Exploring Mentor-Matching Programs

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

Like it, love it, or hate it, AI is a powerful tool—and I’m having a blast flexing it. I keep seeing posts knocking AI and claiming it’s making us lazy or dumb. I disagree. Used strategically, AI isn’t replacing thinking—it’s enhancing it. Case in point: I just used AI to analyze, structure, and match dozens of applicants for our #GirlsClub mentorship program, transforming raw data into insights and ACTION. Here’s how: 1. From Spreadsheets to Smart Summaries I uploaded spreadsheets full of Protégé and Mentor applicants. AI: ✅ Extracted key details (career goals, leadership experience, mentorship preferences). ✅ Transformed messy data into structured, easy-to-read profiles. 2. Creating “Trading Cards” for Every Participant I wanted something better than a wall of text—concise, useful profiles that mentors and protégés could reference. AI: ✅ Generated individual profiles for each protégé and mentor, capturing career highlights, skills, goals, and preferences in a quick-glance format. 3. Smart Mentor-Protégé Matching Pairing the right mentor with the right protégé is an art AND a science. AI: ✅ Analyzed mentorship priorities (industry fit, leadership experience, scheduling needs, etc.). ✅ Recommended ideal mentor pairings, explaining why each match made sense. ✅ Balanced mentor workloads, ensuring fair distribution and high-value connections. 4. Delivering a Ready-to-Use, Structured Document (needs to be branded by a human, though) Once all profiles and matches were set, I had AI: ✅ Format everything into a Google Docs-friendly document for easy sharing. ✅ Ensure every single protégé and mentor had a fully detailed profile—no placeholders. ✅ Provide insights on key trends, standout participants, and takeaways for stakeholders and sponsors. So, Did AI Do My Thinking for Me? Nope. It Freed Me to Think Bigger. 🔥 Saved HOURS of admin work. 🔥 Used data, not gut instinct, to match mentors and protégés. 🔥 Got me 80% of the way toward a polished, professional doc to be shared 🔥 Created a better experience for everyone involved. The real power of AI is amplifying what we're capable of. I'd love to hear other examples of how folks are using AI to work smarter.  #AI #Leadership #Mentorship #Growth

