Identifying Mentorship Program Needs

You asked me about mentorship programs — here’s what’s changing (and what to watch out for). Mentorship used to be something “nice to have”. Today, it is quietly becoming career infrastructure. Career paths are no longer linear. Industries are evolving faster than formal training can keep up. And technical skills alone don’t always translate into progression. Increasingly, mentorship is filling that gap. But here’s the reality: not all mentorship programs create meaningful career mobility. Before joining or volunteering, here is what’s worth thinking about. For Mentees: 1️⃣ Check the cost and payment terms Some programs require upfront fees but offer limited flexibility. Mentorship outcomes depend heavily on chemistry — something difficult to guarantee in structured matching. 2️⃣ Look beyond program design A polished curriculum doesn’t automatically translate into outcomes. Ask: Is the program focused on knowledge transfer — or decision-making and opportunity access? Mentorship works best when it transfers judgment, not just information. 3️⃣ Explore alternative channels Many universities, alumni groups, and associations run mentoring networks at little or no cost. Informal, industry-driven relationships can often be just as impactful. For Mentors: 1️⃣ Understand expectations upfront Some programs require mandatory training or reporting processes. These can be valuable, but they shape how authentic the conversations can be. 2️⃣ Be realistic about emotional commitment Effective mentoring is rarely transactional. It involves listening, navigating uncertainty, and supporting mentees through difficult decisions. 3️⃣ Clarify your "Why" Whether it's to give back, build coaching skills, or spot talent — being intentional about your goals makes the experience sustainable. ~ A broader reflection ~ Careers are shifting from ladders to lattices. At the same time, the half-life of skills continues to shrink. What professionals need is not just training — but trusted guidance to navigate ambiguity. The most impactful mentorship isn't always the most formal. It’s the one that creates honest conversations, accountability, and real-world perspective. I’m curious to hear from you: 👉 Did mentorship open doors for you — or help you make better career decisions? 👉 What mattered more: structure, mentor quality, or personal chemistry?

The most underrated tool in any farmer’s toolbox is a phone call to someone who’s done it before. We talk about land. We talk about financing. We talk about equipment and technique. But we don’t talk nearly enough about mentorship. I’ve been in this space for 15 years. I’ve made every mistake you can think of — and most of what I know, I didn’t learn in a classroom. I learned it because someone picked up the phone when I was stuck. That’s the part we miss when we design training programs in isolation. You can’t build a resilient food system with disconnected farmers. We need: → Networks of experienced growers → Slack groups, Zoom rooms, field walks → Office hours, problem-solving calls, market intros → Shared vendor contacts, warning systems, and crop success stories This is infrastructure. It’s just invisible. Without it, burnout becomes inevitable. Because farming is hard enough — doing it alone is impossible. You want to increase farm retention? Build a mentorship system that scales. You want new farmers to survive the first three years? Give them a community, not just a course. Training ends when the workshop closes. Mentorship lasts through the harvest. We need more of that. No one farms alone — and no one should have to.

 A Reflection After Interviewing Fresh Graduates!!! Over the past few weeks, I have been recruiting through the PSEB program and had the chance to screen and interview hundreds of fresh graduates. While the process was exciting and gave me a chance to witness the raw potential of our youth, it also left me with some heavy thoughts. What struck me most was how unprepared many of them seemed, not because they lacked talent, but because they lacked guidance. Simple things like how to communicate, how to express their thoughts, how to confidently put forward their concerns were missing. I am not saying that everyone must speak perfect English, but since it is the language of professional interaction, especially in IT and for those dreaming to work with international clients, it becomes an important skill to have. Another thing I noticed was the invisible strings of family expectations. Families always want to protect and guide their children, and the intention is nothing but love. But sometimes in the process, graduates are not given the space to explore their true interests or discover their calling. The profession one chooses is not just a job; it is something they will live with every day of their lives. If we give them protected freedom to make choices, they will not only learn decision-making but also build the confidence to stand on their own. I also could not help but wonder why so many lacked mentors. Wasn’t there even one teacher or guide who could help them recognize their natural skills and align them with the right profession? A mentor at the right stage can change the entire course of a student’s future. Most importantly, there is a need to rethink how we view learning. Education should not be limited to vertical growth within a single discipline. True growth comes from horizontal learning, from being curious, from exploring beyond one’s degree, and from developing the discipline to keep learning, adapting, and improving. Our youth are bright and full of promise. What they need is not judgment but encouragement, space to explore, and timely guidance. With confidence in their voice and the habit of lifelong learning, they will not just enter the professional world, they will thrive in it. If you, as a professional, can guide them in any way, please do. Every bit of mentorship counts.🌸 P.S: And being a Zillennial, I'm in awe of this Genz. 🤞

