Latest news with #professionalgrowth
Forbes
13 hours ago
- Business
- Forbes
Why Mentorship Is Key To Career Success Today And How To Cultivate It
Connecting with supportive mentorship throughout your professional life is one of the most powerful tools for career advancement, yet many professionals hesitate to pursue it. Whether it's fear of rejection, a sense of unworthiness, imposter feelings, or uncertainty about how to approach potential mentors, these barriers often prevent people from accessing the guidance and support they need to thrive. But there are numerous ways to connect with great mentors and sponsors who want to be of help—when they're approached in the right way. Research from The Center for Creative Leadership highlights that mentorship not only accelerates mentees' career growth in powerful ways but also improves job satisfaction and retention rates for mentees and mentors alike. Yet, according to a 2023 Gallup study, only 40% of professionals have a mentor and even fewer (23%) have a sponsor - an individual who actively promotes growth, provides access to opportunities at work and/or advocates for career advancement. Why Mentorship Matters More Than Ever In today's fast-changing workplace, mentorship is no longer just a nice-to-have — it's essential. Great mentors can provide much-needed guidance on advancing your skills and impact, and also the social capital that opens doors to new opportunities that you're not able to open on your own. Studies, including one from The National Bureau of Economic Research, show that mentorship can significantly improve career outcomes, particularly for underrepresented professionals. In addition to professional insights, mentors offer psychological support, helping mentees navigate workplace challenges, build confidence, and sustain motivation over time. Having access to someone who has already navigated the terrain you're traversing can dramatically shorten your learning curve and help you avoid common pitfalls. To help you overcome these barriers and build empowering mentorship relationships, here are five key strategies, supported by research and real-world insights, to connect with mentors who genuinely want to support your growth. One of the biggest mistakes people make is reaching out to strangers with a generic request like, 'Will you be my mentor?' or 'Can I pick your brain?' This approach rarely works because effective mentorship is built on trust and mutual respect first. Sheryl Sandberg, in her book Lean In, humorously compares this approach to the behavior of the baby bird in Are You My Mother?, who asks everything and everyone the question, 'Are you my mother?' The answer is always a resounding 'No!' Instead, start by reaching out to people you already have some form of connection with—colleagues, former bosses, industry peers, past educators, or individuals you've met through networking groups or conferences. In coaching hundreds of professionals globally, I've seen firsthand that mentorship relationships tend to be most successful when they stem from existing professional connections. When mentors have seen direct evidence and results of your great work ethic, character and abilities firsthand, they'll be far more inclined to help you. If you admire someone who isn't yet in your network, don't immediately reach out to ask for help or mentorship. Instead, find ways to engage with their work and add value to their professional endeavors. For example: A study published in The Journal of Vocational Behavior found that mentees who actively contribute to their mentor's goals and projects are more likely to develop strong, lasting mentorship relationships. By consistently showing up in a positive and supportive way, you create natural opportunities to build a mutually-beneficial relationship and connection. Before seeking mentorship, ask yourself: Would I want to mentor me? Great mentors want to invest their time in people who are proactive, open to feedback, and eager to learn and stretch. To become an ideal mentee: Mentees who show initiative and a willingness to grow are more likely to achieve significant benefits through mentorship, including gaining access to leadership opportunities, career mobility, better rewards and higher compensation, increased adaptability when facing new situations, and more. One of the biggest turn-offs for potential mentors is a vague or overwhelming request. Instead of saying, 'I need help with my career,' narrow your focus. Get very clear on the specific insights or guidance you need at this time. For example, if you admire a writer and blogger in the entrepreneurial/business growth space and want to start your own blog, you might say: 'Hi [Name], I hope this finds you well. I've been following your blog for two years and truly love your insights on entrepreneurial and business growth and find them so helpful. I'm working toward launching my own blog in the next several months focused on (X), and would very much appreciate just a few minutes of your time, if you're available, to hear how you approached your first year of thought leadership and content strategy, and any key tips and suggestions. I'd be very grateful to learn what worked best for you.' This approach is effective because it: Whenever you're unsure about how to reach out to a potential mentor, ask yourself: If I were in their position, how would I want to be approached? Successful professionals are often inundated with requests for help. To stand out: Mentorship isn't a transactional request—it's a rewarding, often long-term relationship built on trust, respect, and mutual effort and benefit. Approach mentorship with confidence and self-worth, and conduct yourself as someone worthy of high-level guidance. Start today by identifying one person you admire and taking the first step to connect. It might be uncomfortable at first, but the more you do it, the easier it gets. And remember, if the response you receive the first time isn't what you hoped, don't despair and give up. There are a myriad of reasons why someone may not engage at the time you reach out. Learn from every interaction and refine your approach, and keep at it. Your next career breakthrough could be just one conversation away. Kathy Caprino is a LinkedIn Top Voice, global career and leadership coach, 2x author, speaker and host of the podcast Finding Brave, supporting professional growth, success and impact.
