18 Habits of Emotionally Intelligent Leaders

Habit #14 -Mentor-Minded:

Earn the power to influence, resist the desire to persuade, or worse – inflexibly mandate.

18 Habits of Emotionally Intelligent Leaders - Habit #14 - MENTOR-MINDED

Over 18 weeks, we are excited to introduce 18 habits that separate emotionally intelligent leaders from the rest. These habits fill the gap between mediocre, good, and great leaders.

Habit #14 – Mentor-Minded

It’s easy and less time-consuming to tell employees what to do.

Let’s face it. As new managers, it’s often what we know, and it can be a difficult habit to break.


Yet, here’s why you should avoid it if your goal is an empowered team that takes ownership.

Leadership through mentoring, as opposed to mandating, offers several significant benefits for both the leader and their team.


Thinking and Development: Mentoring allows team members to develop their skills and knowledge genuinely. When leaders mentor, they provide guidance, share experiences, and encourage growth. This leads to more well-rounded, capable, and confident individuals.


Empowerment Through Trust: Leaders who mentor earn the trust and respect of their team members. When guidance is willingly sought and given, it builds stronger relationships and fosters an environment of mutual respect and empowerment.


Employee Engagement: Mentoring promotes higher levels of employee engagement. Team members feel valued and supported when they receive guidance rather than mandates. This engagement often leads to increased job satisfaction and commitment.


Ownership and Responsibility: Mentorship encourages individuals to take ownership of their growth and development. When team members actively seek guidance, they are more likely to take responsibility for their career progression and personal improvement.


Adaptability and Creativity: Mandates can stifle creativity and innovation. In contrast, mentoring allows individuals to explore new ideas and solutions within a supportive framework. This can lead to more innovative thinking within the team.


Long-Term Success: Mentorship has a lasting impact on individuals. Leaders who mentor create a legacy of success by empowering others to excel, fostering a culture of continuous learning, and ensuring that knowledge and wisdom are passed down through the organization.


Improved Leadership Skills: For leaders, mentoring offers the opportunity to hone their leadership skills. Guiding others requires empathy, communication, and adaptability – qualities that benefit leaders in various aspects of their roles.


Enhanced Team Dynamics: Mentorship can improve team dynamics. When team members are encouraged to seek guidance and collaborate, it fosters a sense of unity and cohesion among the team.


Talent Development: Effective mentoring can identify and nurture future leaders within the organization. This helps in succession planning and ensures a pipeline of skilled and capable leaders.


Reduced Resistance: Team members are often more receptive to guidance when it is offered through mentorship rather than being imposed through mandates. This can reduce resistance to change and increase the likelihood of successful implementation of new strategies or initiatives.


It’s not easy and requires intentional effort.


Leaders who choose to mentor rather than mandate create a positive and empowering environment that leads to personal and professional growth, stronger relationships, and long-term success for both individuals and the organization as a whole.

What’s standing in your way of achieving operational excellence? How can you use the 18 Habits to support your goals?

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