Advice for Businesses

How to Use AI Tools For Coaching and Mentoring

If there’s one thing that businesses can’t stop talking about right now, it’s AI. From ChatGPT to Dall-E, it’s clear that we’re living in the AI era.

As the world adapts to AI, it’s a great time for early adopters to take full advantage and understand the main ways in which it can help businesses across the board. 

And while AI is still in it’s infancy; that doesn’t mean it can’t already be used for coaching and for mentoring. Here we outline the creative ways that you can start adopting AI into your coaching or mentoring practice. 

How is AI being adopted for coaching and mentoring? 

First up, let’s look at the ways that AI can be used in coaching and mentoring on an industry level.

There are a few different areas in which AI is thriving in the industry, and already has the power to change how businesses operate.

These are: 

1. Psychometric testing

A psychometric test is used to understand an individuals skills, knowledge, abilities, personality traits, attitudes and job/academic potential.

Psychometrics can be largely automated with the help of AI. It’s already a big part of certain industries practices and the answers provided can give recruiters an interesting insight into the skills and abilities of certain candidates. 

Using an AI psychometrics test, candidates can be evaluated without any human involvement. An AI program will also be able to keep a record of the skills and personality traits they record, helping to establish what areas the candidate or staff member may need help to improve.

This can be used for both coaching and mentoring alike in order to understand a mentee or coachee’s current state and measure their improvement on skills and personal development.

2. Matching 

Matching mentors and mentees, or coaches and coachees can be tricky to get right. And a wrong match can do more harm than good. This is actually one of the reasons the need for mentoring software was recognised.

Matching is one of the key ways that AI can also help with coaching and mentoring. An AI program will keep a database of the team and their core skills, and match them to a specific mentor or coach who they will get the most benefit from being paired with.

Also, AI tools can also provide ideas for courses and coaching, training, and mentoring that can improve potential weaknesses for a group of employees.

📖 Find out more about how to match mentors and mentees in our guide 📖

3. AI coaches

AI coaching uses AI software to help provide specific feedback and create coaching plans for staff members and students. The process allows companies to set goals and employees and individuals can work towards these goals in a more structured way.

AI coaching can also use a chatbot method to respond to specific questions, which means more specific and relevant feedback and information. 

Which begs the question, should we be preparing for a future in which coaching is accessible to all through AI programs? Or is that still science fiction!

a woman mentors a younger colleagueHow can I use these tools in my mentoring and coaching practice? 

The good news is that there are many ways that you can use existing AI tools for your coaching or mentoring.

These can be integrated into the day-to-day operations of your business to improve the accessibility and effectiveness of mentoring and coaching.

Our top 5 recommendations to try are:

1. Jasper

Jasper is a powerful AI tool for writing, and it can help to generate content that is full of interesting information for those who want to upskill.

For instance, Jasper can write a full article that is tailored to a specific department or staff member, providing tips on how to improve their skills or work towards a more effective outcome for their business.

Jasper can also be used by mentors and coaches, taking a few of their ideas and putting them into coherent learning materials for the mentee or coachee. By using AI writing tools you can speed up the creation of personalised reading and learning materials. As long as you remember to edit them thoroughly after! 

2. Movavi

Similarly, using a video content creation tool like Movavi, can help mentors, coaches and organisations create engaging learning materials. 

Written content can certainly be dry and boring. With Movavi, it is easy to take content and ideas and create training videos that are specifically tailored to the mentees or coachees.

Something that would once have taken a long time and expertise to create is now quick and simple, and makes information easier to digest.

3. ManageBetter

ManageBetter is an AI tool for performance management that can be integrated into many aspects of a business and its workflows, from sales to HR.

As well as helping to organise teams, it has many different features that can help with coaching and mentoring. For instance, there is a feature called Review Builder that can help to create personal reviews for team members based on peer feedback, strengths, and weaknesses. These can help to identify areas to work on and training to take part in.

This tool may be useful across your business to better manage the performance and development of your people. Employed for mentoring and coaching, it could improve the impact of your programs.

4. ChatGPT

Probably the most talked about AI tool out there currently, ChatGPT is a conversational AI tool that can answer user questions in seconds. 

While it’s not specifically built for coaching and mentoring, with the right prompts help with a variety of coaching purposes. For example, staff can ask ChatGPT which courses they should take to improve a certain skill or to help create clear goals for mentoring and coaching. 

ChatGPT is immensely powerful, but it’s a tool that requires a lot of human input if you are going to get the best results.

5. Adaptiv Academy

Adaptiv Academy uses Ada, the AI-powered mentor that can answer career related questions and provide advice to users.

Ada has been built to ask specific questions to individuals who need a bit of coaching, mentoring and guidance. Ada then takes this information and uses it to provide advice on specific courses, skills that need to be worked on, and even career paths that may be most suitable for someone’s skillsets.

Essentially, it is an AI mentor that can help people that aren’t quite ready to find an in person mentor to work with them!

The wrap up

While a lot of the best training and mentoring still comes with a human touch, that doesn’t mean that AI tools can’t enhance your experience.

There are many different ways that they can integrate and assist the relationship between mentor and mentee, and coach and coachee.

AI tools also have the power to identify weaknesses and specific training options to address these, as well as take away the time-consuming elements of being an exceptional mentor or coach. 

How Guider can power exceptional mentoring and coaching

While we love exploring new technology, it’s important to remember that the human connection of mentoring and coaching is where the magic really happens.

Finding someone you connect with and being able to spend time with them working on your personal development is a game-changer.

Our platform makes finding, matching and meeting mentors and coaches simple. With everything you need for successful mentoring all in one place.

For program leads, our powerful reporting features are there to help you steer your program towards your business goals and ensure that you’re getting ROI from your program.

Find out more about how Guider can transform personal development at your organisation. Book a call with our expert team today!

About the author: Vlad is a partnership manager at Movavi. He has 4 years of experience in the e-commerce and marketing industries, having written articles on these topics for various publications. Vlad is passionate about helping businesses grow and reach their full potential. He enjoys spending time with his family and friends when he’s not working.

Read more: 

Do I really need mentoring software?

How to embed occupational wellness into your culture

4 Essential succession planning tools

5 Ways to make mentoring work for hybrid roles

4 Example mentoring program goals to steal! 

Top mentoring apps to download today

Skills Development

Top Mentoring and L&D Podcasts to Listen to in 2023

Staying up to date in the world of L&D and mentorship is a full-time job in itself. Luckily we’re here to help. We’ve compiled a list of podcasts we love covering a range of exciting and fascinating topics in the L&D space. 

Podcasts are a simple way to stay in the know. With bite-size episodes, you can listen to on the bus, at your desk, or simply over a cup of tea. There’s a reason we’re living in the age of podcasts – it’s a fantastic way to take learning into your own hands and find inspiration from experts you can trust. 

We’re here to give you the down low on the best podcasts out there. Our list includes our favourite episodes and why you should give each your precious time and attention. 

So, without further ado, let’s get to it! 

Top L&D podcasts to follow in 2023 

1. Guided, Guider 

First on our list is our very own podcast, Guided. Brought to you by the fantastic hosts Nicola and Danika, our podcast brings together industry experts to explore the human side of work. 

The team have assembled a line-up of truly inspirational figures in L&D, DE&I and Talent to talk about a range of topics from developing young leaders to cultivating true equity. These are the topics that we’re passionate here at Guider and we wanted to share these insights with as many people as possible! 

Come for the big questions and stay for insights from industry experts that you can action in your work life today. 

