New year, new you? Coming towards the end of the year it’s a good time to reflect on things. Are you doing the work you want to do, are you fulfilled, are you a good leader? Is there room for improvement? And the answer is yes, there is always room to reflect and refine ourselves. Are you providing your team with the kind of leadership they need? Modern employees expect more than direction and oversight—they seek guidance, inspiration, and growth opportunities. Transitioning from a traditional manager to a mentor-style leader is no longer a luxury; it’s a necessity. Being a leader who is also a mentor means you will improve your relationships, boost morale, and ensure your team has the tools they need to thrive.
Why mentorship matters in leadership
Mentorship goes beyond managing tasks and deadlines; it’s about empowering others to unlock their potential. According to leadership expert John C. Maxwell, “Leaders become great, not because of their power, but because of their ability to empower others.” Mentorship enables leaders to build trust, and create a culture of creativity, growth and learning.
Employees mentored by their leaders report higher job satisfaction, better engagement, and a stronger commitment to their work. Gallup research highlights that when leaders act as mentors, team productivity and innovation also increase, as employees feel supported in pursuing their ideas and goals.
So what separates the managers from the mentors?
Mentors operate from a place of growth and nurturing. Here are some key differences that set them apart;
- They focus on development, rather than performance
Managers prioritise short-term results; mentors invest in long-term growth. While deadlines and deliverables are important, mentors focus on ensuring the people in their team have the right skills and mindset needed for sustained success. - They are collaborative
Managers often tell employees what to do. Mentors take on a more facilitative approach. They ask questions, listen actively, and encourage employees to arrive at solutions independently. This fosters critical thinking and ownership. - They have deeper relationships
Managers maintain professional boundaries to ensure tasks are completed and their communications tend to be transactional in nature. Mentors build deeper connections, understanding the personal goals and aspirations of the individuals in their team.
5 ways to transition from a manager to a mentor in 2025
- Become a coach
To be a good mentor you need to change from telling to guiding. In the words of author Marshall Goldsmith, “Leadership is not about what you can do. It’s about what you can inspire, encourage, and enable others to do.” Adopting this mindset encourages leaders to focus on their team’s potential. - Be a good listener
Mentorship thrives on communication. Practice active listening by fully engaging with your team, asking open-ended questions, and withholding judgement. This creates a space where employees feel valued and understood. - Share your experience
Mentorship isn’t about providing all the answers; it’s about sharing your journey. Talk about your challenges, failures, and lessons learned. This not only builds trust but also serves as a valuable learning tool for your team. - Empower autonomy
Micromanaging stifles creativity and confidence. Empower your team by delegating responsibilities and encouraging them to take ownership of their projects. Provide guidance but let them lead. - Invest in their growth
Mentors prioritize the development of their team members. This might include offering learning opportunities, recommending resources, or providing constructive feedback to help employees grow.
The Benefits of being a mentor
You will of course build stronger relationships by honing in on your mentorship skills.Mentors build meaningful connections with their teams. This fosters loyalty and reduces turnover, as employees feel seen, heard, and valued. You will also reap the rewards of higher levels of engagement. When people feel that their leaders are genuinely invested in their success, they are more engaged and motivated. Employees who feel supported often adopt the same leadership style, creating a culture of collaboration and growth throughout the organisation.
Transitioning from a manager to a mentor is not just a change in approach—it’s a transformation in mindset.
As you embrace mentorship, remember that great leaders are remembered for the lives they impact, not just the tasks they set. By guiding with empathy, sharing your wisdom, and empowering others, you’ll leave a legacy that goes far beyond business results.
Does your leadership team have room for improvement? Set off the year with the intention to be better leaders. If your leadership team could do with my help, please get in touch today, I’d love to hear from you.