One question that I’m often asked by companies is how they ought to manage the pairing process for their mentorship/sponsorship programs. The long and short of it is this: #mentorship programs (note that there isn’t a ton of research on #sponsorship programs because these are relatively new – reach out if you want to work with me on this question!) seem to work best (if we define best as mentor/mentee #satisfaction) when both parties have some sense of #choice in whom they are matched up with AND if mentors receive #training. But back to the pairing process. A new paper looks specifically at the preferences of mentees and finds that women have a huge #preference for same-gender mentor/mentee pairings, much more so than men. Yana Gallen and Melanie W. look at activity on an online college mentoring platform that connects current students with college alumni. They find that women students are 21% more likely to reach out to women alumna than are men students. This is true even though women mentors are 13% less likely to respond to messages from women students than are men mentors. Is this lack of responsiveness due to being overwhelmed with messages from women students? Not so; men and women mentors receive about the same number of messages (although who knows how many mentees they have off the platform). Gallen and Wasserman wondered how far this gendered preference would go. They conducted a study in which participants had to choose between men and women mentor pairings, but critically, they also varied the #occupation of the mentors (to see if students’ gender preferences would override preferences for matched occupation) and whether the participant had access to information about the mentor’s #quality (via ratings purportedly provided by prior mentees who had worked with the mentor). They find that women students will give up matching with a mentor in their desired occupation to work with a same-gender mentor. Meaning, shared gender matters more to them than shared occupation. However, information about mentor quality mattered; once students could see if mentors were rated as high or low quality by prior mentees, women students’ preference for same-gender mentors disappeared, choosing whichever mentor had higher ratings. What this suggests is that absent other information, women assume that women mentors are higher quality than men mentors. So, coming full circle, mentorship programmers ought to provide mentorship training that ensures that everyone has high quality mentors. Sharing that mentors have undergone this training could help allay concerns women mentees have about being matched with a cross-gender mentor (who would otherwise be presumed to provide lower quality mentorship). This would also be helpful because to the extent that women mentors tend to have more mentees than men mentors (what some consider part of the #gendertax), this could shift some of that burden. Link to the paper: https://lnkd.in/gm95qkm4

Nearly half of the construction workforce is walking away well before they've even really started. 40% of apprentices are dropping out in their first six months, according to a new report from RAND research. Why? Apprenticeships and mentorship programs are often outdated, uninspiring, and fail to engage the new workforce. Gen Z doesn't want to spend years in rigid systems—they want dynamic learning experiences, clear career growth, and opportunities that align with their digital-first mindset. At the same time, many senior workers feel overlooked and undervalued. Why mentor someone when there's no clear reward for the effort? This leaves us with a massive knowledge transfer problem that's only getting worse as retirements loom. Here's what else the report had to say: -500,000 new construction workers needed in 2024—current pathways will only fill 40% -Only 60% of apprentices complete programs, even fewer for women and minorities -One mentor per apprentice required by federal guidelines makes it difficult to scale -A stark generational divide: older workers use informal networks, younger ones turn to tech The solution? We need to: -Make mentorship rewarding and celebrated - create real incentives for passing down expertise -Build training that fits modern workers' lives - accessible, digital, on-demand learning -Show clear career progression - map out the path from apprentice to skilled professional with concrete milestones and rewards The stakes are high. Without addressing these gaps, we risk falling further behind in building the skilled workforce that's essential to our economy. The industry must innovate—or risk irrelevance.

#1. A mentor’s guidance helps you avoid costly mistakes and navigate firm dynamics faster, allowing you to focus on growth rather than learning everything through trial and error. #2. Mentors who’ve made partner know the firm's unspoken expectations and unwritten rules. They can provide insights into what really matters in partner evaluations. #3. Working with a senior mentor gives you a broader view of the firm's goals and challenges, helping you align your work with strategic priorities—an essential skill for future partners.   #4. Your mentor can connect you with influential stakeholders and decision-makers within the firm, opening doors to opportunities and helping you build the relationships needed to rise.   #5. In the Big 4’s competitive environment, candid feedback is rare. A mentor offers the constructive criticism you need to grow, particularly in areas you may not even realize are holding you back.   #6. Aspiring partners must lead teams, manage clients, and influence others. A mentor helps refine your leadership style and offers advice on managing people, clients, and difficult situations.   #7. Politics are unavoidable in any large firm. A mentor can guide you on how to navigate power structures, avoid missteps, and build alliances that support your career trajectory.   #8. Mentorship is a two-way street. While mentors guide you, they also benefit from the relationship by staying connected to emerging talent and new ideas. Don’t hesitate to share your insights, and be proactive in the mentorship relationship.   #9. A good mentor challenges you to take on roles or projects that push your boundaries, helping you build the resilience, adaptability, and skills necessary for partnership.   #10. Not all mentors are a good fit. Finding the right mentor requires intentionality—look for someone whose values, leadership style, and career path align with your aspirations, and who is genuinely invested in your growth.

