Mentorship That Actually Delivers Value
I often reflect on mentoring programmes that sounded good on paper but failed to create real value. From what I have seen, engagement and relevance are what make mentorship work—not just its existence. Good mentoring programmes do not assume people will participate automatically. They design for it. And when done well, they retain top talent, encourage growth and help embed organisational culture.
Here is what makes mentorship programmes effective:
- Communicate outcomes, not just availability. People need to see stories and results before they engage fully.
- Tailor messaging to different employee groups. What appeals to a graduate may not work for a senior leader. Context matters.
- Offer diverse mentoring options. Let employees learn from different perspectives, not just their immediate team.
- Create structure with flexibility. Define what good looks like while leaving room for each pair to personalise their process.
Check out the article to learn more about raising engagement in mentorship programmes:
https://lnkd.in/evjpuaY6
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