The Value of Mentorship
Finding skilled professionals in the tooling industry is becoming increasingly challenging—whether in machine shops, factory representatives, or as in our case, distributor sales teams.
To some extent, we have ourselves to blame. The number of programs in schools and companies that promote careers in manufacturing has dwindled, which is unfortunate because manufacturing plays a vital role in strengthening the U.S. economy.
This makes it even more critical that when we do bring in talented individuals, we invest in their growth—not only as professionals representing our company but also as individuals contributing to their communities and families.
One common mistake managers make is not distinguishing between coaching and mentoring. Though both involve building trust, fostering growth, and caring about someone's success, their methods differ.
- Coaching is typically goal-driven, focusing on specific tasks or objectives. It often involves helping team members discover their own solutions based on prior experience.
- Mentoring is about long-term guidance, where an expert in the field supports and encourages someone with shared professional interests. As John Crosby once said, a mentor is “a brain to pick, an ear to listen, and a gentle push in the right direction.”
The truth is most people need both a coach and a mentor. Success in sales—or any role—requires clear objectives and performance goals. But beyond that, people also need someone who genuinely cares about their personal and professional well-being.
This applies not just to our outside sales team but also to our inside team and customer support staff. While we have plenty of coaches, we need more mentors. If we want to attract and retain top talent, we must foster an environment where mentorship thrives—ensuring the next generation sees manufacturing as the rewarding career that it is.