Creating a Mentorship Program at Work

🚀 New Podcast Alert: Revolutionising the Workplace through Reverse Mentoring on Michael Glazer's Humans at Work Podcast🎧 In this episode, I had the pleasure of diving deep into the transformative world of reverse mentoring with Michael Glazer. 🌈💡 We explored its vital role in sparking innovation and bridging the generational gap, laying down the framework for a more inclusive and expressive corporate culture. 🌟 Highlights: - Innovating Leadership: Discover how reverse mentoring is reshaping the way we think about leadership and inclusion, directly from my experiences and insights. 🌱🤝 - Implementing Change: Step-by-step guidance on how to introduce effective reverse mentoring programs that lead to organizational transformation. 🛠️💼 - Overcoming Challenges: We tackle the common misconceptions and hurdles in reverse mentoring and Diversity, Equity, and Inclusion (DEI), and how to surpass them for better outcomes. 🚧🔄 - Trust and Success: Unravel the pivotal role of trust in the success of reverse mentoring programs, including tips on how to assess and build this crucial element. 🔒💖 - Choosing Participants: Criteria for selecting the right mentors and mentees for pilot programs, ensuring the foundation is set for success. 🎯👥 - Psychological Safety: The importance of establishing a safe space for meaningful mentorship interactions and how it can dramatically enhance the relationship. 🛡️💬 - Enhanced Communication: How reverse mentoring can improve workplace communication and connections, fostering a more united team. 🗣️👂 - Sustaining Impact: Strategies to ensure that reverse mentoring programs remain vibrant and effective through leadership commitment. 🔥🌟 Join us in this enlightening conversation as we navigate the ins and outs of reverse mentoring, offering practical advice and insights for anyone looking to make a real difference in their workplace. Let's create a more inclusive, understanding, and innovative work environment together. 🏆🤗 #ReverseMentoring #InclusiveLeadership #WorkplaceInnovation #Leadership #Podcast #HumansAtWork https://lnkd.in/e7pnDCxY

Leadership training looks good on paper, but in practice, it's broken. It trains for leadership in theory—not in reality. Most programmes: → Focus on abstract strategy, not real-world decisions → Teach frameworks, not the people skills leaders actually need → Run as one-and-done events, with no follow-through Leadership isn’t learned in a classroom. It’s found in the moments most programmes don’t prepare you for: → Leading when your team is emotionally shut down → Coaching someone who’s doing “fine” but not growing → Knowing when you’re the bottleneck—but being too reactive to fix it → Managing a high performer who’s driven by totally different values → Responding instead of reacting when you're under pressure → Leading without a title—or influencing across teams when you have zero authority → Helping team members reconnect with meaning when motivation drops → Regaining leadership presence after a public mistake or visible wobble That’s why 𝘏𝘢𝘳𝘷𝘢𝘳𝘥 𝘉𝘶𝘴𝘪𝘯𝘦𝘴𝘴 𝘙𝘦𝘷𝘪𝘦𝘸 found that 50% of senior leaders say their company’s leadership training fails to build critical skills. Companies check a box, hand out certificates… …and end up with leaders who can talk about leadership—but can’t practise it. I’ve seen it firsthand: → A senior manager I coach attended a well-reviewed programme. But when it came to the real challenge—handling tough conversations with his team—he left with zero practical tools. → Six months later, the issue was still holding him back. Performance was slipping. Morale was shaky. → What he needed was real-world coaching. So what actually works? ✅ Train for real challenges, not textbook scenarios. → 𝘎𝘰𝘰𝘨𝘭𝘦 uses job rotations that force managers to lead unfamiliar teams under pressure. ✅ Go beyond passive learning. Embed feedback, coaching and application. → A client company pairs rising leaders with mentors and coaches for continuous, real-time development. ✅ Don’t “teach” leadership—build leaders through experience. → 𝘕𝘦𝘵𝘧𝘭𝘪𝘹 gives managers decision-making authority early. Radical. Messy. And it works. A two-day workshop won’t build leadership muscle. Only ongoing, real-world development will. Is your company developing leaders or just running leadership programmes? _____________ Hi, I’m Lucy. I help leaders lead from the inside out—using emotional intelligence, intrinsic motivation, and mental fitness to create lasting impact (without burning out).

Organizations spend an estimated $160 billion annually in the U.S. and over $366 billion globally on leadership development programs. Yet, only 25% of organizations think their leadership development programs are successful. (Research from Brandon Hall Group) Let me tell you the reason this gap exists (and how to change it): Too many programs focus on how to deliver content to their team members. But there's a problem with even the best content. Only 10% of training is retained when not reinforced through real-world application (per a study cited in the HBR). Even the best leadership content will stay just that... they are simply ideas. These theories will stay theories until leadership development programs integrate ways to implement them into the day-to-day of participants through real-world application. That's why I believe most organizations focus too much on leadership training content. Even world-class content falls short when there's not a bridge built between theories and application. To get to the core of that behavior change, we need to build the bridge. That looks like: 1. Adapting content to be more strategic and integrate real business challenges that exist. When we're solving real problems, it stops being about theory. That means content may change real-time, even during a session. 2. Creating community through cohort-based learning. When we do leadership development, it's more important to create long-term resources than provide short-term content fixes. Community and mentorship create active conversation around how we want to choose to lead inside our organizations. 3. Build real-time resources for participants. This might look like conversation starters for 1-on-1s, changing team meetings to adapt content theories into practice, or providing participants access to coaches as they go through real-time challenges. Just-in-time learning is key as we go to make changes to our behavior. If you're investing in leadership development programs at your company, think about the bridges you're building between the content and your business. How easy is it for participants to see and implement new behaviors into their day-to-day? What do you think? Do you think content is king? Or do you think other components matter more for behavior-change effectiveness?

