Mentoring the Next Generation
“Mentorship isn’t about making a copy of yourself. It’s about helping someone become more fully themselves—with support, structure, and clarity.”
Why Mentorship Is a Leadership Imperative—Not an Optional Nice-to-Have
For high-achieving women in leadership, mentorship is often viewed as an added responsibility—something important, but frequently deprioritized. But done well, mentoring others isn’t just generous. It sharpens your own leadership, strengthens institutional culture, and leaves a lasting imprint that outlives your individual career wins.
Research shows that mentored professionals are more likely to be promoted, stay engaged, and feel a stronger sense of belonging at work. The key? Intentionality. The best mentorships don’t just happen—they’re designed.
1. Set the Tone: Mentorship Is Not Sponsorship
It’s important to clarify the difference between mentorship (guidance, reflection, skill-building) and sponsorship (advocacy, opportunity-leveraging).
Mentorship asks:
“What do you need to grow?”
“How can I help you process this experience?”
Sponsorship asks:
“Who can I connect you with?”
“How do I position you for this opportunity?”
While both are valuable, mentorship often comes first. Be clear with your mentee about what role you're playing—and help them understand how to make the most of it.
2. Structure the Relationship—Even if It’s Informal
Ad hoc mentorship can be meaningful, but structure makes it sustainable.
Consider setting:
A regular cadence (monthly or bi-monthly)
A shared goal or development area
A format (e.g., case-based reflection, role-play, goal setting)
You might begin with:
“What would make this relationship most helpful to you over the next 3–6 months?”
Then revisit and refine as needed.
Even informal mentoring benefits from expectations.
3. Center Questions Over Advice
It’s tempting to dispense wisdom. But the most powerful mentors are facilitators of self-awareness—not fixers.
Instead of saying:
“Here’s what I would do,”
Ask:
“What options are you considering?”
“What outcome would feel like success?”
“What part of this situation is unclear to you?”
This approach builds critical thinking and confidence—without dependency.
4. Share Mistakes Strategically
Mentorship is not about projecting perfection. It’s about providing context, transparency, and psychological safety.
Don’t be afraid to say:
“I’ve handled that poorly before—here’s what I learned.”
“I was once in a similar situation, and I made a choice I’d do differently now.”
Modeling reflective leadership gives mentees permission to be human while striving.
5. Know When to Exit or Shift the Relationship
Not all mentorships are meant to last forever. If a mentee becomes unresponsive, if your bandwidth changes, or if their needs shift, it's okay to pause or evolve the dynamic.
You might say:
“Would it be helpful for us to take a step back and reassess how I can best support you right now?”
“I’ve noticed we’ve outgrown our original structure—how would you like to continue, if at all?”
Endings handled with clarity create space for new growth elsewhere.
Recommended Reading
The Mentor Leader by Tony Dungy ★
A values-based take on leadership through mentoring, rooted in service and example.Dare to Lead by Brené Brown ★
Not specifically about mentorship, but essential for those seeking to lead—and mentor—with vulnerability and courage.
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Allen, T. D., & Eby, L. T. (Eds.). (2007). The Blackwell Handbook of Mentoring: A Multiple Perspectives Approach. Blackwell Publishing.
Dungy, T. (2010). The Mentor Leader: Secrets to Building People and Teams That Win Consistently. Tyndale House.
Brown, B. (2018). Dare to Lead: Brave Work. Tough Conversations. Whole Hearts. Random House.
Ragins, B. R., & Kram, K. E. (Eds.). (2007). The Handbook of Mentoring at Work: Theory, Research, and Practice. Sage Publications.
Clutterbuck, D. (2005). Everyone Needs a Mentor: Fostering Talent in Your Organisation. CIPD Publishing.