Forbes
2 days ago
- General
- Forbes
Why Gaslighting At Work Can Be Worse Than Passive Aggressive Behavior
Why Gaslighting At Work Can Be Worse Than Passive Aggressive Behavior If you have ever walked out of a meeting questioning your memory, your judgment, or even your value, you are not alone. You might be experiencing gaslighting or passive-aggressive behavior at work. Both are more common than most people realize and both can quietly chip away at your confidence. What is gaslighting? The term gaslighting comes from a 1944 movie where a husband tries to drive his wife crazy by convincing her she's imagining things. In the workplace, gaslighting isn't always so obvious, but the effects can be just as harmful. Passive-aggressive behavior may seem less severe at first, but over time it creates resentment and confusion. The two behaviors both damage communication and trust. Understanding how they work, how to spot them, and what to do when they appear is key to protecting your emotional well-being and your professional growth. These behaviors can erode curiosity, silence good ideas, and drive talented people out the door. And when that happens, performance and culture both suffer. What Do Gaslighting And Passive Aggressive Behavior Look Like At Work? What Do Gaslighting And Passive Aggressive Behavior Look Like At Work? Workplace gaslighting is a psychological tactic used to manipulate others into doubting their own perception of reality. Think about that for a moment. Someone deliberately tries to make you believe something that is an intentional distortion rather than disagreement. It happens when someone repeatedly invalidates another person's concerns, blames them for things they did not do, or pretends a conversation never happened. That might sound cruel, and sometimes it is not even intentional, but it can be damaging. On the surface, gaslighting and passive-aggressive behavior can seem similar. Both leave you questioning what just happened. But they are fundamentally different. Passive-aggressive behavior is usually an indirect expression of frustration, like sarcasm, procrastination, or silent resistance. Gaslighting is an attempt to make you question your reality. One avoids conflict. The other manipulates perception. And while both are toxic, gaslighting can be much more destabilizing. Here are a few examples of passive-aggressive behavior at work: Here are a few examples of gaslighting at work: In many cases, the person being gaslit starts to internalize the blame. That is what makes it so effective and so dangerous. As Dr. Robin Stern, psychologist and author of The Gaslight Effect, explains, victims often doubt themselves and their instincts. When this happens at work, it creates confusion, self-doubt, and disengagement. Why Are Gaslighting And Passive Aggressive Behavior So Damaging To Workplace Culture? Why Are Gaslighting And Passive Aggressive Behavior So Damaging To Workplace Culture? Gaslighting creates fear, and fear kills curiosity. When people feel unsafe speaking up, they go silent, innovation stalls, and mistakes go unreported. Employees who once felt energized by their work start to pull back emotionally or leave altogether. Passive-aggressive behavior also contributes to a toxic work environment. While it may seem less intense, its persistent nature fosters resentment, confusion, and a breakdown in communication. A study from the Workplace Bullying Institute found that more than 30% of employees have experienced some form of bullying at work, and gaslighting was a common thread. This is especially problematic because gaslighting often hides behind power structures. A senior leader might be the one doing it, intentionally or not. And because they have influence, others might defend or excuse the behavior. What makes gaslighting more damaging is its effect on a person's identity and psychological stability. While passive-aggressive behavior often triggers frustration, gaslighting can trigger