I was recently approached by another organization seeking advice on launching a mentoring program — how to gain buy-in, where to start, and what to prioritize to ensure it makes a real impact. It reminded me just how much I love this space. Mentoring isn’t just a program — it’s a powerful way to invest in people, build connection, and foster long-term growth. Having helped build and scale mentoring initiatives, it’s always energizing to share lessons learned, practical tips, and strategies to help others create something meaningful. A few critical areas always come up: 1. Building genuine organizational buy-in (from the top and across the org) 2. Structuring the program to meet people where they are — not a one-size-fits-all 3. Equipping mentors and mentees with tools to succeed 4. Measuring what matters — and using feedback to evolve People development has always been a passion of mine, and mentoring remains one of the most human, impactful ways to do it. If you’re working on something similar or thinking about launching a program — happy to chat or share ideas! #mentorship #leadershipdevelopment #humancenteredgrowth #mentoringmatters #careergrowth

Last week, I met the team of Orah Nutrichem Pvt. Ltd. to conduct an ‘𝐎𝐫𝐢𝐞𝐧𝐭𝐚𝐭𝐢𝐨𝐧 𝐬𝐞𝐬𝐬𝐢𝐨𝐧’ of the mentoring journey I will be facilitating for their them. These are one-to-one sessions wherein people from cross functional roles will interact with me about their aspirations, challenges, fears, dreams, and I will be handholding and guiding them in this journey. I will also be wearing the hat of an ‘enabler’ and ‘friend’ where a safe space will be provided for them to share their thoughts and feelings. This is going to be a year long journey, with meeting each one of them once, every month. The benefit of this type is in relationship approach and connection. A mentor and mentee can focus on the exact development needs of the mentee and, as a result, speed up the entire growth process. One-on-one mentoring is also suitable for succession planning. In the words of the Director, Rohit Dubepatil “I want to have this program so that it helps build individuals to their highest good’. People will receive salaries every month, however if they can benefit from a sounding board to grow themselves further, the purpose of this program is achieved.’ When organizations decide to 𝐢𝐧𝐯𝐞𝐬𝐭 𝐢𝐧 𝐚 𝐦𝐞𝐧𝐭𝐨𝐫𝐢𝐧𝐠 𝐩𝐫𝐨𝐠𝐫𝐚𝐦, the benefits are multifold: 1)  A mentorship program can inspire or challenge participants to get outside their comfort zone and learn something new. Being in a mentor/mentee relationship can also improve job satisfaction, as 90% of employees with a career mentor reported being happier at work. 2)  Mentoring can expand a mentee’s professional network as mentors often introduce mentees to other professionals to facilitate opportunities for organizational collaboration, and career advancement. 3)  Mentees can become aware of their own emotions and build up their EQ. By sharing their fears, challenges and struggles in a safe space provided, they get an opportunity to reflect, challenge and check emotions which help them and hinder them. 4)  Mentors can provide fresh insights into a situation, process, or business from a different angle. Mentees can learn how to do something for the first time, gain a better understanding of the business, launch new projects, organize the work of a department, and much more. 5)  Mentorships are an engaging way for mentees to learn more about leadership, making decisions, growing businesses, or managing departments. In the long run, the mentee can adopt the mentor’s leadership style, while mentors can use their mentorship experience to improve and practice their leadership skills. 𝐃𝐨 𝐲𝐨𝐮 𝐰𝐚𝐧𝐭 𝐭𝐨 𝐢𝐦𝐩𝐥𝐞𝐦𝐞𝐧𝐭 𝐚 𝐦𝐞𝐧𝐭𝐨𝐫𝐢𝐧𝐠 𝐩𝐫𝐨𝐠𝐫𝐚𝐦 𝐢𝐧 𝐲𝐨𝐮𝐫 𝐨𝐫𝐠𝐚𝐧𝐢𝐳𝐚𝐭𝐢𝐨𝐧? 𝐋𝐞𝐭’𝐬 𝐡𝐚𝐯𝐞 𝐚 𝐜𝐨𝐧𝐯𝐞𝐫𝐬𝐚𝐭𝐢𝐨𝐧. #MeetaMeraki #Mentoringprogram

Finding and managing mentors for teens can be a game-changer in their personal and professional development. According to MENTOR: The National Mentoring Partnership, young adults who had a mentor are 55% more likely to enroll in college and 78% more likely to volunteer regularly. These statistics highlight the profound impact mentorship can have. Here are some effective strategies for seeking and managing mentors for teens: Identify Needs: Understand the specific areas where teens need guidance, such as career advice, personal development, or academic support. Match Wisely: Pair teens with mentors who have relevant experience and can relate to their interests and goals. Set Clear Expectations: Establish mutual goals and expectations to ensure a productive mentoring relationship. Provide Training: Equip mentors with the tools and training needed to effectively support and guide teens. Regular Check-ins: Schedule consistent meetings to maintain momentum and address any challenges promptly. Encourage Feedback: Create an environment where both mentors and mentees can provide feedback to improve the mentoring process. Investing in mentorship programs not only benefits teens but also enriches the mentors' lives. Let's create a network of support that empowers our youth to thrive! #YouthMentorship #FutureLeaders #TeenDevelopment #MentorshipMatters #CommunitySupport #Guidance #Empowerment #MentorMatch #BenSalmi #Family Together, we can foster a brighter future for the next generation.