How can you help your mentee grow by pushing them out of their comfort zone?

By giving them confidence to accept failures and take them as learning opportunity. Mentors can help mentees understand that setbacks are part of growth and will prepare them for bigger milestones.

Staying within the bounds of what we feel comfortable doing means that we never grow. Giving the support and knowledge that some "risks" are ok, as well as the fact that sometimes we all fail, but that it is only a failure if we learn nothing from it. The fact that a mentee has sought out a mentor is a great first step to stepping outside of the comfort zone.

Situational leadership is the answer. Understanding the Role of Situational Leadership: Situational leadership, developed by Paul Hersey and Kenneth H. Blanchard, emphasizes the importance of tailoring leadership style to the specific needs and capabilities of the mentee. This approach recognizes that mentees are at different stages of development, each requiring a different level of direction and support.

Identifying Mentee Readiness: Readiness can be categorized into four levels: Unwilling and Unable (D1): The mentee lacks both the willingness and ability to perform the task. They may be new to the task, feel overwhelmed, or lack confidence. Eager but Unable (D2): The mentee is willing but lacks the ability to perform the task. They may need training, guidance, or additional resources. Able and Willing (D3): The mentee has both the ability and willingness to perform the task. They may need occasional support and encouragement. Able and Confident (D4): The mentee is highly capable and confident in their ability to perform the task. They may need minimal direction and can work independently.

The metaphor of a mother eagle pushing out its young from its nest( the comfort zone) perched high on a tree or a cliff , watching them hurtle down in an initial vertical fall , some learning to flutter their wings but catching the falling one on its pinions is an apt illustration of mentor - mentee relationship. The goal in pushing out of comfort zone into what I call challenge zone (c) a new term coined by me in my world record book for both mentors and mentees Fillipisms 3333 Maxims to Maximize Your Life is to teach them essential life and professional skills. But the mentor should be ready to swoop down to catch them in the event of a free fall.

Situational leadership identifies five leadership styles that correspond to the mentee's readiness level: Directing (S1): Provides clear instructions, close supervision, and high task focus. Suitable for mentees at D1 and D2 levels. Coaching (S2): Offers guidance, suggestions, and support while allowing more autonomy. Suitable for mentees at D2 and D3 levels. Supporting (S3): Provides emotional support, encouragement, and collaboration. Suitable for mentees at D3 level. Delegating (S4): Empowers the mentee to take ownership, make decisions, and work independently. Suitable for mentees at D3 and D4 levels. After proper coaching and training mentee can be 'delegated' with appropriate responsibilities to move out of their comfort zone.

Delegating the right activities to prevent agent risk is an important consideration to start with. This can be done based on the training and the capabilities of the candidate. Best example is doctors specializing and super specializing before trying innovative new surgeries and procedures where anyone is out of their comfort zone.

Being in the comfort zone itself is neither a problem not an ethical issue. Ones comfort zone has nothing to do with rightness but a matter of personal goals and priorities in life. One may choose to adopt a child which is definitely moving out of the comfortzone whereas one may choose to walk the extramile to take care of employees to train them and help them perform well. Doing a Master's degree may be one way of pushing yourself out of the comfort zone in your 30s or 40s but it will yield great results for the rest of life. Such strateguc thinking is necessary and any move out of the comfort zone should be seen as an investment for future and personal development.