How to Mentor a High Achiever

Mentoring high achievers requires a unique approach, as their drive for success often masks the challenges they face. Providing the right guidance helps them continue to grow, overcome setbacks and unlock their full potential

CREDIT: This is an edited version of an article that originally appeared on Harvard Business Review

Mentoring high achievers, though rewarding, can be one of the most challenging aspects of leadership. While they are accustomed to success, they still face obstacles and require guidance to keep progressing, avoid complacency and reach greater heights. Even top performers benefit from support to ensure they continue to grow and excel.

Many assume that high achievers possess an inherent confidence, but that resilience can be challenged when they face unexpected rejection or failure. In such situations, it may take them more time and effort to adapt, and they often need guidance to help them look beyond the immediate setback.

Accepting Failure

High achievers often find it difficult to accept failure, as they are used to consistent success. To help them see failure as part of their growth, mentors can introduce the idea of “failing forward,” encouraging them to view mistakes as learning opportunities rather than setbacks. Challenge your mentee with new scenarios that push them beyond their comfort zone and offer them the opportunity to develop new skills with different projects.

Develop Their Networking Skills

While high achievers often have strong networks, there’s always room for growth and refinement. They may know, in general, where to seek help and support, but blind spots can exist—relationships they should nurture or people who could provide valuable assistance but aren’t top of mind. A mentor can help sharpen their focus on identifying these key connections, leading to even more impactful outcomes. Introducing them to new and diverse circles can offer fresh perspectives and open doors to collaborative opportunities.

High Achievers Need Feedback

Schedule regular, structured feedback sessions. While high achievers often operate independently with minimal oversight, these sessions provide a valuable opportunity to check in on how they relate to and understand other team members. This practice helps them gain fresh perspectives on their leadership style and interpersonal dynamics.

High achievers require support to sustain a growth mindset, enhance emotional intelligence and broaden their networks. By recognising and addressing these needs, mentors can empower them to keep excelling and make meaningful contributions to their organisations.