We recommend giving our first season a listen to hear more, starting with this insightful episode with Julie Dennis on menopause in the workplace. 

🎙Listen on Spotify: Menopause at Work: Breaking down stigma and retaining top talent with Julie Dennis

Listen to Angie Vaux on the Guided podcast on the importance of mentoring, coaching and personal advisory boards.2. L&D Disrupt, HowNow 

We love our friends at HowNow’s podcast, L&D Disrupt. They’re here to help you keep up with the fast-paced changes in the world of work. 

Their podcast covers a range of topics across the L&D space. With short and long-form content, as well as their new series ‘Path to CPO’, you’re sure to find inspiration across the board. It’s essential listening if you want to become a fast-learning, modern and agile company. 

We recommend this short-form episode on ‘Marketing Principles for L&D Teams’ with Hannah Waddams to get you started. 

🎙Listen on Spotify here.  

3. The Learning & Development Podcast, David James

With more than 20 years experience, David James has an impressive career under his belt in Talent and L&D. This is what makes his podcast a go-to place to learn about top topics affecting the profession today. 

If you want to hear from experts at top companies, then this is the podcast for you. James brings together impressive contacts to have lively debates on topics across the board. 

This episode on ‘Performance-Oriented L&D’ with Lila Warren of Pret a Manger is a great place to start. 

🎙Listen on Spotify here.  

4. L&D Plus: A Collaborative Learning Podcast

Brough to you by 360 Learning, the L&D Plus podcast focuses on how L&D teams can work together to achieve L&D goals. They want to make learning a team sport. 

And we agree! Collaborative learning is not just a buzzword – it’s an essential way for learning to thrive in your organisation. That’s why we love this podcast. It’s all about bringing people together to support learning across your organisation. 

To get started, why not check out the episode ‘L&D Plus Operations: What to do when talented people get bored’. 

🎙Listen on Spotify here

5. The Coaching Crowd 

For those interested in how to incorporate coaching into your practice to become a better leader, this podcast is for you. 

Hosted by Jo Wheatley and Zoe Hawkins, they expertly guide listeners in effective coaching techniques. Here, you can learn how to get the best of your people, and at the same time learn more about ourselves.

We loved this episode on ‘People Pleasing in Coaching’ and think it’s a great place to start listening! 

🎙Listen on Spotify here

6. The Digital Adoption Show

This is the perfect podcast for anyone that wants to see ROI on digital HR and L&D tools. 

The episodes are focussed on providing you with hacks that you can implement today – making it a go-to resource for digital-adoption strategies.

We highly recommend this episode from Nick Shackleton-Jones, a big name in L&D for a reason. He talks about his journey in L&D giving advice to leaders on creating the right L&D program for your organisation. 

🎙Listen on Spotify here

7. The Learning Leader 

Hosted by Ryan Hawk, this podcast is for people that love hearing interviews with top professionals. Each episode, Ryan interviews leaders so that we can all learn to be better leaders. 

With guests including, Jim Collins, Seth Godin, Kat Cole, Adam Grant and more, there are so many topics covered across the series you won’t get bored! 

Why not start with this insightful episode on ‘Lessons from the world’s longest study on happiness’ with Dr Marc Schulz. 

🎙Listen on Spotify here

A laptop, headphones and podcast microphone8. How I Met My Mentor

Last but not least, we’ve loved ‘How I Met My Mentor’ for obvious reasons! In these half hour episodes, we meet women from around the world talking about their successes and challenges. 

This is a great podcast for anyone in need of a little inspiration in their work life. With each interviewee acting as the mentor for the listener, there’s so much to learn from these inspiring women. 

We recommend starting with this episode ‘Perfectionism paralyses you’ with Jodi Tingling.

🎙Listen on Spotify here

All these podcasts are full of insights for anyone looking to learn more about L&D, mentoring, and leadership. Remember, learning is in your hands – so why not make time to pop on a podcast and get your daily dose of new inspiration? 

Ready for more? Check out our further L&D content: 

How to Take Responsibility For Your Personal Development

The Importance of Positive Self-Talk

How Failure Leads to Success

Supercharge Career Progression With These Top Tips

5 Steps to Perfecting Your Career Progression Plan

The Importance of Overcoming Limiting Beliefs

How to Set and Achieve Long-term Career Goals

Advice for Businesses

How to Embed Occupational Wellness into Your Company Culture

According to a report by LinkedIn—94% of employees would stay longer at a company if more learning opportunities were provided. Moreover, organisations that recognise employees for their efforts and appreciate them saw a 14% increase in employee productivity. 

These statistics paint a clear picture that a positive and encouraging work environment and culture are what the workforce wants. And as the increasing level of pressure and competition is a significant cause of burnout, a cohesive and supportive workplace can counter that feeling by providing a sense of satisfaction, security, confidence, and most of all, peace of mind

This guide will focus on the importance of occupational wellness, why companies should focus on creating a better environment, and how prioritising their employees’ well-being can benefit both.

To learn more, read on… 

What is occupational wellness? 

Occupational wellness means achieving a balance between work and other responsibilities. This balance, in turn, lessens work stress, improves co-worker relationships, and enables employees to seek satisfaction in their work and enjoy recreational activities. 

It enables employees to find value in themselves and their work and allows them to branch out to try new and different prospects should they feel the need because people only have that mentality when they’re comfortable. 

Additionally, a healthy balance of work and other activities in daily life is essential to maintain good mental health, which, in turn, is vital for good workplace performance. Moreover, according to research, 79% are more likely to stay with a company that provides good mental health care. 

Employee retention header imageWhy is occupational wellness important? 

Occupational wellness is essential today because of ever-increasing job competition and pressure. More often than not, work takes priority over recreational activities and connecting with friends and family. This imbalance can have devastating effects on people’s wellbeing. 

On the flip side, if household responsibilities are overwhelming, they can affect performance in the workplace. So, establishing a balance is crucial so neither obligations suffer a drop. 

Providing opportunities and supporting employees during challenging ordeals, whether at home or in the workplace, eases their burdens and allows them to destress and collect their emotions which is important to achieve much-needed balance. 

Only after that can employees see an increase in productivity and job satisfaction, be more motivated, and experience the same outside of the workplace.

Key stats on occupational wellbeing:

  • 15% – 20% of voluntary turnover is due to experiencing burnout.
  • 82% of employees suffering from mental health issues did not report it, fearing negative feedback.
  • Companies with a good well-being program saw 89% of their employees recommending them as excellent workplaces. 
  • 35% of employees reported a negative impact due to workplace stress, and 2% reported overwhelming stress that hindered their ability to work.
  • According to a report by HBR, employee well-being increases sales by 37%, team creativity by 55%, productivity by 31%, and decreases errors by 19%.
  • Companies with poor or no employee well-being programs have to pay 20 times more yearly than those who do. 

Examples of occupational wellbeing:

1. Acknowledge employees

Appreciating employees for their efforts and rewarding them accordingly massively boosts their confidence and encourages them to perform at the same level or go even further beyond. Confident employees are more likely to be satisfied with their work and organisation, increasing the company’s chances of retaining employees. 

2. Remote or hybrid working models

Introducing or encouraging employees to opt for different working models according to their preferences will create a sense of comfort and security. It will also boost diversity as the company can hire people worldwide. Their perspectives and experiences will be valuable in creating an enriched working environment. 

📖 Find out more about supporting remote workers through mentoring with Guider 📖

3. Wellness tools

Applications and tools that help individuals manage and focus their emotions and energy with the help of exercise or meditation can be an excellent option to promote wellness in the organisation. Providing employees with subscriptions to these applications will help them better manage stress and burnout at their own pace without any financial repercussions. 

