This builds a sense of community and belonging while also accelerating learning 👉 Challenge Comfort Zones: I push and encourage team members to expand their skills and what they think is possible. It promotes growth and enthusiasm. 👉 Cultivate Inclusivity: I ensure all voices are heard. For example, I make sure extroverts don't steal the show and create the space needed for quieter team members to speak. Be the leader that serves, empowers and inspires. And all will go just fine 🙌 #EmployeeEngagement #TeamMotivation #WorkCulture

Dr. J’s Leadership Insight: Empowering a Legacy of Intergenerational Excellence In today’s fast-paced world, leadership that lasts is not about titles but the legacy we build through the people we empower and the systems we create. Great leaders unite generations, blending past wisdom with present action to shape the future. The Power of Intergenerational Leadership Every generation offers unique strengths. Veteran leaders provide seasoned insights, emerging leaders fuel innovation, and younger generations drive creativity. Intergenerational leadership harmonizes these strengths, fostering collaboration and long-term success. Dr. J’s philosophy reminds us that transformational leadership unlocks collective potential, inspiring both present and future progress. The CARE Method: A Transformative Framework Dr. J’s CARE Method is designed to cultivate leadership growth and impact across generations: 1. Confrontational Coaching – Breaks down limiting beliefs, encouraging new thinking and accountability. Example: A leader challenges outdated policies to promote inclusion and innovation. 2. Aspirational Coaching – Inspires individuals to dream beyond limitations and set bold goals. Example: Leaders motivate their teams with a vision that sparks ambition. 3. Resilience Coaching – Strengthens the ability to thrive in adversity and uncertainty. Example: Teams develop agility to adapt swiftly during crises. 4. Emerging Life Coaching – Prepares future leaders to succeed in evolving environments. Example: Rising leaders build emotional intelligence and adaptability through mentorship. This method has empowered over 1,200 leaders and coaches worldwide, driving personal and organizational success. Dr. J’s Legacy Principles for Leaders 1. Lead with Legacy in Mind Leadership is about lasting impact. Ask yourself: What am I building today for the next generation? 2. Adapt Across Generations Recognize and respect generational differences while uniting teams with a shared mission. 3. Inspire Through Action Leadership is action-driven. Your commitment to growth and excellence inspires others to follow. 4. Create Systems, Not Just Solutions Focus on frameworks that empower others to sustain and expand your vision. 5. Balance Humility and Confidence Be humble in recognizing others’ contributions and confident in your vision’s transformative power. A Vision for the Future Leadership today demands emotional intelligence, collaboration, and diversity of thought. Intergenerational Excellence equips leaders to build inclusive, innovative teams where generational strengths fuel growth. By paving opportunities for others, leaders ensure that their legacy endures through the successes of future generations. Closing Thought True leadership is about creating leaders who will shape the future. This is the legacy of Intergenerational Excellence. I hope you have a super fantastic day. Dr. J

Why don’t organizations place a greater emphasis on creating meaningful engagement in the workplace? Given the pivotal role that connection plays in fulfilling our fundamental human need for social interaction, I believe it’s warranted. Is there any ‘downside’ in doing something as simple as; regularly meeting with the people on your team, building relationships, discuss performance, and identify developmental needs? You know, being real with people, true engagement. Knowing and understanding your team is a "strategy execution principle." It’s importance spans well beyond effective team building and crosses over into on-the-job happiness, productivity, and belonging while also helping to drive your organization’s success. Sure, I agree that no one likes wasting time with useless gatherings; however, an every 30-day individual check-in or "progress meeting" can provide significant value for every manager and their direct reports. Taking the time to solely focus on an individual's performance and working to proactively understand their needs and develop their potential is a model for engagement with a high rate of return. Organizations that execute well make these meetings mandatory scheduling them with the expectation that they be held. I’m talking about an allocation of 45-60 minutes each month, using the time to listen to and focus on each team member.   These are not a series of monthly performance reviews, they are coaching, guiding, and leadership development sessions. The outcomes your organization receives from these efforts are three-fold: 1) You leaders grow by making a personal investment in the relationships they have with their people, 2) The space is being created for consistent conversations of consequence to occur, 3) You're guaranteeing that every team member knows their role and what is expected from them. This is where the execution occurs. Both parties build trust and respect, work collaboratively, and invest themselves in the success of the business. Believe it or not, this connection drives results. The organization gains a quality understanding of every team member's capabilities from each session. They know what each team member does best, who they work well with, and how to lead and challenge them. THIS IS NOT AN EXERCISE IN DOCUMENTING PERFORMANCE. It's about creating a partnership, based on mutual benefit, where two parties are committed to each other’s success. A bond is established that says when a team member fails at something, their leaders recognize they have also failed. They work together to improve. This is true engagement. "Is dedicating just 60 minutes each month to focus on your team's individual performance too high a price for a more engaged, happy, and productive workforce? Think about it. What commitment is your organization making for your team members? Your organization's success? #leadership #progress #employeeengagement #execution

