Is mentoring burning you out?
Sarah Auer, MPH, CHES® (she/her/hers)
Program Analyst I
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Council of State and Territorial Epidemiologists
“Using the power of epidemiology to improve the public’s health”
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From: Jessica Arrazola <jarrazola@cste.org>
Sent: Thursday, August 11, 2022 5:03 AM
To: Sarah Auer <sauer@cste.org>
Subject: FW: The Management Tip of the Day
________________________________
From: Harvard Business Review <noreply@a.email.hbr.org<mailto:noreply@a.email.hbr.org>>
Sent: Thursday, August 11, 2022 4:43:09 AM (UTC-05:00) Eastern Time (US & Canada)
To: Jessica Arrazola <jarrazola@cste.org<mailto:jarrazola@cste.org>>
Subject: The Management Tip of the Day
Is Mentoring Burning You Out?. As a mentor, you’re giving your time, attention, and resources to develop someone else — and it can be exhausting. While you may have the best intentions, when you’re too depleted to deliver, the result is a disengaged relationship that’s no longer valuable to anyone. Here are some ways to identify and overcome mentor burnout. First, take time to reflect and identify when you’re reaching capacity. Pay attention to signals such as feeling chronically exhausted, being more cynical than usual, or showing signs of apathy. Ask trusted colleagues to speak up if they see a significant change in your behavior or emotional tone. Next, look for ways to be more efficient with your mentorship. Don’t assume that high-quality mentoring relationships can only occur in the traditional one-on-one format. For example, consider creating cohorts of mentees who might meet with you monthly for informal conversations. Finally, to rediscover joy, remind yourself why you wanted to be a mentor in the first place. Remember: This work should generate energy, not drain it.
[Management Tip of the Day]<https://t.a.email.hbr.org/r/?id=hb1c7b71a,15d26a35,15d26a37&e=cDE9P3V0bV9tZWRpdW09ZW1haWwmdXRtX3NvdXJjZT1uZXdzbGV0dGVyX2RhaWx5JnV0bV9jYW1wYWlnbj1tdG9kX2FjdHN1YnMmdXRtX2NvbnRlbnQ9c2lnbmlubnVkZ2U&s=nkBtFH7APrcDejAzAa_Rdt67R6YLd5C0nvcRAhZ-qkw>
Today’s Tip
Is Mentoring Burning You Out?
As a mentor, you’re giving your time, attention, and resources to develop someone else — and it can be exhausting. While you may have the best intentions, when you’re too depleted to deliver, the result is a disengaged relationship that’s no longer valuable to anyone. Here are some ways to identify and overcome mentor burnout. First, take time to reflect and identify when you’re reaching capacity. Pay attention to signals such as feeling chronically exhausted, being more cynical than usual, or showing signs of apathy. Ask trusted colleagues to speak up if they see a significant change in your behavior or emotional tone. Next, look for ways to be more efficient with your mentorship. Don’t assume that high-quality mentoring relationships can only occur in the traditional one-on-one format. For example, consider creating cohorts of mentees who might meet with you monthly for informal conversations. Finally, to rediscover joy, remind yourself why you wanted to be a mentor in the first place. Remember: This work should generate energy, not drain it.
This tip is adapted from “Don’t Let Mentoring Burn You Out<https://hbr.org/2022/07/dont-let-mentoring-burn-you-out?utm_medium=email&utm_source=newsletter_daily&utm_campaign=mtod_actsubs&utm_content=signinnudge,”> by Ruth Gotian et al.
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[signature_931968460]<http://www.cste.org/>
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“Using the power of epidemiology to improve the public’s health”
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From: Jessica Arrazola <jarrazola@cste.org>
Sent: Thursday, August 11, 2022 5:03 AM
To: Sarah Auer <sauer@cste.org>
Subject: FW: The Management Tip of the Day
________________________________
From: Harvard Business Review <noreply@a.email.hbr.org<mailto:noreply@a.email.hbr.org>>
Sent: Thursday, August 11, 2022 4:43:09 AM (UTC-05:00) Eastern Time (US & Canada)
To: Jessica Arrazola <jarrazola@cste.org<mailto:jarrazola@cste.org>>
Subject: The Management Tip of the Day
Is Mentoring Burning You Out?. As a mentor, you’re giving your time, attention, and resources to develop someone else — and it can be exhausting. While you may have the best intentions, when you’re too depleted to deliver, the result is a disengaged relationship that’s no longer valuable to anyone. Here are some ways to identify and overcome mentor burnout. First, take time to reflect and identify when you’re reaching capacity. Pay attention to signals such as feeling chronically exhausted, being more cynical than usual, or showing signs of apathy. Ask trusted colleagues to speak up if they see a significant change in your behavior or emotional tone. Next, look for ways to be more efficient with your mentorship. Don’t assume that high-quality mentoring relationships can only occur in the traditional one-on-one format. For example, consider creating cohorts of mentees who might meet with you monthly for informal conversations. Finally, to rediscover joy, remind yourself why you wanted to be a mentor in the first place. Remember: This work should generate energy, not drain it.
[Management Tip of the Day]<https://t.a.email.hbr.org/r/?id=hb1c7b71a,15d26a35,15d26a37&e=cDE9P3V0bV9tZWRpdW09ZW1haWwmdXRtX3NvdXJjZT1uZXdzbGV0dGVyX2RhaWx5JnV0bV9jYW1wYWlnbj1tdG9kX2FjdHN1YnMmdXRtX2NvbnRlbnQ9c2lnbmlubnVkZ2U&s=nkBtFH7APrcDejAzAa_Rdt67R6YLd5C0nvcRAhZ-qkw>
Today’s Tip
Is Mentoring Burning You Out?
As a mentor, you’re giving your time, attention, and resources to develop someone else — and it can be exhausting. While you may have the best intentions, when you’re too depleted to deliver, the result is a disengaged relationship that’s no longer valuable to anyone. Here are some ways to identify and overcome mentor burnout. First, take time to reflect and identify when you’re reaching capacity. Pay attention to signals such as feeling chronically exhausted, being more cynical than usual, or showing signs of apathy. Ask trusted colleagues to speak up if they see a significant change in your behavior or emotional tone. Next, look for ways to be more efficient with your mentorship. Don’t assume that high-quality mentoring relationships can only occur in the traditional one-on-one format. For example, consider creating cohorts of mentees who might meet with you monthly for informal conversations. Finally, to rediscover joy, remind yourself why you wanted to be a mentor in the first place. Remember: This work should generate energy, not drain it.
This tip is adapted from “Don’t Let Mentoring Burn You Out<https://hbr.org/2022/07/dont-let-mentoring-burn-you-out?utm_medium=email&utm_source=newsletter_daily&utm_campaign=mtod_actsubs&utm_content=signinnudge,”> by Ruth Gotian et al.
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How to Get Your Team on Board with a Major Change <https://hbr.org/2022/08/how-to-get-your-team-on-board-with-a-major-change?utm_medium=email&utm_source=newsletter_daily&utm_campaign=mtod_actsubs&utm_content=signinnudge&utm_term=subben_buyeracq_subarticle&utm_content=signinnudge>
by Deborah Rowland, Nicole Brauckmann, and Michael Thorley
Four strategies for leaders.
Read more <https://hbr.org/2022/08/how-to-get-your-team-on-board-with-a-major-change?utm_medium=email&utm_source=newsletter_daily&utm_campaign=mtod_actsubs&utm_content=signinnudge&utm_term=subben_buyeracq_subarticle&utm_content=signinnudge>
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