
Building a life of significance and creating a legacy of real value means being willing to get your hands dirty. It means being willing to step out in your life and onto the platforms of influence you’ve been given and touch the lives of people in need. Whether it’s in your business, your school, your community, or your family, if you want to make a difference in the lives of the people you lead, you must be willing to walk alongside them, to lift and encourage them, to share moments of understanding with them, and to spend time with them, not just shout down at them from on high. Mentors build mentors. Leaders build leaders. When you look at it closely, it’s really one and the same thing.” – Tony Dungy
As a Chief HR Executive and Life Coach, I've had the privilege of guiding numerous professionals as a coach and mentor. Along my journey, I've also been coached and mentored by friends, family, and peers within the HR industry. Each experience has underscored the power of mentorship, particularly in a field like Human Resources, where theoretical knowledge often meets the unwritten nuances of organizational culture.
Human Resources is a world of both knowns and unknowns. While college provides the foundation, the practical application is influenced by the unique complexities of each organization. These nuances—embedded in unstated culture, unwritten rules, and organizational dynamics—are rarely obvious to newcomers. For new HR professionals, navigating this space without guidance can feel daunting and isolating, leading to missteps or stagnation in career growth.

It's often human nature to avoid showing vulnerability or admitting what we don't know in a competitive professional landscape. However, mentoring breaks down those barriers. It creates a psychologically safe space for open dialogue, authentic self-expression, and meaningful growth. Done right, mentorship helps mentees navigate the unspoken aspects of their roles and enriches the mentor's professional perspective to support personal well-being and organizational impact.
As someone who's both mentored and been mentored, I have a few tips for becoming an exceptional mentor in Human Resources; however, feel free to apply this to any industry or profession:
Be a Guide, Not a Gatekeeper: Share your knowledge generously. HR thrives when professionals collaborate and support each other.
Foster Psychological Safety: Create an environment where mentees feel comfortable asking questions, sharing challenges, and taking risks.
Encourage Authenticity: Show that being true to oneself is an asset, not a liability, in building meaningful workplace relationships.
Bridge the Theory-Practice Gap: Help mentees connect academic knowledge with practical applications tailored to their unique organizations.
Build Networks Together: Use your connections to expand your mentee's opportunities and encourage reciprocal learning.
Mentorship isn't about guarding expertise—it's about lifting others as we climb. There's room for all of us in HR to grow, thrive, and lead authentically. Let's invest in the next generation of HR leaders and our peers to build an inclusive, empowered field.
Share Your Thoughts
Join the conversation on the transformative power of mentoring. Let's reimagine people-centered workplaces where everyone profits—personally and professionally.
As professionals, how do we create a culture of openness, authenticity, and support for the next generation of leaders?
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