3-minute read

For a society that values hierarchy, mentoring might not come naturally. But there are great reasons to foster a mentoring culture at the workplace. For one, our younger co-workers increasingly prioritise personal and professional growth. Mentoring plays an important role in supporting these aspirations.

What is mentoring?

Mentoring takes many forms and can be as simple as small, intentional actions in daily, informal interactions.

At its core, effective mentorship is about building a strong, supportive relationship. It allows supervisors to guide their direct reports in achieving both personal and professional goals, while sharing valuable knowledge and skills to help them navigate challenges. As leaders pass on their expertise, they cultivate a collaborative and capable workforce.

As talk show Oprah Winfrey, who credits the late writer and activist Maya Angelou as her mentor, famously said, “Mentors are important, and I don't think anybody makes it in the world without some form of mentorship."

For supervisors and colleagues seeking to foster a supportive workplace culture, here are five steps to get started on mentoring.

#1 Write an encouraging note

Did your mentee receive positive feedback, hit a milestone, or demonstrated initiative in a project?

Celebrate small achievements and make sure they know that you are rooting for them. A simple handwritten note or an email goes a long way in boosting confidence and helps your direct reports feel seen, and their work valued. The note does not have to be long. It can be as simple as “I’ve noticed your effort, great work!”

#2 Share your stories

Sharing stories of your own career journey can be inspiring and provide learning moments for your direct reports. Was there a time you made a blunder and was saved by co-workers? Are there hacks that you have found useful? What is your one tip to create win-win situations?

Such sharing helps mentees see that growth is an ongoing process and provides relatable examples of problem-solving and resilience. Moreover, storytelling builds rapport, making your guidance more authentic and impactful.

#3 Model skills in action

Instead of simply giving instructions on handling challenging situations, demonstrate skills in real-time. For example, if conflict resolution is a struggle for your direct report, invite him or her to observe how you manage a difficult interaction. After the interaction, break down the steps and walk the officer through your process, for instance, "Did you notice how I de-escalated the situation by speaking more slowly and in a lower tone?"

#4 Take 15 minutes a week to have an authentic, thoughtful conversation

Holding authentic conversations about personal and professional growth may be intimidating. Here are some tips to help you facilitate an authentic conversation: 

• Be approachable: Keep your body language open
• Listen actively: Show genuine interest by nodding, maintaining eye contact, and asking follow-up questions.
• Be respectful: Choose your words and tone carefully to build trust.

To ensure continuity, discreetly take notes after the conversation so you can follow up meaningfully. Without genuine follow-up, these discussions may lose their impact.

#5 Share a relevant resource

Part of imparting skills and knowledge is to share useful, inspiring resources. Found a podcast with relevant tips for your area of work or an essay that inspires? Share the resources in a friendly way: “I read this article on how to break a complex task into easy steps. Thought it might be useful since you are leading a complex project right now.”

Creating a nurturing environment where everyone thrives

One in four Singaporeans report having a poor relationship with their manager. It’s time to change that! By embracing mentorship, you can shape careers, inspire growth, and create a nurturing environment for colleagues to thrive in. When you model what it means to be a mentor, you are not just building connections—you are also cultivating a workplace culture rooted in trust, collaboration, and mutual success.