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Karin’s Leadership Articles

In my earlier post, Don’t Get a Mentor, I talked about my preference for finding a mentor organically rather than waiting for formal programs. On the other hand, throughout the years, my favorite formal programs have always been in the form of circles.

These are groups with a leader as guide and a small group of people learning together. I have experience with this in 2 contexts: (1) as a formal HR program and (2) as skip level development for my own teams. Both informal, with lots of options for customization.

HR Program

In this context we paired execs with cross-functional groups of leaders learning together. This structure helped to create a space for natural relationships to occur and if someone did not necessarily click with their mentor, they might develop a cool relationship with one or more of their peers. We did all this in-house, at very low-cost. We gave the groups tools, but also lots of latitude to do what worked for them. Each group was given an action learning project (a real problem to solve) which worked quite well.

My internet research shows that there are a lot of companies offering support for this online these days. I would love to hear comments from anyone using these programs and the success that they have had.

With My Own Team

Over the years, I have had a lot of fun running mentoring circles in my own teams. I do this as a skip level experience, giving me an opportunity to get to know 8-10 high potential managers by working together. I always start with teaching them about “elevator speeches”, and having them create one. Glass Elevators: Why Elevator Speeches Matter.

We talk about the business and we all share the challenges we are having and share best practices. The fun begins when we take field trips to struggling areas of the business and offer support. We also do a project together to give back to the business. I have found that these circles (called various names, usually “academies” or “leagues”), are a great way for me and my team to share our vision, work on work, and really get to know the managers in a deeper way. An added win is having a direct report involved with this as part of their leadership experience. I have seen a good track record of successful promotions coming out of these scenes.

Of course, some would argue it’s not “mentoring” if it is your own chain of command. Perhaps.

Please share your stories of mentoring circles. I would love to learn more.

Want more human-centered leaders in the workplace? Share this today!

Want more human-centered leaders in the workplace? Share this today?

2 Comments

  1. Steve Borek

    I’ve never heard of mentoring circles. Who knew?

    The closest I’ve come to experience one is a mastermind group. I’ve also found networking groups to be ways to connect with like minded business people.

    People in my profession, executive coaching, see the power of coaching changing lives on a daily basis. The very reason I have one myself. Most coaches dedicated to their profession have a coach themselves.

    Reply
    • letsgrowleaders

      Steve, thanks so much for your great comments. Mastermind group sounds interesting too…

      Reply

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Karin Hurt

Karin Hurt helps human-centered leaders find clarity in uncertainty, drive innovation, and achieve breakthrough results.  She’s the founder and CEO of Let’s Grow Leaders, an international leadership development and training firm known for practical tools and leadership development programs that stick. She’s the award-winning author of four books including Courageous Cultures: How to Build Teams of Micro-Innovators, Problem Solvers, and Customer Advocates and Powerful Phrases for Dealing with Workplace Conflict, and hosts the popular Asking For a Friend Vlog on LinkedIn. A former Verizon Wireless executive, Karin was named to Inc. Magazine’s list of great leadership speakers. Karin and her husband and business partner, David Dye, are committed to their philanthropic initiative, Winning Wells – building clean water wells for the people of Cambodia.

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