Getting Lost in the Momentum of Mentorship

Tips for Building Authentic Connections and Meaningful Relationships Through Community

Did you know?

January 17, 2025 is International Mentoring Day!


In celebration of International Mentoring Day, let's head the words of John F. Kennedy,

"We must find the time to stop and thank those the people who make a difference in our lives."

On this momentous day, we implore you to take time to connect with someone who has made a significant difference in your life, whether that is a Mentor, Peer, or Protégé. It is through the practice of gratitude we nurture lasting relationships with those who take time to build community.


One of the gifts of “Mentorship” includes the opportunity to empower others and to be a part of someone’s career journey. Being part of a Mentorship relationship, supports and benefits all involved while creating shared learning experiences.


Having a Mentor, Peer, or Protégé supports building community which is critical to support professional development where individuals feel they can connect and share without judgement and in confidence their struggles, discuss approaches, considerations, and options, to develop a strategy to move forward.


It is through the identification of goals, that we can openly explore the possibilities of pathways to be taken to help move closer to goal achievement. Each step forward is evidence of incremental progress and with gentle nudges can sustain momentum. Mentoring relationships, support accountability through discussion and agreement to initial goal identification, actionable steps to achieve goals, monitoring of goal progress, and the celebration of goal achievement.

For this to occur, a foundation of trust and a belief that the intention behind received feedback is based on a desire to support someone in achieving a goal, such as enhancing a skill, or ability to deliver difficult feedback, as an example.


Based on personal experience and learnings, it is recommended as you build the foundation of your Mentorship Relationship, to take time to establish:

Shared Commitment to Purpose:

  • Commitment to open and transparent dialogue without judgement.
  • Commitment to psychological safety to be able to express needs and clarify expectations, and personal and professional boundaries.
  • Understanding of goals, expectations, communication needs and preferences, how to address differences
  • Willingness to empathetically and actively listen through the lens of curiosity.


Shared Experience, Learning, and Sponsorship Considerations:

  • Review and Feedback of Resume and/or Mock Interview Practice
  • Discussion of academic courses, role-plays, resume review, mock-interviews.
  • Attending CPHR Alberta and other events together and post-session debrief about learnings.
  • Participation in LinkedIN Learning, Coursera, or other course(s) to support shared skill development.
  • Listening to podcasts, reading blogs/book with shared learning discussions.
  • Supporting introductions and connections for special projects or volunteer opportunities.


The strongest relationships measure their progress to goal achievement, celebrate progress, and ‘make it safe’ to be vulnerable to readjust goals and priorities while being open about limitations and mistakes.


This includes exploring the difference behind being kind versus being nice. As highlighted by Whitener’s Council post: Why you should learn to differentiate between nice and kind, Being nice is nearly always superficial, perfunctory or, viewed most cynically, manipulative, while being kind is authentic, meaningful and empowering.


Prior to delivering feedback, press “pause” and reflect on verbal and non verbal communication including: choice of language, tone, inflection, and body language and setting.


Mentors play a significant role in supporting others in the development of confidence in one's abilities and professional judgement. This can be done through the challenging of perspectives to create opportunities for different lenses to be represented. This allows individuals to draw their own conclusion on a topic through an openness to ‘learn and unlearn’.


The “Gifts of Mentorship” align with a commitment to life-long learning, and spark motivation to consider, “What is my/our next opportunity for growth? Mentoring Relationships enrich our personal lives through intentionality and empathetic listening, this supports connection and empowerment.


Today, we express gratitude for those who have listened, supported, and built community through the connection of Mentorship.

Happy Mentoring!


