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.



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.

Leadership Risk Isn't Just a C-Suite Concern

By Marina Perkovic • July 29, 2025
Companies that invest in leadership development see real returns. According to Brandon Hall Group, organizations with strong leadership development programs are 1.5 times more likely to be financially high-performing, reinforcing the clear connection between leadership strength and business success (Brandon Hall Group, 2015). For small to mid-sized businesses, this risk can be especially high. As teams expand and complexity increases, the informal leadership structures that worked early on can start to crack. That’s where proactive leadership development and risk mitigation go hand-in-hand. The Leadership Gap Is a Hidden Business Risk According to a recent CPHR Alberta report, talent development and leadership gaps remain one of the top five organizational risks (CPHR Alberta, 2023). The consequences are rarely immediate, but they compound over time: • Missed growth opportunities • High-potential employees leaving due to lack of career clarity • Poor team morale when unprepared managers struggle to lead • Strategic drift from lack of alignment at the top A growing company without a leadership pipeline is like a car without a spare tire, it might keep rolling, but one unexpected bump can send the whole operation into a tailspin. Risk Mitigation Starts with Leadership Insight The first step in mitigating leadership risk is to move from guesswork to clarity. That means using structured tools like leadership assessments, succession planning frameworks, and targeted coaching to surface the actual capabilities of current and emerging leaders. In professional services firms, for example, it’s common to see technically strong employees promoted into management roles. While they excel in their areas of expertise, they often lack key leadership capabilities like delegation, feedback, and emotional intelligence (Gallo, 2016). Without proper development, this can lead to stalled projects, disengaged teams, and higher turnover. Leadership assessments and focused coaching are essential to identify these gaps early and build the skills needed to lead effectively. Common Leadership Risks in SMBs Every organization faces different risks, but these are some of the most common leadership vulnerabilities seen in growth-stage companies (SHRM, 2022): • Lack of succession planning: Only one person knows how to run a key function, creating bottlenecks and burnout. • Unclear decision-making authority: Teams waste time waiting for approvals or duplicating efforts due to ambiguous roles. • Promotion without preparation: High performers are promoted into leadership roles without training, leading to micromanagement or misalignment. • Poor feedback culture: A lack of honest dialogue means small issues snowball into bigger people problems. • Leadership misfit: A leader’s natural style may clash with the culture or needs of a specific team or situation. Mitigating these risks requires more than a one-time workshop. It takes intentional development, structured tools, and reinforcement over time (SHRM, 2022). What Effective Mitigation Looks Like The most successful companies don’t wait for a leadership crisis to take action. They build leadership strength proactively. Here’s what that looks like: • Leadership assessments are used during hiring and promotions to identify fit, style, and potential blind spots. • Customized coaching programs help leaders build the exact skills they need in real time, tied to their actual challenges (International Coaching Federation, 2022). • Leadership training cohorts (such as PowerUp Leadership’s “Coaching Skills for Managers” or “Authentic Leadership” programs) create a shared foundation across the organization. • Succession maps identify who is ready or could be ready for key roles in 12–24 months, creating a proactive development plan (SHRM, 2022). As companies grow, the complexity of people management increases exponentially. Systems, tools, and strategy all matter but none of them work without effective leadership behind them (McKinsey & Company, 2018). Investing in leadership development isn’t a “nice to have” for big companies, it’s a risk management strategy for every business serious about sustainable growth. 
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