📖 Read more on wellbeing areas to focus on in our guide 📖

Guider how it works banner6 ways to embed occupational wellness in your organisation

  • According to research by Zippia:
  • 52% of U.S. companies have occupational wellness programs,
  • 72% of companies decreased their healthcare costs,
  • and 80% of employees reported enjoying their work more

These statistics clearly show how important occupational wellness is for an organisation and its employees—and embedding wellness programs into your organisation will only improve the culture, environment, profits, employee satisfaction, and retention rates. 

Here are 6 ways to embed occupational wellness in your organisation: 

1. Open communication 

Employees should feel heard and valued in any organisation to be efficient and do their best work. Incorporating and encouraging a culture where open communication takes priority will provide employees with a safe space to speak their minds, share their troubles, and ask for help and guidance to work through them. 

2. Workshops 

By providing employees with internal, external, and remote opportunities to learn and grow their skillset, they will feel encouraged to pursue their interests and better themselves for their current positions.

This will create a sense of support from the organisation, and employees will have a higher sense of security, confidence, and satisfaction. 

3. Group workouts

On-site group workouts are an excellent strategy for promoting wellness in the organisation. Group workouts can be physical and mental, and providing different options to employees to take care of their stress and issues however they deem fit will increase morale, dedication, and overall efficiency as they will have a sense of gratification from their work and feel happy about it if they’re free of stress. 

4. Destress zones

Many organisations have adopted the strategy of providing their employees with dedicated zones where they can retreat to destress, collect, sleep, and reinvigorate themselves. 

Employees like these zones as they don’t have to travel much to access peace and can return to work quickly once fully charged. This also provides employees with space to catch up with their co-workers, engage in recreational activities, etc. 

5. On-site healthcare

According to a study—organisations that provided healthcare saw a 60% increase in productivity. This shows the value of healthcare for employees in a company. Adding to their convenience by providing on-site checkups and vaccinations will increase employee satisfaction. It will motivate them to provide high-quality work for the organisation that cares for them. 

6. Mentoring and coaching

Providing mentoring and coaching programs can support mental health and occupational wellbeing throughout your organisation. These development tools are great ways to build the quality of people’s relationships, helping them to feel seen and heard. They can also have a huge benefit for employee mental health.

📖 Find out more in our guide to mentoring for mental health 📖

Final thoughts 

Organisations catering to their employees’ well-being see a significant increase in productivity, profits, and retention rates, allowing them to compete at the highest level in the market. Mentoring is also an excellent option to help the workforce deal with their issues, learn from experienced employees, and have a support system. So, what are you waiting for? It’s time to embed occupational wellness in your organisation – the benefits could be huge. 

Read more on employee wellbeing with Guider:

How to Improve Employee Wellbeing Through Mentoring 

10 Top Companies Thriving Through Mentoring 

How to Build a People Development Strategy That Actually Works

5 Employee Retention Strategies You Can Action Today

4 Example Mentoring Program Goals To Steal 

The What, Why and How of Returnship Programs

The Powerful Benefits of Mentoring Explained 

Advice for Mentees 

Top Signs That You Need a Career Mentor

According to a survey—75% of professionals deem their career success as a result of the help and guidance they received from their mentors. This statistic shows how beneficial a mentoring program can be, and companies worldwide are designing and implementing mentoring into their cultures to reap those benefits. 

In fact, 92% of all Fortune 500 companies have implemented a mentoring program. This is because mentoring is proven to increase profits, but moreover, it positively impacts employees’ performance, confidence, satisfaction, and retention rates. 

These aspects combined create a company culture that promotes engagement and communication and provides equal career growth opportunities for all. So having a mentor guide you through your career can be highly beneficial as they can chalk out a pathway for you to follow and guide you through difficult decisions. 

This guide will discuss the benefits of having a career mentor, why you should opt to be part of a mentoring program, and how you can look for a mentor that best suits you. 

What is a career mentor? 

A career mentor is someone who has more experience and expertise in their field. Their responsibility is to guide new hires or present employees towards their goals. It can be anything from improving their communication skills to availing promotion opportunities or managing their work-life balance. 

Since mentors are generally more experienced employees that have been through the hurdles the new generation is experiencing—they can provide valuable insight and guidance on how to deal with issues and make the best of the situation.

But don’t forget, there are many types of mentoring including reverse and peer mentoring. In these types, your mentor may be someone more junior or a peer.

This doesn’t mean that the relationship between a mentor and mentee is strictly professional. A mentor can be a friend and an ally that can act as an anchor when times are turbulent, and having someone like that in your corner can do wonders for employees’ morale and confidence

📖 Find out more about what a mentor is in our guide 📖

How do I know if I need a career mentor? 

Everyone needs help and guidance at one point or another. However, there are some factors that you can consider before applying to be a part of a mentorship program.

If you’re struggling with any of the below, you may want to find a career mentor:

1. Low confidence 

Confidence is an important attribute that can be highly beneficial in the workplace or daily life. Conversely, a lack of confidence can be detrimental to performance, and poor performance can lead to low satisfaction and poor results, hindering your growth. 

However, this is something natural, many people experience it, but it’s not without a solution. Having a mentor guide and push you to do better and find opportunities, network with others, and step out of your comfort zone can help increase or regain confidence. 

2. Feeling as if you’ve plateaued 

The higher you climb the ladder, the tougher the challenges get, and being ill-prepared to face them results in you feeling stagnated in your career. This feeling is normal, especially today, where the competition to excel is exceptionally high, and constant pressure exists to do better.

A mentor can help you deal with these feelings and guide you towards achieving your goals. They can answer any queries, help you choose the best action, and provide much-needed support. 

3. Unclear about your goals

Having a clear goal is vital to career growth and success. Individuals with goals are ten times more likely to succeed than those who don’t. However, just setting goals isn’t enough—following through and setting milestones is also essential.

By being part of a mentoring program, you can receive help in creating SMART goals, planning an outline, setting milestones, and receiving guidance on how to follow through so that you can achieve them and progress forward. 

📖 Find out more about how to set goals and actually achieve them in our guide 📖

4. Stuck in a loop

Daily office work can be repetitive, and it’s easy to get swept up and lose sight of your goals and ambitions. It can be challenging to break out of a monotonous routine as it becomes part of your comfort zone, but that has more negative effects than positive ones. 

Receiving help and support from someone with more experience can help employees deal with breaking out of this loop by providing a new perspective on how things are and how they can be. In addition, doing so can reinvigorate morale and determination to do better and branch out. 

5. Need to expand your network

Networking can provide excellent opportunities that can be beneficial to career growth. However, it requires one to step out and make themselves available, with good communication skills and know-how of different companies and cultures. 

By utilising the benefits of a mentorship program—mentees can learn from their mentors, improve their communication and networking skills and ask their mentors to introduce them to their network.

Types and uses of workplace mentoring e-book download hereSo, how do I find a mentor for my career?

Organisations are often aware of the benefits of a well-developed mentoring program and actively seek to implement and improve it—providing employees with ample opportunities to become a part of a mentoring program. 

There are several different ways to find a mentor, these include:

Internal mentoring programs

Since both the mentor and mentee are part of the same company, internal mentoring programmes can be an excellent source for finding a mentor that best suits your needs and understands your ambitions and goals. 

Mentors know the organisation’s inner workings and what challenges new or present employees can face, so they can better guide them towards reaching their goals, expanding their horizons, and learning new skills to help them in the future.

