The Power of Mentorship: Celebrating International Mentoring Day

Mentorship is an invaluable relationship that holds the power to transform lives, shape careers, and foster growth in ways that other professional relationships simply cannot. On International Mentoring Day, we take a moment to celebrate the incredible impact of mentorship and reflect on how it shapes both individuals and organizations.

Having had the privilege of being both a mentor and a mentee throughout my career, I’ve seen firsthand the profound influence that mentorship can have—on both sides of the equation. Whether in the context of young professionals navigating early career decisions or experienced leaders refining their approach, mentorship creates the space for growth, learning, and connection.


My Journey with Mentorship

Throughout my career, I've been fortunate to have had mentors who guided me through pivotal moments, from transitioning to a new industry to refining my leadership approach. One of my most impactful experiences was with a mentor during my early years as an environmental analyst. He helped me navigate the complex political landscape in my role, offering advice not just on technical matters but also on how to manage relationships and influence key stakeholders. His support went beyond the job—he encouraged me to recognize my potential and build resilience, two aspects I continue to carry with me.


I’ve also learned just as much by being a mentor myself. Mentoring young professionals, especially those navigating career transitions, has been a rewarding experience that has shaped my perspective as a leader. There’s something uniquely fulfilling about helping someone recognize their strengths, develop their skills, and ultimately, find their own path to success. I’ve witnessed firsthand how one small piece of guidance can ignite a spark, helping someone see their potential in a whole new light.


The Ripple Effect of Mentorship

What’s even more powerful than the impact on an individual is the ripple effect mentorship creates. It’s a cycle of giving back—each person who benefits from mentorship often goes on to mentor others, passing on the knowledge, skills, and wisdom they’ve received. This shared journey creates a network of support that elevates entire communities and organizations.


I’ve seen this firsthand in the young professionals I’ve mentored over the years. Many of them, after gaining confidence and clarity in their careers, have become mentors themselves, supporting the next wave of talent in their own industries. This cycle ensures that mentorship continues to make an impact, allowing for the continuous growth of leadership at every level.


The Benefits of Mentorship

Mentorship offers numerous benefits that extend beyond career development. For those just starting their careers or considering a shift, it provides guidance in areas that may feel uncertain, helping mentees build confidence and gain clarity on their goals. I’ve witnessed how a mentee’s confidence can grow exponentially when they have someone to help navigate the complexities of their professional journey. Additionally, a good mentor opens doors, whether through career advice or connecting mentees with key networks. My own mentors helped me understand the importance of networking and positioning myself for leadership opportunities, insights that have been invaluable as I’ve advanced into

coaching and leadership roles. Mentorship also fosters personal growth and resilience, teaching mentees how to overcome setbacks and remain grounded in their values. One of my most influential mentors instilled in me the importance of learning from failure, a lesson that continues to guide me as I help others navigate transitions in their professional lives. Finally, mentorship provides emotional support, especially during times of uncertainty. Whether it’s dealing with a career dilemma or navigating personal growth, a mentor offers the reassurance and guidance needed to make tough decisions and emerge stronger on the other side.


How to Get Involved in Mentorship

Mentorship is a powerful tool for growth, and everyone can benefit from participating in this dynamic relationship. Whether you're seeking guidance or are ready to offer it, mentorship can be a life-changing experience.

  • If You’re Seeking a Mentor: Look for someone who has experience in the areas where you're looking to grow, and don’t hesitate to ask for their guidance. Be open to feedback and show your commitment to the process.
  • If You’re Ready to Become a Mentor: Consider how your experiences and lessons learned could benefit others. Often, we don’t realize the value of our own knowledge until we begin sharing it with someone else. Be patient and present, offering guidance, support, and encouragement.
  • Join Mentorship Programs: Many organizations, such as CPHR Alberta, offer mentorship programs, making it easy to connect with potential mentors or mentees. Engaging in these programs is an excellent way to formalize your mentorship journey.


Call to Action

On International Mentoring Day, let’s take a moment to celebrate the impact of mentorship—both the mentors who share their wisdom and the mentees who step forward to grow. Whether you’re a mentor, a mentee, or both, mentorship is an essential component of personal and professional growth that creates lasting positive change.

As someone who has experienced the value of mentorship firsthand, I encourage everyone to consider how they can either seek mentorship or offer their own guidance to others. Mentorship has the power to unlock potential, build resilience, and foster a culture of growth and learning that benefits not just individuals, but entire communities.


Author: Dr. Kanwaljit Kaur


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.



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?
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.
By Jessica Jaithoo August 7, 2025
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