Building Bridges: How Team Mentorship Sparks Collaboration

Author : Ada Tai, MBA, CPHR, SHRM-SCP

I recently reconnected with Sue, who retired early and spent a year indulging in her hobbies. After a year of relaxation, she decided to return to the workforce. Sue used to be an office worker, but she always hankered for something more hands-on. This time, she became a frontline worker at a light industrial company. Being a newbie in this new world, Sue was determined to find some mentors. Thankfully, two young staff members stepped up to the plate, offering support whenever Sue faced challenges - such as figuring out how to use the machines or deciphering the safety protocols. Sue called these two her “team mentors,” and they quickly became her go-to resources.

At our firm, we embrace a team approach for many of our tasks. When complex client issues arise, even if there’s one main contact person handling inquiries, we keep a running log of questions that could benefit from a brainstorming session or different perspectives. Once we've got a balanced perspective and a decision, we document it for future reference. Larger projects often involve team members from various backgrounds and experience levels, all contributing to holistic problem-solving and professional growth. We make it a point to seek out diverse team members with a sharing mindset. Plus, this approach is like having your own personal backup team when someone's out sick or on vacation.

As the name suggests, team mentorship involves giving and receiving mentorship within your team, department, or company. Anyone on the team can take on the role of a mentor or mentee. Team mentors offer supportive guidance and encouragement to their colleagues, helping them navigate challenges and develop the skills needed for specific tasks or projects. While focusing on getting the job done, the benefits extend to personal and professional growth for both the mentor and the mentee.

Surprisingly, team mentorship is more common than we might think. For instance, when new hires join a company, they are often paired with a “mentor buddy” from the team to help them acclimate. Additionally, we frequently turn to trusted colleagues or those with technical expertise for task advice.

Team mentorship has many advantages:

  1. Enhanced collaboration : Team mentorship encourages open discussions about challenges and ideas, creating a safe space for colleagues to ask questions. When teammates help each other out, it's like building a bridge of support. Everyone feels more comfortable asking questions and sharing ideas, which sparks creativity and strengthens the team.
  2. Growth for Everyone : Mentorship isn’t just a one-way street; mentors and mentees expand their skill sets and perspectives, building confidence to propel their careers to new heights. It’s a win-win that enriches everyone involved!
  3. Engagement That Lasts : When employees acquire new skills, they often feel a deeper connection to their team and the organization. This sense of belonging and empowerment leads to lasting relationships and better engagement, making it less likely for talented staff to jump ship.
  4. Knowledge Transfer : Team mentorship is a fantastic way to pass on valuable technical know-how and organizational wisdom, ensuring that expertise and best practices are preserved within the business. 
  5. Cost Savings : This approach saves businesses money by reducing the need for expensive training sessions. Sometimes, the best learning happens on the job, right in the team’s own backyard.

 

To set up an effective mentorship program, you need a solid foundation.

  1. Cultivating the Right Environment : Having the company culture and leadership styles is crucial. When leaders foster an open and inclusive atmosphere, everyone feels empowered to share and learn. Leaders should be committed to offering mentorship and being open to receiving support when necessary. Small advancements are beneficial for everyone's progress.
  2. Hiring for Curiosity : It is key to hire individuals willing to share their knowledge and collaborate; after all, closed-off attitudes can stifle the entire process.
  3. Harnessing Strengths : We’re usually hired for what we do best, so why not leverage those strengths in a team setting? Understanding each team member’s unique skills is vital for effective mentorship. A good leader knows how to tap into these strengths, saying, “You excel at this—why not lend a hand to someone who could use your expertise?”
  4. Setting Clear Goals : The purpose of team mentorship isn’t to delegate tasks or have someone complete them for you; it’s about empowering everyone to enhance their knowledge and skills, leading to better quality and efficiency in their work. It’s all about growth!

 

When team members feel free to share their unique viewpoints, mentorship turns collaboration into a lively exchange that sparks growth for everyone involved. By embracing effective team mentorship, organizations can cultivate a more supportive and dynamic work environment where collaboration thrives, and everyone performs at their best.

I see. I hear. I experience . is a column created by and written by Ada Tai, a chartered member of CPHR Alberta. The column is written in a blog format where Ada and invited co-authors will present their own experiences and interpretations of the world of human resources and its impact on business management. This and the subsequent posts are copyrighted materials by the author(s) and only reflect their personal views, not CPHR Alberta’s.

Author bio: With an MBA Degree, a CPHR, and an SHRM-SCP designation, Ada Tai has been working as an HR professional in a variety of industries for 16 years. Through her consulting firm, Ada and the team provide a variety of strategic and pragmatic management consulting services.  Ada’s public speaking skills have enabled her to be regularly invited to speak about HR, people management, career search, and networking topics throughout the province. She is also a well-respected Instructor at local universities.

Contact information:

BadaB Consulting Inc. provides a wide range of human resources solutions, including Strategic HR and Succession Planning, Organizational Design & Development, Merger & Acquisition Support, Recruitment, Skills Development Training, Compensation Design, Performance Management, Workplace Investigation, Policy Development, etc. Another specialty of BadaB’s services is personal job search and career coaching. The team has effectively helped over 500 people to find work.

The views and opinions expressed in this blog post belong solely to the original author(s) and do not necessarily represent the views and opinions of CPHR Alberta.

The views and opinions expressed in this blog post belong solely to the original author(s) and do not necessarily represent the views and opinions of CPHR Alberta.