𝗙𝗶𝗿𝘀𝘁 𝗕𝗜𝗚 𝘀𝘁𝗲𝗽 𝘁𝗼𝘄𝗮𝗿𝗱 𝗺𝘆 𝗺𝗼𝘀𝘁 𝗶𝗺𝗽𝗼𝗿𝘁𝗮𝗻𝘁 𝗚𝗢𝗔𝗟 𝘁𝗵𝗶𝘀 𝘆𝗲𝗮𝗿 𝗶𝘀 𝗱𝗼𝗻𝗲 🚀 𝗢𝘂𝗿 𝗳𝗿𝗲𝗲 𝗺𝗲𝗻𝘁𝗼𝗿𝗶𝗻𝗴 𝗽𝗿𝗼𝗴𝗿𝗮𝗺 𝗶𝘀 𝗹𝗶𝘃𝗲 𝗮𝗻𝗱 𝗼𝗻𝗲 𝘀𝘁𝗲𝗽 𝗰𝗹𝗼𝘀𝗲𝗿 𝘁𝗼 𝗰𝗿𝗲𝗮𝘁𝗶𝗻𝗴 𝗿𝗲𝗮𝗹 𝗶𝗺𝗽𝗮𝗰𝘁 𝗳𝗼𝗿 𝟰𝟬 𝗽𝗿𝗼𝗳𝗲𝘀𝘀𝗶𝗼𝗻𝗮𝗹𝘀. Back in December, when I organised my first OPEX community meetup, I introduced the idea of mentor–mentee sessions to help professionals grow in their careers. The response was incredible — nearly 40 mentees signed up, along with 20 mentors who volunteered to support them. One thing I’m especially proud of: 𝘁𝗵𝗲 𝗹𝗲𝗮𝗿𝗻𝗶𝗻𝗴 𝘁𝗼𝗽𝗶𝗰𝘀 𝘄𝗲𝗿𝗲 𝗱𝗲𝗰𝗶𝗱𝗲𝗱 𝗽𝘂𝗿𝗲𝗹𝘆 𝗯𝗮𝘀𝗲𝗱 𝗼𝗻 𝘁𝗵𝗲 𝘀𝗸𝗶𝗹𝗹𝘀 𝗮𝗻𝗱 𝗴𝗼𝗮𝗹𝘀 𝘀𝗵𝗮𝗿𝗲𝗱 𝗯𝘆 𝗲𝗮𝗰𝗵 𝗺𝗲𝗻𝘁𝗲𝗲, 𝗮𝗻𝗱 𝗲𝘃𝗲𝗿𝘆 𝗺𝗲𝗻𝘁𝗲𝗲 𝘄𝗮𝘀 𝗺𝗮𝘁𝗰𝗵𝗲𝗱 𝘄𝗶𝘁𝗵 𝘁𝗵𝗲 𝗿𝗶𝗴𝗵𝘁 𝗺𝗲𝗻𝘁𝗼𝗿 𝘄𝗵𝗼 𝗵𝗮𝘀 𝗽𝗿𝗼𝘃𝗲𝗻 𝗲𝘅𝗽𝗲𝗿𝘁𝗶𝘀𝗲 𝗶𝗻 𝘁𝗵𝗼𝘀𝗲 𝘀𝗽𝗲𝗰𝗶𝗳𝗶𝗰 𝗮𝗿𝗲𝗮𝘀. This way, the guidance is practical, relevant, and tailored — not generic. Today, we successfully launched the program, and I’m truly confident this journey will create meaningful, long-term impact for everyone involved. Here’s a quick snapshot of how our mentoring journey is structured — a 5-phase framework focused on practical learning, real workplace challenges, and continuous improvement: Mentoring Phases & Structure 1️⃣ 𝗗𝗶𝘀𝗰𝗼𝘃𝗲𝗿𝘆 𝗦𝗲𝘀𝘀𝗶𝗼𝗻 - Mentor and mentee connect, understand each other’s backgrounds, align expectations, and define clear goals. 2️⃣ 𝗖𝗮𝗿𝗲𝗲𝗿 / 𝗗𝗲𝘃𝗲𝗹𝗼𝗽𝗺𝗲𝗻𝘁 𝗣𝗹𝗮𝗻 - The mentor creates a structured learning or development plan aligned with the mentee’s goals and current skill level. 3️⃣ 𝗠𝗲𝗻𝘁𝗲𝗲 𝗔𝗰𝘁𝗶𝗼𝗻𝘀 & 𝗙𝗲𝗲𝗱𝗯𝗮𝗰𝗸 - The mentee works on agreed actions or assignments and shares progress, challenges, and learning with the mentor. 4️⃣ 𝗙𝗼𝗹𝗹𝗼𝘄-𝗨𝗽 & 𝗥𝗲𝘃𝗶𝗲𝘄 - Regular check-ins to review progress, identify gaps, and refine the learning direction. Multiple short calls will be scheduled here depending upon learning plan. 5️⃣ 𝗖𝗹𝗼𝘀𝘂𝗿𝗲 - A final session to summarise outcomes, key learning, and clear next steps for continued growth. Grateful for every mentor who volunteered their time and every mentee who trusted this journey. This is how real impact starts — one professional at a time. 💙 #Linkedin #Milestone #Growth #Success #Manufacturing #MechanicalEngineering #Automobile #Quality #SupplyChain #Leadership

Mentorship programs are a powerful way to promote growth, both for your team and your organization. From my own experience, I've learned that the most impactful lessons often come from casual conversations, not formal training. Here's how to set one up. First, identify your goals: Are you developing leadership skills? Improving onboarding? Clear objectives help shape the program’s direction. Next, pair mentors and mentees thoughtfully. Match based on skills and growth areas, not just job titles. It’s about learning, not hierarchy. Once matched, create a structure. Establish regular check-ins, set goals, and encourage open dialogue. Make sure both parties understand their roles—mentorship is a two-way street. Finally, measure progress. Collect feedback from both mentors and mentees to refine the program. Recognize milestones and celebrate success stories. A well-run mentorship program boosts employee engagement, accelerates learning, and strengthens workplace culture. As a leader, your role is to champion these relationships. Investing in mentorship today is an investment in your team’s future success. #MentorshipMatters #LeadershipDevelopment #EmployeeGrowth #WorkplaceSuccess

Mentorship is one of the most valuable resources for aspiring entrepreneurs. For students looking to launch startups or innovate, having access to experienced mentors can provide the guidance and real-world insights they need to succeed. So, how can universities build mentorship programs that truly support student entrepreneurs? Here are some key approaches: Tailored Mentor-Student Pairing – Matching students with mentors whose expertise aligns with their entrepreneurial interests ensures that the guidance is relevant and actionable. Foster Long-Term Connections – Mentorship should be more than a one-time interaction. Universities should create opportunities for ongoing relationships, offering regular touchpoints for mentors and students to track progress and provide continuous support. Emphasize Real-World Exposure – Hands-on learning is essential. Mentors should help students gain practical experience, whether through internships, startup shadowing, or collaborative projects that allow them to apply their skills. Develop Soft Skills – Beyond business strategies, mentors can help students cultivate essential soft skills like adaptability, problem-solving, and leadership—key traits for navigating the entrepreneurial landscape. Implement Continuous Feedback – Building a culture of feedback between students and mentors is crucial. It allows both sides to refine the mentoring relationship and ensures students are getting the most out of their experience. With the right mentorship structure, universities can play a pivotal role in nurturing the next generation of entrepreneurs, equipping them with the knowledge and support to turn their ideas into successful ventures. #Entrepreneurship #MentorshipPrograms #Innovation