So, if your employer has set up a mentoring program, make sure you make the most of that resource!

External mentoring programs

New or smaller organisations, often do not have the resources to spare for internal mentoring or enough mentors and mentees to make it work. This is where an external program comes in. 

These may be set up by an external body or several companies coming together to offer this benefit to their people. Either way, look out for established programs in your industry. Often external programs support people from specific groups such as our client Reed who run the women in technology mentoring program.

These programs are an excellent opportunity to find mentors from a different field that will provide an out-of-the-box perspective and bring different experiences to learn from. 

Your network

Sometimes all you have to do is ask, and you find that the answer was there all along. Asking your colleagues and friends for mentorship opportunities inside and outside your company can open multiple pathways. Reaching out to people on LinkedIn or through your personal network is a great way to meet relevant guides. 

You can also ask if anyone of them or their colleagues have experienced having a mentor, and if they have, asking for their recommendations can drastically decrease your search for one. 

Ask your employer to help you

At times the direct approach is the best; asking for mentorship opportunities directly from your manager or department head can present multiple results. 

Being clear about your goals and asking for their help can be beneficial as they’re senior employees of the company and have a better understanding of your situation and can guide you towards the right person, or they might even take you under their wing. 

It could also be the catalyst your employer needs to start a formal mentoring program. Bringing other like-minded people together to ask for this together could bring about lasting change in your organisation.

The verdict 

Hopefully, now you have a better understanding of the benefits of having a career mentor to guide you through and why you should have one. Mentoring doesn’t stop with just learning and growing; it has a domino effect as the mentee becomes a mentor, and the chain continues, which develops a positive culture for the next generation. 

If you want to learn more about the benefits of implementing a mentoring system in your organisation, book a demo.

Advice for Businesses

4 Essential Tools You Need for Succession Planning

Every business knows the key to success lies in the ability to plan ahead. Especially when it comes to planning for key employees leaving the business and how to manage their exit. 

This is why succession planning is so critical, as it ensures processes are in place to fill key roles and maintain institutional knowledge. 

When used correctly, succession planning can ensure a smooth transition of leadership and facilitate the development and training of qualified individuals to step into specific roles immediately. 

Most organisations rely on various tools and strategies to effectively implement succession planning—but which tools are best? Find out in our complete guide. 

People development header imageWhat is succession planning?

First up, let’s look at what succession planning really is.

When an employee leaves your business, it’s the HR department’s job to fill that position quickly, and the replacement needs to fit seamlessly into the company. 

For every employee that leaves, there will be a loss of institutional knowledge and expertise. There will also be time where essential work that employee normally takes care of, will need to be covered by others.

Succession planning’s main objective is to ensure a smooth transition between people leaving roles and top talent entering them. This should aim to prevent essential work slipping, other employees being overloaded and prevent a loss of knowledge. 

Why is succession planning important?

Succession planning is important because preparing for vacancies in key roles such as leadership means companies can achieve organisational stability and mitigate the risks of sudden departures or unforeseen events. 

Establishing strong processes allows organisations to maintain continuity, preserve institutional knowledge, and sustain performance levels.

However, while this might sound easy, studies show that’s not always the case. According to Employer News, around 71% of boards and 75% of CEOs don’t actively participate in – or support – succession planning sessions. 

What are the four stages of succession planning?

Succession planning involves four steps that are integral to the process. Failing to follow each stage means HR teams might fail to identify top talent and ensure a smooth transition between roles. 

Step one: Identifying key positions and roles

The first step in succession planning is identifying the key positions, such as leadership roles or jobs that require specialist skills and knowledge.

Identifying these positions allows organisations to focus on succession planning and ensure a smooth transition when these positions become vacant.

Step two: Assessing current talent

The next step is to assess the current talent within the organisation by evaluating each employee’s performance, skills, experience, and potential for growth. 

The goal is to identify individuals who can fill the key positions in the future.

Step three: Developing talent

HR departments must also focus on developing top employees and giving them the skills and capabilities required for future leadership roles.

 Training and development programmes, mentoring, and job rotations can give talented employees confidence and ensure they’re ready to step up when needed. 

Step four: Implementing and evaluating the plan

The final step involves assigning individuals to specific development activities, regularly reviewing progress, and adjusting the plan. 

Doing this ensures the succession planning strategy works and can identify any gaps or areas for improvement.

4 Succession planning tools you need today 

So, now you know more about succession planning, it’s time to reveal which tools are best. These tools simplify processes and give HR departments the information they need to make informed decisions. 

1. Guider – Mentoring software 

Mentoring is one of the best ways to plan your employees for the future, and mentoring software makes it easy for businesses to monitor their mentoring programmes and change things if needed. 

With Guider, HR departments can enjoy a fully customisable experience and tailor the software to their unique needs and training programmes. 

Better still, employees and mentors can use the platform to arrange sessions, track progress and match people using advanced criteria. 

With so many features and an easy-to-navigate platform, Guider is paving the way for companies of all sizes to develop a mentoring programme that works. 

Guider how it works banner2. Motivosity – Leader Development Software

When it comes to dedicated leader development software, Motiovosity has a suite full of valuable features. 

Not only does it help HR departments create bespoke succession plans, but it also facilitates employee rewards and recognition. 

HR teams and senior managers can identify and monitor high-performing management members and create learning paths to give them the necessary skills. 

Overall, Motivosity offers a seamless experience and makes succession planning a breeze. 

3. Cornerstone OnDemand – HCM Platform 

Cornerstone OnDemand is a cloud-based talent management software company that provides a comprehensive suite of solutions designed to assist organisations in managing their human resources and optimising employee performance. 

Using a visual-based data system, HR teams and external stakeholders can assess a range of ‘What If’ scenarios and run through them to evaluate different alterations. 

What makes Cornerstone so great is its scenario feature, which simplifies succession planning, but you’ll have to install integrations using the API, so there are some drawbacks. 

4. PerformYard – HR Performance Software 

PerformYard is another software solution that aims to help HR teams develop succession plans by generating valuable data. The great thing about this software is it’s fully customisable and has different reporting features. 

For example, you can choose a variety of performance management reports, including continuous feedback, project-based reviews, rating scales and 360-degree reviews. 

The cascading goals can also turn into long-term career plans, which allow senior management and HR teams to evaluate each employee. 

Things to remember about succession planning

Succession planning is an intricate process that requires a lot of dedication and commitment. The key to creating development plans that work is to continually monitor management members and put solid strategies in place early on. 

Our top tips for succession planning include the following: 

  • Prioritising the most critical roles first. 
  • Let your employees know your plans and encourage loyalty. 
  • Ensure you have good training and mentoring plans in place. 
  • Be willing to adapt to the changes that will naturally occur. 

📖 If you found these tips helpful, check out our full post with five top tips for succession planning 📖

The bottom line 

Succession planning should be at the top of every company’s priority list, and following the tips in this post will help you create a bespoke plan that works for your company’s unique needs. 

With so many software solutions available, you can combine systems to get the most out of your planning strategy. Guider is a top-rated mentoring solution that offers endless benefits and makes matching mentors with mentees a stress-free experience. 

If you’re interested in seeing how Guider can work for you, book a free demo today. 

Skills Development

How to Set and Achieve Long-Term Career Goals (With Examples)

For many ambitious and proactive employees, setting long-term career goals is essential for steering your career in the right direction.

Setting long-term goals can be complex and can get overwhelming if you allow it to. But with a careful, pragmatic approach that puts achievable goals in the front view, you will quell that feeling and enjoy each productive step forwards.

