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.



The Halo Effect at Work: When First Impressions Cloud Fair Judgment

By Jessica Jaithoo • August 26, 2025
Author : Veronica Flores, CPHR, Wood Buffalo Chapter In the fast-paced world of HR, we often talk about unconscious bias, diversity, and inclusion. But one subtle form of bias that continues to shape workplace dynamics, often without us realizing it, is the halo effect . The halo effect, as outlined in Canadian Organizational Behaviour by McShane, Steen, and Tasa, is a perceptual bias where our overall impression of someone, often shaped by a single trait, influences how we judge their other qualities. I experienced the halo effect in a way that has stayed with me ever since. As someone who immigrated to Canada from a vibrant Latino community, I brought with me not only my culture and language but also a strong set of personal values: dedication to excellence, deep respect for others, and a belief in the power of organization and continuous improvement. Over the years, I've built a life in Canada and grown professionally. One thing my colleagues quickly noticed? I’m extremely organized—my files are color-coded, I like to automate tasks and improve processes, and I genuinely believe that a tidy environment leads to a clear mind. But one day, that very strength—my love for order—became the only lens through which someone saw me, and not in the way I expected. Our team was switching workstations, and I noticed a new coworker, someone from a different cultural background, standing near their new desk, not quite settling in. I casually asked if they had moved in yet, and they replied, “I’m just waiting for you to clean it first.”  At first, I laughed, thinking it was a joke. But their expression stayed serious. That’s when it hit me: they had assumed I was there to clean their desk. Why? Because I’m Latina? Because I’m tidy? Because I was organizing my own space? I simply showed them where the cleaning supplies were and walked away. But the moment stayed with me, not just because it was uncomfortable, but because it revealed something deeper about how we perceive each other at work. Later, I opened up to another coworker about what had happened. She shared a story of her own: because she is from China, a colleague once asked her to perform acupuncture or massage their neck, assuming she must know traditional Chinese medicine. She was just as stunned as I had been. These assumptions weren’t rooted in malice, but they were rooted in stereotypes. And they show how the halo effect, when combined with cultural bias, can lead to reductive and even offensive conclusions. The Hidden Cost of Snap Judgments The halo effect doesn’t always manifest in such overt ways. Sometimes, it’s as subtle as assuming a soft-spoken employee lacks leadership potential or that someone who struggles with English isn’t as intelligent. These assumptions can influence hiring decisions, performance evaluations, and even day-to-day interactions. For HR professionals, the implications are significant. When we allow the halo effect to guide our perceptions, we risk reinforcing stereotypes and limiting opportunities for others. Worse, we may unknowingly create environments where people feel unseen or misjudged. Strategies to Counter the Halo Effect Here are a few practical ways HR professionals can help reduce the impact of the halo effect in their organizations: Get to know people beyond the surface. Take time to learn about your coworkers’ skills, experiences, and goals. Be mindful of cultural assumptions. Just because someone is from a particular background doesn’t mean they fit a cultural stereotype. Create space for conversations. Sharing stories, like the ones my coworker and I exchanged, can build empathy and awareness. Focus on inclusion, not just diversity. It’s not enough to have different people in the room. We need to ensure everyone is seen and valued for who they truly are. The halo effect reminds us that perception is powerful, but not always accurate. That day in the office reminded me that even positive traits can be misinterpreted when viewed through the wrong lens. And that inclusion means more than just being present; it means being seen clearly. So, as an HR professional, ask yourself: Are you seeing your coworkers for who they really are, or just through the halo of a single trait?

Mental Health in the Agriculture Industry

By Jessica Jaithoo • August 8, 2025
Author : Nicole Mahieux, Nick Canning & Kendal Tremblay Mental health is increasingly recognized as a cornerstone of employee well-being, business resilience and community strength. For HR professionals, supporting mental health is no longer optional—it’s imperative. While conversations around mental health have gained traction in many industries, one critical sector still faces unique and persistent challenges: agriculture. Farmers and agricultural workers play a vital role in food production and national food security. Yet they are among the most vulnerable when it comes to mental health struggles. In fact, they experience some of the highest rates of stress, anxiety, depression—and even suicide. This is not just a personal issue. It's a workforce issue. It's a public health issue. It's a business issue. There are a range of compounding pressures makes farming one of the most mentally taxing professions.  These include: 1.Financial Stress & Unpredictability Unstable markets, weather-dependent outcomes, and shifting government policies contribute to a constant sense of economic uncertainty. 2. Isolation Many farmers work alone and live in rural areas where access to social support is limited. Social isolation increases vulnerability to mental health concerns. 3. Stigma Although mental health stigma is slowly decreasing, it remains a barrier—especially among men, who represent 74% of the agricultural workforce. Traditional gender norms often discourage open conversations or help-seeking.

CPHR Alberta’s Commitment to Supporting Reservists

By Jessica Jaithoo • August 7, 2025
As a proud participant in the Glowing Hearts program , CPHR Alberta continues to champion the value that Canadian Armed Forces reservists bring to our workplaces. Since joining the program, we’ve seen firsthand how supporting reservists not only strengthens our communities but also enhances organizational resilience and leadership. The Value of Reservists in the Workplace Reservists are more than military personnel—they are strategic thinkers, adaptable leaders, and skilled collaborators. Their training equips them with discipline, problem-solving abilities, and a mission-focused mindset that translates seamlessly into civilian roles. Captain McKenzie Kibler of The Loyal Edmonton Regiment exemplifies this. In a recent deployment on Operation REASSURANCE, he developed leadership and operational skills that now enrich his civilian career. Watch his story here. Support, Recognition, and Incentives for Employers Supporting reservists doesn’t mean sacrificing business continuity—in fact, it opens the door to meaningful recognition and financial support. Through the Compensation for Employers of Reservists Program (CERP) , employers can receive grants to help offset operational costs when a reservist-employee is away for 30 days or more. At the same time, organizations that register their reservist leave policies with the Glowing Hearts program are publicly recognized on the Canadian Forces Liaison Council website and receive a certificate of support and digital badge. These benefits not only ease the logistical challenges of supporting reservists but also position your organization as a leader in community engagement and national service. Tools and Templates for HR Leaders To make it easier for organizations to support reservists, CPHR Alberta offers a Reservist Leave Policy Template. This resource outlines eligibility, leave procedures, compensation, and compliance with federal and provincial legislation—making it simple to implement a supportive policy. Access the template through the Member Portal.
MORE NEWS