What’s the best way to mentor people?

When we say mentor, we mean someone who provides guidance, advice, and support to someone who is usually younger than us.

Mentoring comes naturally to some; the rest of us have to work at it.

While there are several excellent books on the subject, none have addressed the best way to mentor a Pathfinder.

Like all knowledge workers, Pathfinders thrive in environments that not only recognize their unique skill sets but also encourage their growth and innovation. Effective mentoring by managers can significantly enhance the performance and satisfaction of all employees, including Pathfinders, ultimately contributing to the organization’s success.

Here are some tips.

Understanding the Pathfinder’s Needs

Like any mentoring situation, you have to understand what makes someone tick. Here are a few examples of how Pathfinders are different from other individuals:

• Pathfinders have a strong ability to deal with ambiguity. When in situations without precedent, Pathfinders need to be agile and not just deal with ambiguity, but actually find a way to thrive within it.
• Pathfinders don’t need to be told what to do. They can operate without a playbook of any kind. They are self-directed, able to fully engage in tasks/roles largely, or even entirely, motivated by meeting a need. Broadly, Pathfinders see a need and jump in and figure things out as they go.
• They have a curiosity that allows for creative solutions. This is critical when a lot of latitude is provided to find new solutions, products, or markets.
• A Pathfinder’s hunger is motivated by something quite different to many career climbers. A motivation that is intrinsic rather than extrinsic. They are looking for something that is deeper and has a personal meaning for them.

That means Pathfinders often seek environments where they can experiment, take risks, and express their ideas freely. Unlike more routine or administrative roles, Pathfinders need flexibility and adaptability. A manager must appreciate the intrinsic motivations that drive these individuals, such as the need for autonomy, mastery, and purpose. By acknowledging these needs, a manager sets the stage for a trusting and supportive mentorship relationship.

Establishing Trust and Open Communication

To do what they do best, you need to build trust with a Pathfinder. While Pathfinders are more tolerant of risk, like any employee, their willingness to take risks could be impacted by the level of trust that they will be supported.

Mentors and managers need to foster an open line of communication, encouraging Pathfinders to share their ideas, concerns, and aspirations. This can be achieved through regular one-on-one meetings and feedback sessions that focus on constructive criticism and recognition of their efforts. Trust is reinforced when managers show genuine interest and commitment to the individual’s personal and professional development.

Provide Good Challenges

Pathfinders flourish when challenged with projects that stretch their abilities and allow them to explore new ideas. Managers should aim to provide assignments that align with the individual’s interests and career goals while also pushing them beyond their comfort zones. This involves a delicate balance between giving them challenging projects and ensuring they have the necessary resources and support to succeed. Projects that encourage learning new skills or collaborating with others can be particularly beneficial.

Encouraging Autonomy and Ownership

Autonomy is a key motivator for Pathfinders. Managers should strive to give them substantial control over how they approach their work. This could mean allowing them to set their own timelines, choose projects, or even dictate workflow and techniques. By doing so, managers not only enhance their mentees’ output but also instill a sense of ownership and responsibility for the outcomes. Autonomy, coupled with accountability, encourages Pathfinders to take initiative and demonstrate leadership in their roles.

Facilitating Continuous Learning and Development

By nature, Pathfinders are curious. Managers can mentor effectively by facilitating opportunities for continuous learning and development. This might include sponsoring attendance at workshops, seminars, and conferences, providing access to courses and training, or even arranging for informal learning sessions within the team. Exposure to new ideas and skills can invigorate a Pathfinder’s work and boost their motivation.

Providing Emotional Support

Creating a new path and entering uncharted territory can feel lonely. While Pathfinders have intrinsic motivation, like all employees they require a level of support. Managers must be cognizant of the emotional aspects of a Pathfinder’s efforts and provide support accordingly. This can involve offering encouragement during tough phases, helping navigate feedback and criticism, and acting as a thought partner.

Mentoring Pathfinders is both a challenge and an opportunity for managers. By understanding and addressing the unique needs of Pathfinders, fostering a supportive and collaborative environment, and encouraging continuous development, managers can unlock the vast potential of their Pathfinders. Effective mentorship enhances the growth of individual creatives and contributes to building a vibrant, innovative, and successful organizational culture.