How do you adjust your mentoring style for cross-functional teams?

1 Know your mentees

The first step to adjust your mentoring style is to know your mentees well. Learn about their roles, responsibilities, strengths, weaknesses, goals, and challenges. Ask them what they expect from you as a mentor, and how they prefer to communicate and receive feedback. Use a variety of tools, such as surveys, interviews, assessments, or observations, to gather this information. This will help you tailor your approach to each mentee, and avoid assumptions or stereotypes.

2 Adopt a flexible mindset

The second step to adjust your mentoring style is to adopt a flexible mindset. Cross-functional teams are dynamic and complex, and they require you to adapt to changing situations and demands. Be open to learning from your mentees, as well as teaching them. Be willing to experiment with different methods, techniques, or strategies, and to adjust them based on the results. Be respectful of the diversity and differences among your mentees, and embrace them as opportunities for growth and innovation.

3 Provide customized support

The third step to adjust your mentoring style is to provide customized support. Cross-functional teams face unique challenges, such as communication gaps, conflicting priorities, cultural clashes, or role ambiguity. As a mentor, you need to help your mentees overcome these challenges, and leverage their strengths and resources. Provide them with specific, actionable, and timely feedback, guidance, and advice. Connect them with other mentors, experts, or peers who can offer additional support or insights. Recognize and celebrate their achievements and progress.

4 Foster collaboration and trust

The fourth step to adjust your mentoring style is to foster collaboration and trust. Cross-functional teams depend on effective teamwork and coordination to achieve their goals and deliver value. As a mentor, you need to model and promote collaboration and trust among your mentees. Encourage them to share their ideas, opinions, and perspectives, and to listen and learn from each other. Facilitate constructive dialogue and conflict resolution. Create a safe and supportive environment where your mentees can express themselves freely and authentically.

5 Develop their skills and potential

The fifth step to adjust your mentoring style is to develop their skills and potential. Cross-functional teams offer a rich learning environment for your mentees, where they can acquire new knowledge, skills, and competencies. As a mentor, you need to help your mentees identify and pursue their learning goals and opportunities. Provide them with relevant resources, tools, or training. Challenge them to stretch their abilities and take on new responsibilities. Empower them to make decisions and take ownership of their work.

6 Evaluate and improve your style

The sixth step to adjust your mentoring style is to evaluate and improve your style. Cross-functional teams are constantly evolving and improving, and so should you as a mentor. Seek feedback from your mentees, colleagues, or managers on your performance and effectiveness. Reflect on your strengths, weaknesses, successes, and failures. Identify areas for improvement and set action plans. Keep learning and updating your skills and knowledge. Strive to be the best mentor you can be for your cross-functional team.

7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?