self-doubt, anxiety, and even trauma. It not only changes how someone feels about work, it can alter how they see themselves. These behaviors also create a ripple effect. Once one person is treated this way, others take note. They learn it is not safe to challenge, to question, or to think independently. Over time, that kind of environment becomes hostile to curiosity and psychological safety. People learn to adapt rather than engage, and that hurts business. How Can You Respond To Gaslighting And Passive Aggressive Behavior At Work? How Can You Respond To Gaslighting And Passive Aggressive Behavior At Work? If you suspect gaslighting or passive-aggressive behavior is happening to you or someone you manage, there are steps you can take to bring clarity back into your workplace interactions. Start by documenting conversations and decisions. That can ensure clarity. Keep written records of assignments, expectations, and performance discussions. Use email to confirm verbal conversations. Paraphrasing back what you have heard is a very effective technique to ensure understanding, and it is especially helpful if you suspect gaslighting. If someone tries to claim a conversation never happened, you will have something neutral to refer back to. Next, you do not have to accuse someone of gaslighting or being passive-aggressive, but you can call out inconsistencies in a factual, calm tone. For example, say, 'I want to be sure we are on the same page. I remember that conversation differently. Here is what I have in my notes.' Curiosity is powerful here. It allows you to challenge distortion without escalating into confrontation. It also helps to build allies. Isolation is one of the goals of gaslighting. Counter it by staying connected to people who can validate your experiences. That might include HR, a mentor, or even a peer who witnessed the behavior. These behaviors lose their grip when the person being targeted is not alone. If you are in a leadership role, be proactive. These behaviors often thrive in ambiguity. Create channels where employees can speak up without fear. Train managers on how to handle feedback and conflict without resorting to psychological tactics. Promote transparency and reward open communication. Why Curiosity Helps Protect You From Both Gaslighting And Passive Aggression Why Curiosity Helps Protect You From Both Gaslighting And Passive Aggression Curiosity creates space to explore rather than assume. When someone says something that contradicts your experience, a curious question like, 'Can you help me understand how you saw that?' shifts the conversation from confrontation to collaboration. It also gives you a moment to pause, reflect, and stay grounded in what you know to be true. In my research on workplace curiosity, I found that one of the biggest blockers is fear. Fear of being wrong. Fear of being dismissed. Fear of speaking up. Gaslighting and passive-aggressive behavior exploit all of those fears. That is why building a culture of curiosity is a safeguard against manipulation. It reinforces psychological safety and helps people separate facts from spin. The Bottom Line On Gaslighting And Passive Aggressive Behavior At Work The Bottom Line On Gaslighting And Passive Aggressive Behavior At Work Gaslighting and passive-aggressive behavior are real threats to employee well-being and organizational health. While both undermine communication and trust, gaslighting causes deeper harm because it leads people to question their own thinking and reality. That level of psychological manipulation has a more lasting impact, not just on individuals, but on culture and performance. Recognizing these behaviors, addressing them early, and creating systems that support psychological safety can restore trust and reignite curiosity. People do their best work when they are confident, heard, and clear about what is real. That starts with having the courage to name what is happening, and the curiosity to explore what comes next.