This article explores the importance of long-term goals, introduces a 5-step approach that will change how you perceive goals, and tells you exactly why mentoring is a fundamental piece of the puzzle in goal-setting.

Let’s get planning!

People development header imageThe importance of setting long-term career goals

Long-term goals are essential, especially if you have a specific career trajectory in mind. Without goals, we can easily go off-course and even stagnate in our careers. A solid career plan will reinforce the work you do every day, and imbue you with purpose that takes you where you want to go. Not to mention, keep you focused and on track. 

Before we go on, it’s important to remember that a long-term career plan doesn’t need to be set in stone. Your goals may change and grow as you do and that’s ok. And of course, you can change it at any time, and adjust it as you evolve through your journey. A career plan is there to help you, calibrate your focus, and maintain the motivation you need to achieve ambitious goals. 

In either case, a long-term career goal is a set of milestones that lead you to a particular ‘ultimate’ goal. This might be the CEO of your own company or perhaps you’re striving for a level of financial security or creative expression through work.

In any case, planning is involved to get the ball rolling. To do so, you might prefer to use your ingenuity and smarts to do it yourself, but you can help yourself along a bit by taking a look at how you can start.

📖 Find out more about putting together a career progression plan in our guide, today 📖

Examples of long-term career goals

If you’re looking for inspiration of the kinds of long-term career goals you can set to ensure success, we’re here to help.

Long-term goals can be anywhere from 1-year to 20-years in the making so think big!

Here are 5 top long-term goal examples:

1. Salary

Financial security is increasingly important as the world changes. With the cost of living crisis and redundancies across once secure businesses, prioritising your salary goals is important.

There are many steps you can take to get to your goal salary, showing your management team that you’ve got what it takes. Don’t forget, sometimes being up front with your goals is necessary, so don’t be afraid to communicate your ambitions with your employer. 

Remember, salary is only one part of your work package. Negotiating across the spectrum of benefits is important, for example your employer pension contribution can massively affect your ability to retire securely in future.

2. Retirement

Which brings us nicely to our next point, for many people a long-term goal may actually be when you plan to stop working. Perhaps you want to retire comfortably by the age of 55 or you have a goal of the pension fund you need to enjoy your golden years.

Either way, planning is key to ensure you can have the retirement that you want when the time comes.

3. Mastery

They say that mastery takes 10,000 hours of practice. Mastering a skill can be a fulfilling and rewarding goal that is not focussed on material gain, but on the emotional rewards of progress. Setting this as a long-term goal is a great way to remind yourself why you do what you do.

This may include reaching a level of education or training associated with your profession and works well for careers that have a clearly defined process for certifying skill. Equally, you may find that years or accolades help you understand what mastery means to you.

4. Job title

For some people, their long-term goal is about reaching a certain job role or title. Whether it’s CEO, or Head of Department, there are lots of long-term goals that you can set around rising the ranks in your career.

Equally, you may want to set goals around variety of role or industry – for many a squiggly career is fulfilling and being able to leave your career having reached a number of interesting roles is what you are looking for.

Mentoring, coaching and sponsorship e-book bannerTop tips for hitting your goals

Ready to set you BHAG? (Big Hairy Ambitious Goal!) Then remember these top tips:

1. Make you goal SMART

The SMART goal-setting framework is a classic for a reason – it works.

SMART stands for:

Specific: The clearer the goal, the easier it is to see if you’ve hit it or not.

Measurable: It’s hard to see results if you can’t measure progress so make your goal measurable.

Attainable: Setting goals you can’t achieve is de-motivating! Make sure you can actually hit your goal, however ambitious it is.

Relevant: It needs to be tied into your other life goals and activities otherwise it can easily be sidelined.

Time-bound: Give yourself a deadline and work backwards from there to make sure you can achieve your goal.

This framework helps you to set goals that are clearly defined and achievable, which will help you to stay on track and see progress.

📖 Find out more about how to set goals and achieve them in our guide 📖

2. Find a mentor

Mentorship is vital for hitting your career goals, not the least because it allows you to vocalise your goals and get some genuine, honest advice about how to go about them. Regular meetings will increase your belief in yourself, and keep you on the right track. Plus, it allows you to see how others have achieved their goals. Look into this when you can!

3. Break goals down

It’s useful to break your goals down into smaller goals. For instance, if you have a large overarching goal like “I will become the CEO of a large multinational company”, it should be broken down into achievable sections with clear timeframes. 

Physicality is important here. Write your goals down on cards, or pin Post-it notes to a cork board. One way or the other, stay aware of them each day. 

4. Hold yourself accountable

It’s important to hold yourself accountable for your long-term goals. Firstly, acknowledge that they’re not going to come to you. It’s all down to you. It’s your responsibility. Then look at the cards on the table. How do you proceed? Figure the different avenues of this out and you’ll be well on the way. Then it’s a case of spending the appropriate amount of time per week with each avenue to achieve the results. You can even buy a journal and list weekly tasks with rewards.

5. Celebrate your success

Every successful step forwards must be celebrated. You should do something fun to reward yourself like a holiday or a new book. This self-imposed rewards scheme will give you that extra incentive to keep going so that you remain aware of the steps ahead of you but appreciate every milestone, however small.

The verdict

Putting a career goal into place will transform your working life and reinforce the validity of your daily tasks. The key thing is to stick with your plan once you have identified it and mapped it out, and assess the results and every step towards success. But also, remember to reassess the plan regularly. This allows you to make changes and remove low-priority tasks.

If you need more information about how to handle your career trajectory, then check out our related posts:

Mentors Assemble: The Benefits of a Personal Advisory Board

46 Inspirational Mentoring Quotes

The Importance of Positive Self-Talk

Top Mentorship Goals for Mentees

The Importance of Overcoming Limiting Beliefs 

Advice for Businesses

The What, Why, and How of Returnship Programs

Returning to work after a break can be tough. Whether it’s a sabbatical, parental leave, sick leave or time off for any other reason – re-integrating to office life can be a difficult transition.

That’s where returnships come in. 

A returnship is a program that’s used to train, support and readjust your people to work life and culture.

But what are returnships, and how can they be implemented in your organisation?

This article answers all your questions and more! Read on and learn all you need to know about returnships and how to take the first steps to implement them.

So, what is a returnship?

A returnship is like an internship, except it comes in the form of return to work program later on in your career. It’s a nice play on words, as you can see, but it’s also a beneficial strategy for companies to undertake, as it can ease your employees back into work gradually and with dedicated support. 

Furthermore, returnships can be formal and paid like an internship, or part of your re-onboarding process. It all depends on the nature of your company, how you choose to reinforce learning, and also, what your team’s needs are, which one you choose. 

What are the benefits of a returnship?

There are countless benefits, not the least of which is that you, the employer, are shown to understand that not everyone has the same career trajectory. Some people go on paternity or maternity leave and become more heavily focused on family life. Others have different commitments or are forced to go on sick leave. Maintaining a good relationship with your talented employees through life’s ups and downs is an essential part of long-term retention. 

For your people a returnship means that they can catch up on changes and not feel overwhelmed. A lot may have changed in their absence; There are technological changes, practices, and new operating procedures, as well as the changing of policies, culture, and communication techniques.

Otherwise, your team can use the returnship to learn new skills, rediscover their love of the workplace, and transition into a full-time position without getting overwhelmed. Plus, it is important to be supportive and create an invaluable network for that purpose, especially when the circumstances around the employee in question’s absence particularly call for it.

A new dad balances feeding his baby and workingWho can a returnship support?