Mentorship programs have proven to be a powerful tool in attracting and retaining Emirati talent within organizations in the United Arab Emirates (UAE). By providing structured support, career development opportunities, and fostering a sense of belonging, these programs contribute significantly to the success of Emiratisation initiatives. 𝐁𝐞𝐧𝐞𝐟𝐢𝐭𝐬 𝐨𝐟 𝐌𝐞𝐧𝐭𝐨𝐫𝐬𝐡𝐢𝐩 𝐏𝐫𝐨𝐠𝐫𝐚𝐦𝐬 𝐟𝐨𝐫 𝐄𝐦𝐢𝐫𝐚𝐭𝐢 𝐓𝐚𝐥𝐞𝐧𝐭 𝟏.𝐂𝐚𝐫𝐞𝐞𝐫 𝐃𝐞𝐯𝐞𝐥𝐨𝐩𝐦𝐞𝐧𝐭: Mentorship programs offer Emirati employees clear career progression paths, training, and skill enhancement opportunities. By investing in their professional growth, organizations demonstrate a commitment to nurturing local talent, making them more attractive to Emirati job seekers. 𝟐. 𝐂𝐮𝐥𝐭𝐮𝐫𝐚𝐥 𝐔𝐧𝐝𝐞𝐫𝐬𝐭𝐚𝐧𝐝𝐢𝐧𝐠: Mentors can help Emirati mentees navigate the cultural nuances of the workplace, bridging the gap between traditional Emirati values and the corporate environment. This understanding fosters a sense of belonging and increases retention rates. 𝟑. 𝐈𝐧𝐜𝐫𝐞𝐚𝐬𝐞𝐝 𝐄𝐧𝐠𝐚𝐠𝐞𝐦𝐞𝐧𝐭: Emirati employees who participate in mentorship programs report higher levels of engagement and job satisfaction. Retention rates for mentored employees are more than 50% higher than those who are not mentored. 𝟒. 𝐊𝐧𝐨𝐰𝐥𝐞𝐝𝐠𝐞 𝐓𝐫𝐚𝐧𝐬𝐟𝐞𝐫: Mentorship facilitates the transfer of knowledge and expertise from experienced employees to Emirati mentees. This helps in developing a skilled local workforce and ensures the continuity of organizational knowledge. 𝐊𝐞𝐲 𝐂𝐨𝐦𝐩𝐨𝐧𝐞𝐧𝐭𝐬 𝐨𝐟 𝐒𝐮𝐜𝐜𝐞𝐬𝐬𝐟𝐮𝐥 𝐌𝐞𝐧𝐭𝐨𝐫𝐬𝐡𝐢𝐩 𝐏𝐫𝐨𝐠𝐫𝐚𝐦𝐬 To effectively attract and retain Emirati talent, mentorship programs should include: 𝟏. 𝐂𝐥𝐞𝐚𝐫 𝐎𝐛𝐣𝐞𝐜𝐭𝐢𝐯𝐞𝐬: Defining specific, measurable, and relevant goals aligned with the organization's Emiratisation targets. 𝟐. 𝐒𝐭𝐫𝐮𝐜𝐭𝐮𝐫𝐞𝐝 𝐅𝐫𝐚𝐦𝐞𝐰𝐨𝐫𝐤: Providing guidelines, training, and support for mentors and mentees throughout the program. 𝟑. 𝐄𝐟𝐟𝐞𝐜𝐭𝐢𝐯𝐞 𝐌𝐚𝐭𝐜𝐡𝐢𝐧𝐠: Pairing mentors and mentees based on compatibility, shared goals, and areas of expertise to foster strong mentorship relationships. 𝟒. 𝐑𝐞𝐠𝐮𝐥𝐚𝐫 𝐅𝐞𝐞𝐝𝐛𝐚𝐜𝐤: Gathering input from participants to assess the program's success and make necessary improvements. I think mentorship programs are a critical component of successful Emiratisation strategies. By providing Emirati employees with the support, guidance, and opportunities they need to thrive, organizations can attract and retain top local talent. I strongly believe that Investing in well-structured mentorship initiatives not only benefits individual employees but also contributes to the overall growth and sustainability of the UAE's workforce. #hr #trainingprograms #mentorship #uae #emirates #employeetraining