My Mentorship Story - Gayle St. Denis

Author:  Gayle St. Denis, CPHR C.Mgr. - Instructor, Faculty of Business, Environment and Technology, NorQuest College

What is mentorship? According to Ehrich et al.(2004), mentorship programs develop the skills and talents of others through teaching, leading to growth and learning opportunities. This definition, however, neglects to share the reciprocal benefits of mentoring. Let me share the ways that the CPHR mentorship program has enriched my personal and professional growth.

I was nervous when I decided to become a mentor with CPHR Alberta! I wasn’t sure if I “had what it takes” to be a mentor. However, the fantastic team at CPHR Alberta meticulously matches mentor and protégé based on skills, knowledge, interests, and goals. The mentor/protégé relationship is important, as it supports, guides, and builds on the knowledge of each participant in the program.

My experience as a mentor has enhanced my professional development and sense of purpose in numerous unexpected ways! Here are four fundamental ways that mentoring has impacted my life and that you can expect to help you flourish as an HRM leader:

1. New perspectives! As a mentor, I have gained new perspectives on situations. There is always that “grey” area in HR where you, as a professional, need to determine what is ethical and ensure all decisions are valid, reliable, and legally defensible. Divergent thinking allows for creative, sense-making decisions to address challenges. 
2. Diversity! I have also had the pleasure of mentoring HR professionals from various demographics, backgrounds, organizational types and sizes, and geographical zones! Along with socio-cultural diversity, I have encountered discussions focused on areas outside my usual HR practice, leading to purposeful dialogue and reflection. Diversity, equity, and inclusion (DEI) are not “buzz words” or about “checking a box”. DEI is embracing and driving change. HR leaders who understand and promote DEI are better equipped to manage strategic HRM, identify important HR trends, and most importantly, create meaningful, intentional organizational and societal change.
3. Confidence! Perhaps an unintended consequence, it was certainly welcome! I’m an experienced leader and HR professional, and I felt increased confidence in my abilities through mentoring. Many of us experience Imposter Syndrome at some point in our careers, and the mentoring relationship reduces the toxic perspective sometimes felt, replacing those damaging perceptions with a positive growth mindset. 
4. Sense of fulfillment! There is no greater honour in life than serving a cause or purpose for which you are passionate. Go ahead; let your intrinsic motivation make the HR profession a fantastic place to connect, collaborate, and contribute!

The mentor/protégé intake occurs twice a year, with the mentoring agreement lasting for six months, and the connection lasting a lifetime! The relationship can be formal and structured, or informal and ad hoc. The mentorship can also count towards your professional development hours. If you are thinking of mentoring, I highly encourage you to sign up for the CPHR AB mentorship program. You will find a sense of purpose, belonging, and connectedness to the HR profession. For more information about the mentoring program, visit https://www.cphrab.ca/mentorship-program.

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.