Why Mentorship is Everyone’s Business

Happy mature old female mentor coach laughing training young interns at group office meeting professional workshop. Cheerful middle aged teacher professor talking to students at university seminar.

New Year, New… (drumroll, please)… MENTOR! As we usher in 2025, let’s start the year off strong by celebrating National Mentoring Month! Whether you’re looking to find a mentor, become one, or do both, mentorship is a powerful way to build leadership, strengthen teams, and foster growth—for yourself and those around you. 

So, what better way to kick off the New Year than by finding yourself a mentor, becoming a mentor or better yet – both!  

During our coaching sessions, we often hear leaders say things like, “A manager at their level should know this” and “Why aren’t our regional managers developing their people?” Let’s hit the rewind button for a second: Did you teach them how to mentor? Great leadership isn’t something that just happens—it’s nurtured, developed, and shared. And that starts with mentoring. Whether you’re an executive, a mid-level manager, or an individual contributor, mentorship matters at every level of your career.  

Strong mentorship programs are vital for cultivating leadership and boosting sales performance across the board — There’s a reason why 84% of U.S. Fortune 500 companies have mentorship programs [Forbes].

But let’s not leave this to chance. This year, challenge yourself to help develop your peers, your team, and yes, yourself. Let’s be honest: mentorship programs are FUN! They connect team members who may have otherwise not been able to collaborate, creating in-office friendships and offering learning opportunities. Mentorship creates accountability, provides fresh perspectives, and helps keep everyone focused on the company’s bigger goals. 

Leadership and Mentorship

Does your organization have a formal mentorship program? If not, it’s time to start one. And if you do, take some time to evaluate its effectiveness and make sure it’s more than just a checkbox—ensure it’s driving growth for every role in the company, from frontline staff to executives. 

Now let’s talk about sales leadership—because in today’s world, it’s not just the “sales” people who need to be selling. Everyone in the company should understand how their work impacts revenue, customer satisfaction, and growth. As a leader, are you communicating that connection? Tying individual roles to larger company goals helps people see how they fit into the bigger picture—and makes the work more meaningful. 

One of our team members came from a large corporate office with a multi-layered mentorship program. Upon being hired, they were paired with three people in the office to help with their adjustments. One mentor was a senior leader in the agency; they helped with career growth, personal development, and leadership advice. The second was a peer mentor who was in a similar job position and could offer additional training and job support. The third was a “buddy” mentor; this person shows you around the office, takes you to lunch, and chats about things outside of work – basically your first friend in the office. We’re not saying all mentorship programs need to be this elaborate, but they should cover the bases of context, training, and a sense of purpose.  

Finding a Mentor or Becoming One: Where to Start 

If you’re not already seeking mentorship, you’re doing a disservice to yourself and to your people. And if you’re not mentoring others, you’re not just missing an opportunity; you’re missing the chance to lead by example. Here are some tips to get started: 

Tips for Finding a Mentor 

  1. Look for someone who’s where you want to be. Whether it’s a skillset, a position, or even just a work ethic you admire, find someone who embodies your goals. Invite them to coffee and ask if you can “pick their brain.”  
  1. Be clear about your goals. When you approach a potential mentor, communicate what you hope to achieve from the relationship. Be specific about how you’d like them to help guide you. 
  1. Stay open to peer mentorship. Mentorship doesn’t always have to come from someone higher up. A peer with complementary strengths can offer invaluable insight from a relatable perspective. 

Tips for Being a Great Mentor 

  1. Adapt to individual needs. There’s no “one size fits all” in mentoring. Take time to understand your mentee’s unique challenges and goals, and tailor your approach accordingly. If they’re not telling you how they’d like to be mentored, be sure to ask what is and isn’t working for them during your meetings.  
  1. Mentor the whole person. Your mentee’s life doesn’t stop at the office door. Consider their broader goals, aspirations, and personal challenges to guide them holistically.  
  1. Lead from wherever you are. You don’t need a title to be a leader. By stepping up, offering guidance, and being a supportive teammate, you’re modeling leadership skills, regardless of your current job title.  

Additional Mentorship tips: 

  • Peer-to-Peer mentorship: rather than the typical hierarchical model where a senior associate mentors a junior-level employee, peer-to-peer pairs up colleagues at a similar level. This can look like an established employee helping share expectations or onboarding a new person. Getting advice from someone at your level helps relieve some pressure and you get to communicate similar experiences from a shared perspective.   
  • Being adaptable: it’s important to learn how to adapt your management style to each person you manage. Everyone has different needs, so there is no “one size fits all” for mentorship. 
  • Mentoring up: as a mentee, it’s also your duty to tell your mentor/manager how you like to be managed. Mentors are not mind readers, so clearly communicate your needs for the best outcome. 

Mentorship in Action: It’s All About Connection 

At the end of the day, mentorship is about listening and offering guidance—not just giving instructions but truly helping others see how their work fits into the bigger picture. When people feel heard and supported, they’re more engaged and motivated to succeed. According to Mentorloop.com, 97% of mentees find value in their experience. So, as we kick off 2025, think about how you can create these connections—whether by finding your own mentor, being a mentor, or, better yet, doing both. Because when mentorship thrives, so does your organization. 

GROW BIG OR GO HOME!®