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Slide 1: My first mentor was a retired Military 
Officer by the name of Mike Holder. One day, 
he came to give a talk to my school to recruit 
kids to learn to do this:
Mentor Me: How Mentorships Make Us Better and Happy
Slide 3: but that I’d have to attend leadership 
classes every semester as part of the 
curriculum. He promised that what I would 
gain from those courses would have a positive 
impact, no matter what I decided to do in life.
Slide 4: Four years later,  I ended up as a cadet 
company commander, leading a group of 250 
talented individuals. It was an amazing 
experience, and I later received a nomination 
to the US Military Academy at West Point. 
That was a direct result from my very first 
mentorship that taught me discipline and 
leadership skills. It also gave me a fantastic 
opportunity to mentor other students coming 
into the program. 
Learning to become a leader and to then 
mentor others brought me happiness early on 
in life. Had it not been for mentors like Mike 
Holder, I would not be here today. 
Slides 5‐8: There’s a point to this short story. 
And that is, mentoring can also bring about 
the opportunity to learn key skills and achieve 
something, as well as the ability to increase 
creativity. The movie and TV industry has used 
a number of storylines that are focused 
between mentor and mentee
Mentor Me: How Mentorships Make Us Better and Happy
Mentor Me: How Mentorships Make Us Better and Happy
Mentor Me: How Mentorships Make Us Better and Happy
Slide 10: Take a moment to think about when 
someone in has ever inspired you. Did they 
encourage you to aim higher, motivate you to 
succeed, or share words of wisdom with you? 
If you’ve know someone who has done this for 
others, they’re a great candidate to be a 
mentor! That could also be you!
For those potentially looking for a mentor– ask 
yourselves, “would I want to be mentored by 
this person?” 
Now, I want everyone else to ask themselves, 
“Would I want to mentor someone?” 
Slide 11: The honest answer is, you will most 
likely decide to enter in a mentorship because 
you have a strong point of reference with an 
individual.
You say to yourself, “I have something in 
common with that person.” Or you’ve thought, 
“This person reminds of me of when I was 
starting out in my career.” That’s having a 
point of reference – It’s what makes the 
mentorship feel natural – it’s also a reason 
people feel happy when they’re in a 
mentorship.
Slide 12: Now, this doesn’t mean you need to 
have a similar professional or academic 
background,  but rather a common purpose –
a shared goal that results in a connecting 
similarity. And it’s this connecting similarity 
with your mentor or mentee that establishes a 
great foundation and start to your mentoring 
journey.
Slide 13: There are several other reasons 
people enter mentorships. People often 
decide to mentors others because they may 
have also had a mentor themselves. Mentees 
want someone in their corner to constantly 
push them to succeed. If you can relate to any 
of these characteristics, you’re hopefully in a 
mentorship now. If not, think about who you 
have a connecting similarity with and start the 
conversation!
Slide 14: So where does the creativity part 
come in? Let me tell you about a study that 
was done in the mid‐90s by two researchers 
from the University of Illinois, who found a 
correlation between mentor support and its 
impact on a mentee’s creativity.
Slide 15: In other words, when mentors are 
supportive of their mentees, creativity is 
increased, as seen in this very complex chart.
Okay, so not necessarily groundbreaking.  
Support your mentee, and they can succeed. 
Got it.
Slide 16: But here’s the interesting thing.  The 
study also found that creativity among 
mentees had increased as a result of what’s 
called intrinsic motivation. What that is…is a 
mentee’s self‐determination to accomplish 
something. 
Slide 17: That self‐determination is what then 
boosts levels of interest in work activities, and 
thus, an increased level in creativity among 
mentees.
Slide 18: The study also links four things to developing intrinsic 
motivation:  One, ongoing encouragement and assurance. Two, 
feedback. Three, an open dialogue to voice opinions and 
concerns And four, opportunities to facilitate the development 
of skills. Mentors that create an environment with these things 
in mind, will help mentees gain the self‐motivation they need to 
increase creativity in the workplace.
Slide 19: Let me give you an example as 
context. I have a team that delivers a lot of 
information in PowerPoint.  However, it can 
sometimes be difficult to motivate others in a 
room with the standard PowerPoint tools, 
especially when dealing with many numbers. 
Clients see the science, but they often miss 
the art. So, we decided to start using 
Photoshop as a new tool for communication. 
We had never used Photoshop to build our 
presentations, so it was new to our team.
Slide 20: My goal, then, was to mentor during 
the learning process and provide 
encouragement, give feedback, and address 
concerns during the development of new 
skills. After a few weeks, our presentations 
became visually stronger. It was amazing 
work! Here are just a few examples. 
Slide 21: I want to share with you what I think 
is the cardinal rule for mentors to follow, and 
that is to instigate. Mentors, it’s important 
that you continually ask questions, and 
provide alternatives in order to push your 
mentees’ thinking. Mentees will tend to think 
for themselves when you put them in 
situations where they have to think. 
Slide 22: As a mentor, be prepared to ask the 
hard questions. Your mentee, in turn, will then 
learn to look at things from multiple angles.  
Never tell them something won’t work.
Rather, ask them, is this the right solution? 
Even if so, what are other solutions? Current 
and would‐be mentees, try and look at things 
from all the angles and proactively share these 
with your mentor. It’s an excellent way to 
show creativity in your thinking!
Slide 23: So, how do we address the need of 
individuals wanting to be mentored, many of 
which are part of today’s millennial 
generation?