Fast Company
2 days ago
- Health
- Fast Company
Parallels between marathon training and building a career
It's 9 a.m. on a Saturday, and I'm several miles into a long training run—legs heavy, pace slower than I'd hoped, and the finish line still miles away. Training for the NYC Marathon reshaped the way I approach leadership, personal growth, and long-term professional performance. It taught lessons that cannot be fully absorbed in any classroom or conference panel—real-life lessons in a highly practical case about resilience, structure, pacing, and long-term sustainability. While most people will never run a marathon, the principles behind this kind of endurance are broadly applicable to how we build careers with depth, purpose, and endurance. Here are five of the most valuable takeaways where parallels can be found: Training isn't linear. Some runs feel effortless; others feel like setbacks. Progress is often invisible in the moment, but over time, it compounds. What matters isn't a single session, but the sum of consistent effort over 15 weeks—or 15 years. Careers follow a similar rhythm. Promotions, recognition, or creative breakthroughs don't always arrive in sync with effort. You can put in months of work before anything outwardly changes, possibly even years. You may even encounter setbacks like an injury or a layoff. The delay between effort and reward can be discouraging—even when you know it's part of the process. Marathon Parallel: Improvement happens in the background—even when a run feels unremarkable and meaningless. Career Parallel: The work you're doing today may not pay off immediately, but it compounds over time. Takeaway: Like it or not, trusting the process is part of mastering it. Stick to your plan. 2. MENTAL ENDURANCE OUTWEIGHS NATURAL TALENT By the midpoint of any long-distance run, the physical challenge becomes mental, especially when you have properly prepped. Training your mind to override discomfort, stay focused, and push through doubt is often what separates finishers from those who burn out early. The same holds true in your career. Technical skills might get you hired, but it's emotional resilience, mindset, and adaptability that help you advance. Long-term success depends far more on your ability to 'stay the course' than on raw talent alone. Marathon Parallel: Grit and discipline carry you through the second half of the race. Career Parallel: Staying calm, focused, collected, and flexible is often more valuable than raw skill. Takeaway: Build mental stamina through repeatable daily habits. Discipline will always beat motivation. From Aristotle to Eliud Kipchoge, high performers across decades have echoed the same principle: discipline outweighs motivation. Discipline equals freedom. Don't be beholden to your 'moods' and motivation. 3. RECOVERY IS A COMPETITIVE ADVANTAGE Rest days are non-negotiable for runners. Without adequate recovery, performance declines and injury risk increases. Recovery isn't a break from training—it's part of the training strategy. Professionally, the same logic applies. Constant hustle leads to burnout. High performers learn how to integrate recovery into their routines, whether through boundaries, intentional downtime, or structured breaks that allow for mental recalibration. It's not indulgent—it's essential. It may sound familiar, but once applied, this approach transforms how you feel, and moreover, how you perform. However, once you formally apply this approach, you will not only see but rather feel the difference. From there, it is hard to go back to any other method. Marathon Parallel: Planned rest in your plan prevents injury and enables performance to be at peak. Career Parallel: Building in recovery allows you to sustain output, clarity, and energy. Takeaway: Sustainable performance beats constant hustle every time. Hustle culture is over-glamorized. Surely, you have never seen an executive of a Fortune 500 company appearing stressed, rushed, or disorganized. Distance running might seem like a solo endeavor, but community plays a crucial role. Training partners, cheering sections, and accountability networks help carry you through the most difficult parts of the course. In your career, support systems matter just as much. Mentors, colleagues, and advocates help you grow faster, avoid blind spots, and remain motivated. No matter how independent you are, nobody advances alone. If anything, this parallel feels like strongest of them all. Marathon Parallel: The crowd may not run with you, but they help you keep going. (There's nothing like the sound of the notorious roar of 1st Ave each November in New York City.) Career Parallel: The right people create the conditions for long-term professional success and become your biggest allies. Takeaway: Invest as intentionally in your support network as you do in your skill set, index funds, and other assets. Be sure to nurture those relationships and not just build them. 5. SUCCESS REQUIRES A PERSONAL DEFINITION Not every marathoner is racing for a podium finish. For some, it's about a personal best. For others, it's about crossing the finish line—period. The key is clarity around what success looks like and aligning your effort accordingly. For most of the marathon population, 'winning' is not the goal. Careers are no different. If your definition of success is borrowed from someone else, you'll constantly feel off pace. The most fulfilled professionals I know have defined their own metrics, whether that's leadership influence, creative autonomy, impact, or balance. Marathon Parallel: Every runner has their own goal, even on the same course hitting the same finish. Career Parallel: Your professional path should reflect your values, not someone else's expectations. Takeaway: Are you chasing your own definition of success? Especially as many grow families, pivot careers, care for elderly loved ones, and more, what looks like success to you may look vastly different from another. ENDURANCE IS A PROFESSIONAL SKILL Finishing the marathon didn't just mark the end of a training cycle—it marked the beginning of a deeper understanding of limits and how to approach challenges. In a work culture that prioritizes acceleration, and again, the hustle mentality, these lessons matter more than ever. So, whether or not you ever run 26.2 miles, consider this final thought: Identify the long-term challenge you're training for, and be sure to build the endurance to meet it with confidence.