Layoffs Are Inevitable, Abandoning People Isn’t

By Marina Perkovic • July 15, 2025
Over the past month, I spoke with three professionals who had recently been laid off. April , a former schoolmate, has over 20 years of experience and has held management roles at several organizations. Most recently, she led a team at a large oil and gas company, where she was instrumental in building out a new service area. Despite her accomplishments, a combination of economic challenges and a lack of connection with her new boss led to her dismissal. Having been involved in layoffs before, she understood the process, but when she called me, she admitted it was much harder to be on the receiving end. She felt overwhelmed by a mix of emotions: denial, anger, betrayal, and a deep sense of failure. Carol , once a mentee of mine, built a strong foundation in the finance sector, and her persistence earned her a team lead role at a competitive mid-sized firm. Therefore, her call caught me off guard; she was trying to make sense of being included in a round of layoffs that affected 12 others. Having just been promoted, she struggled to understand why she had been chosen. She reached out for support as she navigated both the practical and emotional aftermath. Joe had been a student in one of my classes. With a master’s degree and excellent communication skills, he established a respected career in the regional non-profit sector. We maintained contact and often crossed paths through work. Joe was frequently involved in launching new initiatives and was recognized by both his boss and the board for his contributions. However, when the sector faced financial strain, he and his manager were among the 15% let go. He contacted me a month after the layoff; he had taken time to process everything and was now reflecting on what direction to take next. These stories are not uncommon. In fact, with ongoing economic uncertainty, many professionals, regardless of their experience or performance, are facing unexpected career changes. While layoffs are always challenging, the way they are handled can significantly impact both the individuals affected and the organization. This highlights a critical challenge for organizations: how can companies manage necessary workforce changes with both strategic foresight and genuine care? In addition to engaging the Human Resources department early in the planning and execution process, many businesses are increasingly recognizing the value of utilizing third-party outplacement services. Outplacement services are employer-sponsored programs designed to support both the business and departing employees during layoffs or organizational restructuring. Typically included as part of a severance package, these services offer more than just logistical support; they help individuals navigate a difficult transition with confidence. Outplacement services can be customized based on the needs and budget of the employer. Offerings often include planning for workforce reductions in collaboration with the business, delivering termination messages, and providing one-on-one career transition coaching and emotional support to affected staff. More importantly, these services help affected employees regain focus by offering practical job search guidance, resume coaching, and career direction tailored to their experience and industry. For employers, outplacement services can deliver a clear return on investment. Companies that provide structured transition support often experience fewer legal disputes and benefit from a stronger employer brand, which can positively influence talent attraction and retention. Showing care during a difficult time speaks volumes to internal teams, affected employees, clients, and the broader market. Having worked closely with businesses and professionals throughout this process, I’ve witnessed the significant difference that experienced, neutral third-party support can make. In fact, a 2023 CBIZ report, referencing Bureau of Labor Statistics data, noted that individuals who received outplacement assistance secured new roles 40% faster than those who did not receive support (CBIZ, 2023). Just imagine if April had access to a coach experienced in private sector transitions, or if Carol had received immediate help with processing her layoff and planning her next steps; the positive impact would have been immediate. In today’s environment, outplacement isn’t merely a nice option; it is a strategic necessity. How will your organization ensure a respectful and supportive transition for its workforce? When selecting an outplacement partner, consider factors such as industry experience, the ability to customize services, the quality of career coaches, and the integration of digital tools for job seekers. Not all providers offer the same level of support or results, so thorough vetting is essential. 

Your Ultimate Pre-Conference Checklist for the CPHR Alberta 2025 Conference!

By Marina Perkovic • July 10, 2025
The countdown to the CPHR Alberta 2025 Conference has officially begun!

An Update from your Board of Directors - June 2025

By Marina Perkovic • July 9, 2025
As the governing voice of CPHR Alberta, the Board of Directors meet quarterly to provide oversight and guidance in several key areas. The Board, alongside CPHR Alberta operations, continues to deliver on the association's strategic priorities developed in the 2020 strategic plan. To ensure transparency between our Board of Directors, members and key stakeholders, we share post-meeting messages to inform the steps taken towards advancing our profession and ensuring a financially stable association. The Board of Directors met on June 24, 2025, and the Board’s key messages are as follows: Financial Update CPHR Alberta remains in a stable financial position with a forecasted break-even year-end as per the approved Budget. The Board reappointed Cascade Chartered Professional Accountants LLP as auditor for 2025–2027. Strategic Planning The Board held a focused one-day Strategic Refocus Workshop to explore how CPHR Alberta delivers value to its members. This work will guide the development of an updated three-year strategic plan, aligned with the evolving needs of the profession. Self-Regulation The Professional Governance Act received Royal Assent in May 2025 and Royal Proclamation expected for Spring 2026. CPHR Alberta anticipates review of its self-regulation application in Spring 2027. Ongoing work focuses on legislative alignment, internal readiness, and member communications. CPHR Alberta Conference Join us at the CPHR Alberta 2025 Conference, Human-Centric HR on September 23–24 in Edmonton. Be sure to stop by the CPHR Alberta booth to meet and connect with your Board of Directors. The next Board meeting will take place on September 22, 2025, after which we will share our key messages. If you have any questions regarding these key messages or the Board of Directors, please contact chair@cphrab.ca . We welcome your feedback!
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