The Power of Mentors in our Professional & Personal Lives with Clint Pulver

There are four types of managers in every company: the removed manager, the buddy manager, the controller, and the mentor. For employees, there are two characteristics that can make or break a working relationship. The first is standards. In order to grow, managers need to have expectations. But are they able to walk the walk, or just talk the talk? The second is connection. Are they able to empathize with their employees? These are some of the questions we talk about with this week’s guest, author and Undercover Millennial Clint Pulver.

He’s spent the last several years interviewing employees candidly about their experiences working for different companies. The one thing that comes up again and again is it’s all about the management. As a manager, you’re the No. 1 reason employees stay or go. That’s why it’s important to understand your style and work to continually improve. Pulver says the magic happens when people become mentor managers. If you’re able to have high standards and good, empathetic connections, you can build a workplace that people won’t want to leave.

Key Moments You Don’t Want to Miss:

  1. Undercover Millennial How Clint Pulver has interviewed more than 10,000 employees at 181 companies over the last five years
  2. Adapt or Die How a mastermind program showed Pulver the problem with stagnant management and launched his business
  3. Two Variables How having high standards and forging strong connections can help you become a mentor manager
  4. Showcasing Success Why Pulver says it’s important for CEOs to spotlight the mentor managers they have working for them

What You’ll Learn:

  • Be adaptable
  • Take accountability as a manager
  • Forge strong connections with people you lead
  • Hold yourself to high standards
  • Learn to advocate for others

Quotes:

“There’s a reason why we call them the mentor manager. It’s because they were equally high on their standards as much as they were equally high on their ability to connect. So, what did this create in the employees? Respect. They weren’t always liked, but they were respected.” -Clint Pulver

“No significant loyalty ever happens without significant connection.” -Clint Pulver

“You cannot become a mentor until the mentee invites you into their heart. You could have the title of a supervisor or a director, but your people would decide if you were a mentor.” -Clint Pulver

Contact:

  • Be sure to keep an eye out for Clint Pulver’s book, I Love It Here: How Great Leaders Create Organizations Their People Never Want To Leave, which will be released on April 13.

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Episode 278