Author: Amanda Van Haaften, CTMP, CPHR, SHRM-SCP, IPMA-ACP, MER, B.Com


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 Marina Perkovic July 15, 2025
Over the past month, I spoke with three professionals who had recently been laid off. April , a former schoolmate, has over 20 years of experience and has held management roles at several organizations. Most recently, she led a team at a large oil and gas company, where she was instrumental in building out a new service area. Despite her accomplishments, a combination of economic challenges and a lack of connection with her new boss led to her dismissal. Having been involved in layoffs before, she understood the process, but when she called me, she admitted it was much harder to be on the receiving end. She felt overwhelmed by a mix of emotions: denial, anger, betrayal, and a deep sense of failure. Carol , once a mentee of mine, built a strong foundation in the finance sector, and her persistence earned her a team lead role at a competitive mid-sized firm. Therefore, her call caught me off guard; she was trying to make sense of being included in a round of layoffs that affected 12 others. Having just been promoted, she struggled to understand why she had been chosen. She reached out for support as she navigated both the practical and emotional aftermath. Joe had been a student in one of my classes. With a master’s degree and excellent communication skills, he established a respected career in the regional non-profit sector. We maintained contact and often crossed paths through work. Joe was frequently involved in launching new initiatives and was recognized by both his boss and the board for his contributions. However, when the sector faced financial strain, he and his manager were among the 15% let go. He contacted me a month after the layoff; he had taken time to process everything and was now reflecting on what direction to take next. These stories are not uncommon. In fact, with ongoing economic uncertainty, many professionals, regardless of their experience or performance, are facing unexpected career changes. While layoffs are always challenging, the way they are handled can significantly impact both the individuals affected and the organization. This highlights a critical challenge for organizations: how can companies manage necessary workforce changes with both strategic foresight and genuine care? In addition to engaging the Human Resources department early in the planning and execution process, many businesses are increasingly recognizing the value of utilizing third-party outplacement services. Outplacement services are employer-sponsored programs designed to support both the business and departing employees during layoffs or organizational restructuring. Typically included as part of a severance package, these services offer more than just logistical support; they help individuals navigate a difficult transition with confidence. Outplacement services can be customized based on the needs and budget of the employer. Offerings often include planning for workforce reductions in collaboration with the business, delivering termination messages, and providing one-on-one career transition coaching and emotional support to affected staff. More importantly, these services help affected employees regain focus by offering practical job search guidance, resume coaching, and career direction tailored to their experience and industry. For employers, outplacement services can deliver a clear return on investment. Companies that provide structured transition support often experience fewer legal disputes and benefit from a stronger employer brand, which can positively influence talent attraction and retention. Showing care during a difficult time speaks volumes to internal teams, affected employees, clients, and the broader market. Having worked closely with businesses and professionals throughout this process, I’ve witnessed the significant difference that experienced, neutral third-party support can make. In fact, a 2023 CBIZ report, referencing Bureau of Labor Statistics data, noted that individuals who received outplacement assistance secured new roles 40% faster than those who did not receive support (CBIZ, 2023). Just imagine if April had access to a coach experienced in private sector transitions, or if Carol had received immediate help with processing her layoff and planning her next steps; the positive impact would have been immediate. In today’s environment, outplacement isn’t merely a nice option; it is a strategic necessity. How will your organization ensure a respectful and supportive transition for its workforce? When selecting an outplacement partner, consider factors such as industry experience, the ability to customize services, the quality of career coaches, and the integration of digital tools for job seekers. Not all providers offer the same level of support or results, so thorough vetting is essential. 
By Marina Perkovic July 10, 2025
The countdown to the CPHR Alberta 2025 Conference has officially begun!
By Marina Perkovic July 9, 2025
As the governing voice of CPHR Alberta, the Board of Directors meet quarterly to provide oversight and guidance in several key areas. The Board, alongside CPHR Alberta operations, continues to deliver on the association's strategic priorities developed in the 2020 strategic plan. To ensure transparency between our Board of Directors, members and key stakeholders, we share post-meeting messages to inform the steps taken towards advancing our profession and ensuring a financially stable association. The Board of Directors met on June 24, 2025, and the Board’s key messages are as follows: Financial Update CPHR Alberta remains in a stable financial position with a forecasted break-even year-end as per the approved Budget. The Board reappointed Cascade Chartered Professional Accountants LLP as auditor for 2025–2027. Strategic Planning The Board held a focused one-day Strategic Refocus Workshop to explore how CPHR Alberta delivers value to its members. This work will guide the development of an updated three-year strategic plan, aligned with the evolving needs of the profession. Self-Regulation The Professional Governance Act received Royal Assent in May 2025 and Royal Proclamation expected for Spring 2026. CPHR Alberta anticipates review of its self-regulation application in Spring 2027. Ongoing work focuses on legislative alignment, internal readiness, and member communications. CPHR Alberta Conference Join us at the CPHR Alberta 2025 Conference, Human-Centric HR on September 23–24 in Edmonton. Be sure to stop by the CPHR Alberta booth to meet and connect with your Board of Directors. The next Board meeting will take place on September 22, 2025, after which we will share our key messages. If you have any questions regarding these key messages or the Board of Directors, please contact chair@cphrab.ca . We welcome your feedback!
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