Mentoring involves a more experienced person sharing knowledge and skills to help others progress in their careers. It benefits both mentees through faster growth and networking, and mentors through rewarding experiences that aid their own development. Good mentors are willing to share expertise, act as role models, take personal interest, provide guidance and feedback, and motivate through example. Organizations can embed mentoring culture by including it in training agendas, prioritizing personal goal-setting, embracing direct feedback across all levels, and providing broad access to leadership. Mentoring programs ultimately contribute to a more engaged and developed workforce.

1. What is
Mentoring? How
do you embed
Organization
Culture through
Mentoring?
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2. What is mentoring
• Mentoring is a system of semi-structured guidance whereby one person
shares their knowledge, skills and experience to assist others to progress in
their own lives and careers. Mentors need to be readily accessible and
prepared to offer help as the need arises - within agreed bounds.
What's in it for us?
• As mentee
Being able to change/achieve your goals more quickly and effectively than working alone
Building a network of expertise to draw on can benefit both yourself and others
• As mentor
Mentoring is voluntary but extremely rewarding, and can benefit your own skills
development and career progression
You need to be the sort of person who wants others to succeed, and have or can develop
the skills needed to support them

3. What makes
a good
mentor
• Willingness to share skills, knowledge, and expertise.
• Demonstrates a positive attitude and acts as a positive role model.
• Takes a personal interest in the mentoring relationship.
• Exhibits enthusiasm in the field.
• Values ongoing learning and growth in the field.
• Provides guidance and constructive feedback.
• Motivates others by setting a good example.

4. How to embed mentoring in organisation
culture
• Make Mentoring Part of Agenda
To meet the mentoring goal it is essential to
incorporate the same in the organization's training
and development agenda. “The training platform
should be able to support the mentoring culture by
enabling the skill trainings and providing relevant
educational opportunities,”
• Make personal goal-setting a priority
Setting personal and team goals consistently is a
huge driver of high performance across teams. Before
we even have a first touch with a candidate, we
introduce this concept in the way we market our open
roles.

5. How to embed mentoring in organisation
culture
• Embrace direct feedback across the entire
organization
When cultivating the next generation of leaders, it’s
important to empower them to speak up and use their
voice. Core to someone’s ability to grow and improve
is knowing how to give and receive feedback.
Leadership needs to provide direction and guidance
that’s not only pointed and direct, but demonstrates
that they deeply care and want to help.
• Scale access to leadership
Leadership is core to company success, not only for
business outcomes but people outcomes too. Leaders
provide the vision and experience that inspire people
to do their best work and live the company mission

6. Conclusion
Companies benefit from mentoring
programs because they contribute to
the development of a better-trained
and engaged workforce. Mentors
help mentees learn the ropes at a
company, develop relationships
across the organization, and identify
skills that should be developed or
improved upon.