As we’ve mentioned above, there are lots of people that a returnship can support. These include:

1. New parents returning to work

Going on parental leave as a new parent is an exciting and at times daunting experience. Welcoming a new baby into the world can be physically, mentally and emotionally overwhelming. And going back to work afterwards, now with a newborn to care for, requires extra support as you learn to manage caring for your child with your working life. 

Remember, new parents of all genders need support. As well as people that have adopted or fostered a child, so make sure your returnship is inclusive!

2. Someone returning from sick leave

People don’t choose to go on sick leave, it’s often a stressful experience in which the support of our networks is needed to get through. In some cases, the returning party might have been away a long time with a serious condition, and additional needs to help them work effectively again. Make sure you recognise their new situation and support them to reintegrate into their role. 

3. Anyone returning from sabbatical

Particularly for employees that have been with a company for years, sabbaticals can be a fantastic way of offering flexibility to your people while keeping the door open for them to return. 

Whether someone needs a career break to travel, care for someone else or to prevent burnout, a returnship is a terrific way to bring them gradually back.

4. Colleagues that have taken a career break

The same goes for those who simply need a break from their careers. Perhaps they have gone on a two-year-long travel spree, or time away from the office has helped them to realign their work/life balance. A returnship is a way to show them that you value their skills and appreciate them back.

Building an impactful mentoring program e-book: download here How do I set up an effective return to work program?

Here are our top tips for setting up a returnship to support your people:

1. Implement a mentoring program

Mentoring is a vital aspect of returnships as it allows the returning employee to communicate their needs, and also collaborate with their mentor on their goals, and daily objectives. It simply adds that extra level of one on one support that will allow them to thrive even more upon their official return. 

2. Figure out the logistics

Figuring out how to implement it starts with logistics. Firstly, determine it’s parameters. Generally, a returnship should apply to employees who have been away for a minimum of a year, but there are cases where it could be 5 or 10 years. Then, you might wish to implement a more long-term returnship plan. Either way, this step is all about determining the duration of the program and what it entails.

3. Communicate the returnship well

You may want to write a job description for the role, after deciding which employees wish to take part in the program. You will need to identify the role concisely like with any job so that there is clarity on what the program entails and how the person will transition back into their role. 

4. Keep a balanced scheme

When you launch your scheme, you will want it to be thorough as well as diverse, so make sure that it trains returning staff on all of the key skills including communication skills, technical training, networking, and orientation. Networking is particularly important as it facilitates knowledge-sharing. This will make the scheme beneficial beyond its immediate function and is something that your team can put on their CV. The more recognised your returnship becomes, the greater the benefits in this regard.

The verdict

Returnships are a great program to add to your organisation’s overall package and they have many benefits for your company and its employees. They return with autonomy, feeling fresh and authentic, and generally many moons better about their position in your company than before. This has some positive effects for your company too such as higher productivity, a more positive workplace culture, and greater collaboration between team members.

Check out our other guides below for more information on supporting and developing your people effectively: 

How to Create a Mentoring Culture in Your Workplace

How to Supercharge Your Career Progression

How to Take Responsibility for Your Personal Development

5 Employee Retention Strategies You Can Action Today

Build a People Development Strategy That Works For You

The Power of Knowledge Sharing 

The Cost of Not Doing Mentoring is Too Great to Ignore

Diversity and Inclusion

6 Effective Diversity and Inclusion Strategies to Focus on in 2023

Diversity and inclusion strategies are essential for any forward thinking business to implement.  

Businesses that recognise the importance of diversion and inclusivity can look forward to improved employee satisfaction, higher retention rates and the ability to attract top talent. 

The big question is, how do you ensure diversity and inclusion in your workplace? We’re about to give you top strategies that you can implement in your workplace. 

Why is a diversity and inclusion strategy so important?

Throughout history, people have fought for equal rights. From the suffragettes to the Disabled Persons Employment Act of 1944 and today’s Equality Act (2010), we’ve seen many changes that ultimately protect all individuals today across communities that have faced discrimination and oppression. 

However, diversity and inclusion aren’t guaranteed in every workplace, so developing a strategy is essential. Given that almost half (47%) of UK employers don’t have a D&I strategy in place, despite the benefits, putting one in place will set you ahead of your competition.

And when employees trust their employer’s commitment to DE&I, their engagement can increase by  20% and the likelihood they will leave their organisation can decrease by 87%.

Making DE&I strategy not only the right thing to do, but essential for business progress.

a group of people celebrate LGBTQ+ inclusionDiversity and inclusion strategies ensure:

1. A positive company culture

Creating a positive company culture isn’t a luxury; it’s a necessity. According to Workplace Insight, 57% of people prioritise company culture over salary, which means every HR department needs to ensure employees feel supported and valued. 

2. Happy employees 

When you have an inclusion and diversity strategy, you ensure your employees feel safe and secure. Individuals from diverse backgrounds will be valued, and it also prevents bullying. 

Considering that SME Loans revealed that 23% of adults suffer bullying in the workplace, it’s clear how solid policies can make a difference. 

3. Diversity breeds creativity 

As the saying goes, two heads are better than one – and many people from different backgrounds mean you have a highly creative workforce. 

Different life experiences often mean people have unique perspectives of ideas and can contribute positively to business growth. 

What do D&I strategies get wrong?

Despite the growing emphasis on diversity and inclusion, many organisations struggle to develop effective strategies. One common mistake is treating diversity and inclusion as a checkbox exercise rather than a long-term commitment. 

Merely hiring diverse employees or implementing tokenistic initiatives is not enough. True inclusion requires creating an environment where everyone feels respected and valued and has equal growth opportunities. 

This is where it’s important to understand the difference between diversity and inclusion – luckily we’ve covered that in our article here.

Unfortunately, despite massive changes over the past decades, there is still inequality in the workplace, and companies might not even notice their biases

For example, research shows that Asian Americans are the most unlikely group to receive a promotion to management level in the US, and research by McKinsey indicates that African Americans are still likely to experience discrimination in the workplace. 

A lack of accountability can also hold a company back, especially when its leaders don’t prioritise diversity and inclusion initiatives, because they’ll quickly lose momentum and fail to bring about meaningful change.

Women in tech forum white paper: mentoring for womenEffective diversity and inclusion strategies 

So, now you know more about D&I strategies and why they’re so important, it’s time to look at how you can develop the right plans for your business and ensure you give your employees the support they deserve. 

1. Implement mentoring

One effective strategy is establishing mentoring programs for D&I that pair individuals from underrepresented groups with experienced employees who can provide guidance, support, and career advice. 

Mentoring programs create opportunities for knowledge transfer, skill development, and networking, helping individuals overcome barriers and advance in their careers. 

They’re also highly popular with forward-thinking companies that want to create a strong culture of support and inclusivity. 

Mentoring is proven highly effective for building inclusive cultures and reverse mentoring in particular can be transformative for improving cultural competency in your organisation.

2. Create sponsorship opportunities

Sponsorship goes beyond mentoring by providing active advocacy and support to individuals from underrepresented backgrounds. Sponsors use their influence and networks to promote their mentees, champion their accomplishments, and open doors to new opportunities.

By creating sponsorship programs, organisations can empower talented individuals to rise through the ranks and bridge the representation gap at leadership levels.

3. Start employee resource groups and networks

Employee resource groups (ERGs) and networks are voluntary, employee-led communities that unite individuals with shared backgrounds, experiences, or interests.

These groups provide a platform for networking, support, and cultural celebration. By fostering a sense of belonging and offering opportunities for personal and professional growth, ERGs contribute to a more inclusive workplace.