Leading without growing people is like driving without gas, you won’t get far. When I first started leading, I focused on results. Metrics, quick wins, and deadlines took priority. But I learned the hard way: people don’t thrive in that environment. Growth stalled, and motivation faded. That’s when I had my wake-up call: Leadership isn’t about me. It’s about them. The best investment isn’t in profits —it’s in PEOPLE. Here are 8 proven ways to foster unstoppable growth: 1. Know Their Aspirations  ↳ Understand their goals with regular 1:1s, then tailor support to fuel their passion. 2. Fill Skill Gaps  ↳ Provide personalized training to close gaps and build confidence. 3. Encourage Reflection  ↳ Self-awareness drives progress. Use tools like journaling or 360° feedback to spark growth. 4. Give Clear Feedback  ↳ Provide actionable, honest feedback that drives improvement. 5. Create Mentorship Paths  ↳ Connect team members with mentors to foster guidance and growth. 6. Support Continuous Learning  ↳ Encourage certifications and courses to boost expertise. 7. Promote Collaboration  ↳ Offer cross-functional opportunities that broaden skills and vision. 8. Reward Growth  ↳ Recognize and reward learning to inspire a culture of development.   Remember: Your legacy isn't in your achievements. It's in the people you've helped grow. P.S. What’s a leadership lesson you wish you’d learned sooner? Tag a leader who’s made a lasting impact on your growth👇 — ♻️ Repost to inspire better leadership in your network. ➕ Follow Sandra Pellumbi for more. 🦉

Most orgs spend millions on leadership development. But most leaders still feel unsupported. Growth is the goal. Support is the intent. But often, the approach misses the mark. 🟩 What Leaders Deeply Value:  → Professional coaching  → Formal mentoring People seek growth that feels personal and real.  They want honest feedback, real challenges, and clear direction. They want to feel invested in, not just trained. 🟧 What Organizations Often Provide:  → Instructor-led training  → Generic e-learning → Self-paced Learning These tools matter for scale and access. But they work best when paired with personalization. Development is evolving and the best orgs are too. Here’s how orgs can close the gap: 1️⃣ Make Development Timely and Accessible → Offer real-time support through flexible tools. → Blend peer talks, coaching, and fast resources. 2️⃣ Use Assessments That Drive Growth → Assessments should lead to clear action steps. → Map strengths and blind spots into next moves. 3️⃣ Train Managers to Coach Every Day → Feedback should be specific, simple, and constant. → Coaching happens best in daily conversations. 4️⃣ Create Safe Spaces for Practice → New skills stick when practiced in low-risk ways. → Role plays, feedback, and team projects matter. (Source: Global Leadership Forecast 2025) Personalized, human-centered growth is not optional. It’s the future of leadership growth. Curious how to make this shift real in your org? Let’s chat! Happy to swap ideas with you. ————————— 🔔 Follow Justin Hills for leadership strategies that serve.

Most CEOs will tell you talent retention is their biggest challenge, but that's only half the truth. Lack of succession planning is the real culprit. Our latest CEO Survey revealed that 37% of leaders struggle with retention, and many admit they lack robust succession plans. Here’s the risk: if the next generation of leaders isn’t ready to step up, even the most successful firms could face a leadership void in the years ahead. I’ve seen it firsthand. Many firms are so focused on today’s hiring shortages that they overlook the long game. The lack of a sophisticated succession plan is a major risk. Here are four strategies for building a stronger leadership bench: 1. Spot hidden talent Look beyond titles. Your next great leader is the manager quietly solving problems behind the scenes. Creating opportunities for these individuals to step into higher-stakes roles can reveal untapped potential. 2. Build leadership DNA into culture Succession planning isn’t just an HR exercise. It involves embedding mentorship, collaboration, and growth into the everyday fabric of your firm. Leaders should be intentional about sharing their knowledge. 3. Adapt to new generational needs The workforce is changing. Younger leaders expect different things from their careers, like flexibility, purpose, short-term incentives and opportunities for impact. 4. Create a continuous development pipeline.   Leadership development shouldn’t happen only in reaction to immediate needs. Introduce leadership academies to prepare future leaders at different career stages. Incorporate real-time feedback, coaching, and self-assessment tools into development plans. I’ve learned that succession planning is less about replacing people and more about future-proofing your culture. I'd like to hear about any succession planning strategies that you have in place.