Slide 24: The Bureau of Labor Statistics 
predicts that by 2015, Millenials will overtake 
the majority representation (51%+) of the 
workforce, and will account for 75% of the 
workforce by 2030. We have a great 
opportunity to work with these individuals, 
who seek guidance from managers, 
executives, and other top level talent in order 
to grow their skills.
Slide 25: So what does this group seek in 
mentorships? Ultimately, millennials want 
help navigating their career path; they seek 
guidance through feedback, and sponsorship 
for formal development programs. This 
younger generation also places high value on a 
flexible schedule that provides a work/life 
balance. 
Slide 26: Also, when you mentor a young 
millennial, look to give them give on‐demand 
feedback. Let them know how they can 
improve and be better right away.
Slide 27: Not surprisingly, today’s young 
professionals often use text and instant 
messaging as a primary means of 
communication at work, and presents an 
opportunity to deliver  what’s called nano‐
feedback. One thing you can do is send a text 
message at the end of the day to congratulate 
a mentee on a job well done. 
Slide 28: Texts act as quick notes that provide 
encouragement when a day may have been 
particularly challenging or rough. When giving 
feedback, I personally like to send a photo of 
my notes that I took during a meeting – I snap 
a quick picture and send it as a photo message 
– I can get back to them quickly and it doesn’t 
interrupt my mentee’s flow of work.
You can also give them the classic short, hand‐
written note. Do what works for the both of 
you. No matter what approach you decide to 
take, it’s easy to do deliver these small doses 
of feedback, words of wisdom, a bit of 
motivation, or just to say “good job today.” 
As a mentor, this small but significant detail 
shows your mentee that you continue to 
believe in their progression, while adding a 
personal touch.
Slide 29: Above all, the best way to 
communicate with your mentor or mentee is 
to  talk to them in‐person! Nano‐feedback 
doesn’t replace live, ongoing dialogue. For 
those in current mentorships, see if you can 
increase your in‐person interaction with your 
mentee. Just two hours a day during a typical 
work year equates to roughly 522 hours of 
mentoring. Think of what you can teach or 
learn during that time!
Slide 30: Sometimes, mentors have a special 
kind of mentee, called a protégé. I want to tell 
you the story of my protégé.
Slide 31: This is Marissa Dean. She’s one of the 
smartest people I’ve had the opportunity to 
mentor and work with. We’ve chosen to enter 
in a mentorship to provide her with 
opportunities to become a leader among her 
team and among others within the agency. We 
have an established mutual trust that allows 
us to work collaboratively yet operate with 
great freedom. She proactively asks for 
feedback in order to improve, and is 
intrinsically motivated to find ways to increase 
her creativity on the job.
Slide 32: Our mentorship began four years go. 
And during the last 18 months, we’ve worked 
together to improve her presentation skills. 
Today, she’s a fantastic presenter who enjoys 
speaking to people and telling a story. She 
continually brings fresh and new ideas to the 
table that deliver value for her clients and our 
organization.
Slide 33: Marissa has also realized the 
importance of mentoring, and knows how to 
have fun in the process. This is her prepping 
her team for client presentations – she’s 
providing feedback and encouragement to 
motivate others prior to their presentation 
meetings. And her personal mentorship has 
brought about happiness in her career and in 
others.
The best part of all is that she continues to 
surprise me in what she is capable of, and one 
day, she’ll be in my shoes. I’m convinced that 
she’ll do my job better than I ever could, and 
it’s why I choose to continue mentoring her. 
She’s going to keep carrying on the torch. She 
believes in mentoring and to me, as her 
mentor, my happiness is achieved when I see 
Marissa grow, to become one of tomorrow’s 
leaders.
Slide 35: I want to leave you with a mental 
model for five important things that both 
current or would‐be mentors and mentees can 
do to become more creative, innovate, and 
increase happiness in their careers.
Slide 36: For mentors: Find someone to 
mentor who is willing to take a risk, someone 
who isn’t afraid to make mistakes and learn 
from them. Also, make yourself available. 
Mentees will know you are busy, but if you 
make it clear that you are accessible, he or she 
is more likely to come to you with issues they 
want guidance on or help with. If you want to 
be a mentor, make the time to be a mentor!
For mentees: be proactive and ask for 
guidance. The goal isn’t to show a mentor that 
you know it all; it’s to show him or her that 
you’re always thinking, that you have assessed 
the situation or thought of an idea or solution, 
and then asking what your mentor thinks.  
Mentorships are based heavily on that 
principle. Also, be willing to listen. If you aren’t 
listening, then you aren’t teachable, and can’t 
be mentored. So keep an open mind and ear!
Finally, for both mentors and mentees: trust 
each other wholeheartedly. There needs to be 
mutual trust as a foundation for growth. 
So, now you’re ready to ignite a mentor me 
culture. With your current or future mentor or 
mentor, your team, or even your entire 
organization. Be an example of a mentorship 
that provides increases creativity and 
ultimately happiness, in your career and in the 
workplace.
Slide 37: I leave you with a challenge, and a 
call to mentor someone. If we are going to 
keep the fire alive in what we do in our 
professions, and if we want that passion to 
reside in those we mentor, then we need to 
act now and rise to the occasion. 
Think about that young rising star, or that hard 
working employee with the potential to grow 
with your guidance. To those starting their 
career, learn from your leaders and seek out a 
mentorship with one of them. 
Now is the time to be happy by entering a 
mentorship. And I hope you’ll join me in doing 
so. Thank you.
Mentor Me: How Mentorships Make Us Better and Happy

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