According to McKinsey, ERGs are central to inclusivity, so there’s never been a better time to implement one. 

4. Hold leaders accountable

Leadership plays a pivotal role in driving diversity and inclusion efforts, and clear expectations should be in place. Whether it’s company owners or stakeholders, leaders should have measurable goals to ensure progress when dealing with D&I policies. 

Leaders prioritising diversity and inclusion create a ripple effect throughout the organisation and set the tone for an inclusive culture.

5. Embed D&I into business strategies 

To ensure that diversity and inclusion become ingrained in the fabric of an organisation, they must be integrated into the overall business strategy. 

Aligning D&I goals with the company’s mission and vision, incorporating diversity considerations in decision-making processes, and integrating diversity and inclusion principles into talent management ensures the company doesn’t exclude anyone. 

By combining D&I into the company’s far-reaching mission, organisations can drive change and make inclusivity a core value—as long as its leaders support the strategy. 

6. Make sure D&I is everyone’s business

Creating an inclusive culture is not the HR department’s or diversity officers’ sole responsibility because it requires a collective effort from every individual within the organisation.

Companies should promote awareness and education about diversity and inclusion topics, encourage open dialogue, and provide resources and training to equip employees with the knowledge and skills to contribute to an inclusive environment. 

When diversity and inclusion become everyone’s business, organisations can foster a sense of belonging and create a thriving and equitable workplace.

Final thoughts 

In 2023 and beyond, organisations must prioritise diversity and inclusion to remain competitive and relevant in a rapidly changing world. 

D&I strategies, such as mentoring programs, sponsorship opportunities, employee resource groups, and accountability measures, create an environment where diversity is celebrated, inclusion is embraced, and everyone has equal opportunities to succeed. 

If you want to enhance your D&I strategy, why not get started today with our top-rated mentoring software and give your team the support they need to thrive? 

Advice for Mentees 

Top Mentorship Goals for Mentees in 2023

According to research, setting goals can increase productivity and efficiency by 20-25%. This increase in performance is impressive when you consider how minimal the action taken to achieve this is. 

Many organisations hold training sessions and seminars to teach skills and deal with issues that will help increase employee satisfaction and productivity. However, a study conducted by Reliable Plant showed that 80% of individuals are working without any clear goals in mind—and only 20% set some form of a goal for themselves

This guide will discuss why setting goals is essential, how it can benefit both employees and the company, and how incorporating goals into mentorship programs can yield excellent results.

To learn more, continue reading below! 👇

Why do we set mentorship goals? 

Mentorship without a goal is equivalent to a train without a destination—you keep travelling without reaching your destination. 

Mentorship goals allow the system to understand better what employees want to improve and focus on. Since everyone has different objectives, the goal-setting process should be initiated well before the pairings.

Doing so allows both the mentor and mentee to approach and mould their relationship with a clear path in mind, saving time and increasing the pair’s efficiency. According to research, individuals with concrete goals and a plan to achieve those goals perform and earn ten times more than those who don’t. 

What does a good goal look like? 

Anyone can achieve anything they set their minds to, but many face a plateau as soon as they start their journey. This is likely due to the inflated perception of achieving something when the motivation is high and doesn’t account for the hurdles that we will naturally face.

To avoid this aspect of overestimation and keep things manageable, a protocol is in place to design reasonable goals called the SMART framework. 

SMART framework

SMART stands for Specific, Measurable, Attainable, Relevant, and Time-bound. These components combined make the foundation of a goal that will stand the test of time and hardships. 


Instead of having a vague goal, such as “I want to improve my skills”, have a specific goal defining what skills you want to improve on. This will paint a clear picture for you and help your mentor devise a strategy to achieve that. 


A measurable goal means that its progress can be tracked towards total completion. This can be done by setting small milestones and working towards them.

For example: if an employee starts a job as a junior software developer, their goal could be to reach the position of a senior software developer in 2 years or learn at least one new programming language in a year after starting their job.


Individuals can be constricted due to factors affecting their performance and capabilities, such as finances, health, environment, etc.

So goals should be made while considering these factors—making them realistic and attainable. A little foresight goes a long way, as goals that may seem doable on paper might not translate as well in the real world, and putting in continuous effort without seeing any progress can be devastating for an employee’s morale and have the opposite effect on their performance.


You can set any number of goals that can vary from one another, but ensuring that they are relevant to your field and are worthwhile for the other person is just as important. 

For example, a mentee can ask for advice and guidance related to their position and what they need to do to climb the ladder, and the mentor, with their years of experience, will be able to help them achieve that because they have the relevant experience.

Depending on the relationship between the mentor and mentee, goals can also be set outside of work, such as maintaining a work-life balance. But asking for guidance on losing weight is something out of the domain of the established mentorship.


A goal can be realistic, concise, relevant, and achievable, but without a time frame, that goal will not have a sense of urgency and pull an individual to move outside their comfort zone. 

Setting multiple milestones and assigning deadlines to each will create a sense of urgency that the work needs to be done in an x amount of time. In addition, a time-bound goal stimulates the competitive nature of individuals and urges them to do better and be more efficient. 

Mentoring, coaching and sponsorship e-book banner5 mentorship goal examples for mentees

1. Networking

According to a survey—80% of professionals consider networking vital to career growth and success. Networking skills not only help you inside your workplace but also outside of it as you meet new people from different organisations with different experiences and perspectives.

Mentors have plenty of experience and years of networking, and they can introduce their mentees to it and teach them how to connect and familiarise themselves. 

So improving networking skills with the help and guidance of a senior employee can boost your career, and by connecting with different individuals, different opportunities are presented that may not be available in your organisation, or you may not be aware of.  

2. Patience and feedback 

Patience and openness to feedback are essential to survive in your workplace and everyday life. There are bound to be hurdles and areas where one can improve, and moving past that is how one grows and learns in their career.

A mentorship pairing can teach these skills by imparting the knowledge on how to deal with these issues and maintain composure during tough times. In addition, being open to feedback allows employees to better themselves and learn from their mistakes; to do so, an equal amount of patience is required. 

3. Problem-solving

Mentors are there to guide their mentees during difficult times in their careers and provide them with the help and guidance that will enable them to manoeuvre through that. Is there a particular issue with which you’re dealing with? Or maybe you need help picking the best courses to help you progress in your career.  

All these are instances where employing the help of your mentor will show different ways to deal with these ordeals and learn how to do the same whenever another problem arises. 

4. Work-life balance

The mentor and mentee dynamic doesn’t always have to focus solely on workplace issues. Instead, feel free to discuss problems outside of it, such as maintaining a healthy work-life balance. 

Many new hires feel the pressure of a new job and feel like they have to overwork themselves to leave a lasting impression, even at the cost of their personal time. 

Discussing this issue with someone who has been in your place can be highly beneficial as they can teach you how to juggle your job responsibilities and give time to your friends and family. It’s essential to have time to yourself and enjoy what you do; otherwise, there is a high likelihood of experiencing burnout. 

5. Promotion opportunities 

Mentorship can help mentees learn about different opportunities that are present in their workplace that they might not be aware of.

Mentees can set a goal to get promoted quickly at the mentorship’s beginning. This way, the mentor can help them plan a career path that leads to that with minimum hurdles. They can guide them towards different courses or attend seminars inside or outside that organisation that will help increase their chances of securing a higher position.

📖 Learn more about creating an effective career plan here 📖

The verdict 

According to a survey —76% of individuals deem mentors necessary; however, only 37% have a mentor. Mentorship has proven beneficial to the employees and the organisation as it increases satisfaction and productivity, eases the onboarding process and allows employees to learn and grow. But mentoring without good mentorship goals can quickly lose momentum. So using these top tips, remember to set good goals from the start! 

