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 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
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