Find out more about goal-setting with Guider: 

How to Set and Achieve Long-Term Career Goals

10 Personal and Professional Goals That Are Actually Achievable 

How to Set Goals and Actually Achieve Them

Skills Development

The Importance of Overcoming Limiting Beliefs (With Examples)

Have you ever felt like there’s a daily battle going on in your head? We spend so much time thinking about what others think of us that we often don’t realise we’re our worst enemies. This is what’s known as limiting beliefs

In the wonderful journey that is life, we humans often encounter barriers that hinder our growth and progress. These barriers, known as limiting beliefs, can significantly impact our personal and professional lives. 

The worst thing is they’re completely self-imposed boundaries that only exist in the mind. Even the most confident people deal with limiting beliefs, and the good news is you can break through them and go on to conquer your fears and embrace new opportunities. 

In this guide, we’ll show you how to identify limiting beliefs and deal with them so you can unlock your true potential and achieve success.

Signs saying doubt and believe pointing in opposite directionsWhat are limiting beliefs?

Limiting beliefs are deeply ingrained convictions or assumptions about ourselves, others, or the world as a whole. They’re often formed in early life based on our experiences, upbringing, societal norms, or past failures. 

These beliefs act as filters through which we interpret events and make decisions.

However, they’re restrictive and prevent us from pursuing opportunities or taking risks. Self-limiting beliefs often leave you feeling unmotivated or without confidence – but you are not alone

Research reveals that many employees lack the confidence to put their ideas forward, ask for a pay rise and engage in meetings. Showing how much they can hold us back at work. 

Where do limiting beliefs come from?

Limiting beliefs can originate from a number of sources, and it’s not always about having a personal negative experience. You might not know where the limiting belief originated, but if you can work it out, it may help you move forward. 

Here are some common places limiting beliefs can originate from:

1. Childhood experiences

Negative experiences or feedback during childhood can shape our beliefs about ourselves and our capabilities. Criticism from parents, teachers, or peers can create self-doubt and limit our potential.

For example, if a teacher tells a student that they’ll never pass a particular exam, these experiences will impact their confidence later in life. 

2. Societal conditioning

Society often imposes certain expectations and norms that influence our beliefs. These societal pressures can limit our choices and create self-imposed boundaries. For example, if you’ve yet to reach a particular milestone, it might impact your confidence. 

The workplace is highly competitive, and failing to meet KPIs or other productivity initiatives can lead to limiting beliefs about your capability. 

3. Past failures

Previous setbacks or failures can instil fear and self-doubt, leading to the development of limiting beliefs. 

For example, going for a job interview and being unsuccessful or failing to get a promotion can impact your confidence, and your negative beliefs then act as protective mechanisms to avoid future disappointment or pain.

3. Comparisons and social media

Constant comparisons to others, primarily through social media platforms, can breed feelings of inadequacy and reinforce limiting beliefs. We live in a world of influencers and celebrity culture, so it’s sometimes hard to separate fact from fiction. 

4. Negative influences

Surrounding ourselves with negative or unsupportive individuals can reinforce our limiting beliefs, making it harder to break free from their grip.

A boss that criticises everything you do or negative relationships can slowly decrease your self-esteem, making it harder to believe in your abilities. 

Why do we need to overcome limiting beliefs?

Overcoming limiting beliefs is crucial for personal growth and success. These beliefs can hold us back from getting promotions, trying new things and so many more important steps in life. 

Here are some reasons why it is essential to challenge and overcome these self-imposed barriers:

  • Unlock your potential: Limiting beliefs prevents us from exploring our true potential and discovering our talents and abilities. We open ourselves to new opportunities and personal growth by overcoming these beliefs.
  • Increase self-confidence: Limiting beliefs erode our self-confidence and self-esteem. Overcoming them helps build resilience, belief in oneself, and empowerment.
  • Expand your comfort zone: Limiting beliefs create a comfort zone that keeps us within familiar boundaries. We can expand our comfort zone and embrace new challenges and experiences by challenging and overcoming these beliefs.
  • Achieve success: Limiting beliefs act as roadblocks on the path to success. By breaking free from these self-imposed limitations, we can pursue our goals with renewed determination and succeed.
  • Improve relationships: Limiting beliefs can hinder healthy relationships by creating barriers to intimacy, trust, and vulnerability. Overcoming these beliefs allows for deeper connections and more fulfilling relationships.

Examples of 10 common limiting beliefs:

So, now you know more about limiting beliefs, it’s time to look at some common examples of them in action. 

Ever said/thought any of these? 

I’m not: 

  • Talented enough to succeed in my chosen field.
  • Good enough to get a promotion or pay rise. 
  • Going to stay in this job because it’s not working. 

I’m too: 

  • Old to pursue my dreams.
  • Unimportant for anyone to listen to my ideas. 
  • Nervous to go to the interview, even though I want the job. 

I don’t: 

  • Deserve success or happiness. 
  • Take risks because they always lead to failure. 
  • Know how to do this so won’t try.

I can’t: 

  • Speak up in public because I’m too shy.
  • Do my job as well as others.
  • Ask for what I want because I won’t get it.

Mentoring, coaching and sponsorship e-book bannerHow to stop limiting beliefs holding you back in the workplace:

1. Identify your limiting beliefs 

Identifying your limiting beliefs will ultimately help you overcome them. You can start by reflecting on your thoughts and emotions to recognise any patterns of self-doubt or negativity. A journal can be helpful for recording and recognising patterns. 

2. Challenge your beliefs 

Question the validity of your limiting beliefs by asking yourself if there’s concrete evidence to support them or if they’re based on assumptions or past experiences.

Look for alternative perspectives that contradict your limiting beliefs. Confidence-building workshops and a supportive mentor are great for challenging our limiting beliefs. 

3. Reframe your mind

Replacing negative self-talk with positive and empowering thoughts can reframe your limiting beliefs into more constructive statements that align with your goals and aspirations. 

For example, instead of saying, “I’m not good enough,” reframe it as “I am not good enough YET but I am continuously learning and improving.”

4. Take action

Overcoming limiting beliefs requires action, so start by setting small, achievable goals that challenge your self-imposed boundaries.

Celebrate your successes, no matter how small, and use them as evidence to reinforce your new empowering beliefs.

5. Utilise mentors and coaches

Getting a mentor or coach can provide invaluable support and guidance in overcoming limiting beliefs. Mentors can help you gain perspective, provide accountability, and offer strategies to overcome challenges.

If you’re looking for a mentor, remember to ask them the right questions to ensure it’s a good match. 

6. Embrace a growth mindset

Adopting a growth mindset allows you to embrace learning and resilience. It helps you to understand that failure is an opportunity for growth and that setbacks do not define your worth or abilities. 

Embracing challenges as stepping stones moves you further toward personal and professional development.

The bottom line 

Self-limiting beliefs can leave you feeling demotivated and worried about your future, but following the tips in this guide will make a massive difference to your personal and professional life. 

Finding a mentor is a fantastic way to get the support you need to conquer fears and gain the confidence to embrace new challenges. 

With a little time and motivation, you’ll go from hiding away to out and about, getting ready to take on whatever the world has to throw at you. 

Learn more with Guider: 

The Benefits of Mentoring

Personal Development and Career Goals

Importance of Positive Self-Talk

How to Take Responsibility For Your Personal Development

Career Progression Top Tips