When I started out as a young diplomat, reaching out to senior colleagues felt terrifying. I didn’t want to seem unprepared or annoying, even though I had so many questions—how does the State Department really work? How do I navigate the bidding process to find my next role every 1-3 years? How do I lead effectively when I’m still figuring everything out myself? But here’s what I learned: most people remember what it’s like to be in your shoes. And so many are more than willing to help if you just ask. Once I got over the fear of reaching out, I found mentors who guided me through some of the toughest parts of my career, like: • Building influence in a large, bureaucratic organization. • Managing multi-million-dollar budgets and teams. • Learning how to have those hard but necessary conversations. • Balancing work and life as I became a parent. • Mentoring others as I moved into leadership roles. What’s key is realizing that mentorship is not a one-way street. A strong mentor-mentee relationship is a partnership where both sides learn and grow. Mentors gain insight into what emerging leaders are thinking, experiencing, and innovating. Mentees get the clarity, confidence, and strategy to move forward in their careers. The best advice I’ve received came from mentors who weren’t like me (or didn’t look like me)at all, who brought fresh perspectives and pushed me to see opportunities I hadn’t considered. And mentorship isn’t just casual coffee chats—it works best when it’s structured. Formal check-ins, shared goals, and mutual accountability make a world of difference. That structure helps you grow faster and ensures both sides get something valuable out of the relationship. The truth? The hardest part is asking for help. After that, the possibilities are endless. So, don’t hesitate—reach out, build those connections, and see where it takes you. It could change your career, just like it changed mine.

𝐅𝐞𝐞𝐥𝐢𝐧𝐠 𝐢𝐬𝐨𝐥𝐚𝐭𝐞𝐝 𝐚𝐭 𝐭𝐡𝐞 𝐭𝐨𝐩 𝐢𝐬 𝐚 𝐥𝐞𝐚𝐝𝐞𝐫𝐬𝐡𝐢𝐩 𝐟𝐚𝐢𝐥𝐮𝐫𝐞, 𝐧𝐨𝐭 𝐚 𝐩𝐞𝐫𝐬𝐨𝐧𝐚𝐥 𝐨𝐧𝐞. 𝐓𝐡𝐢𝐬 𝐢𝐬 𝐰𝐡𝐲. In today's disruptive, fast-paced world, detailed analysis and old best practices often fall short. Leaders are left feeling frustrated and isolated, grappling with challenges that no one prepared them for. I've seen it firsthand: the brilliant leader who feels they must have all the answers, bearing the weight of their role alone. This isolation is the enemy of innovation and resilience. So, where can leaders go to get real-time support and guidance to overcome these challenges? The answer often lies within their own organization, hidden in plain sight. The transformative power of 𝐏𝐞𝐞𝐫 𝐋𝐞𝐚𝐫𝐧𝐢𝐧𝐠 𝐂𝐢𝐫𝐜𝐥𝐞𝐬 - small, facilitated cohorts where leaders learn from one another. This isn't another top-down training program. It's a structured, peer-driven process that delivers profound results because it's built on genuine human connection and shared experience. Through my work facilitating these circles, I've observed three non-negotiable pillars that make them a success: 1. 𝐏𝐬𝐲𝐜𝐡𝐨𝐥𝐨𝐠𝐢𝐜𝐚𝐥 𝐒𝐚𝐟𝐞𝐭𝐲: The facilitator's first and most critical job is to build a confidential, non-judgmental space where leaders can be vulnerable and authentic. This is the bedrock of everything that follows. 2. 𝐒𝐭𝐫𝐮𝐜𝐭𝐮𝐫𝐞𝐝 𝐏𝐞𝐞𝐫 𝐂𝐨𝐚𝐜𝐡𝐢𝐧𝐠: Each session, a leader brings a real challenge. The group then engages in a process of deep listening and powerful questioning, helping to reframe the issue and uncover new paths forward. You're not just getting advice; you're developing empathy and new ways of thinking. 3. 𝐂𝐨𝐥𝐥𝐞𝐜𝐭𝐢𝐯𝐞 𝐖𝐢𝐬𝐝𝐨𝐦: These circles intentionally bring together leaders from different functions, sites, and backgrounds. This diversity breaks down silos and smashes echo chambers, bringing fresh perspectives that can reveal blind spots and new opportunities you might never have considered on your own. Leaders feel heard, recognize their struggles are shared, and build a network that fuels both personal resilience and organizational performance. Your growth as a leader doesn't have to be a solitary journey. True, sustainable development happens in a community. You are one conversation away from a new perspective. 𝐅𝐨𝐥𝐥𝐨𝐰 𝐦𝐞 Diane for more frameworks on high-performance leadership. 𝐑𝐞𝐩𝐨𝐬𝐭 this to your network to spread the idea. #PeerLearning #LeadershipDevelopment #ExecutiveCoaching #PeerCoaching #LeadershipCircles #TalentManagement #FutureOfWork #LinkedIn

Traditional mentorship programs often fall short because they rely on outdated models: one-size-fits-all pairings, vague goals, and limited engagement. The result? Missed opportunities for growth and connection. To reimagine mentorship, organizations should: ‣ Shift from transactional to transformational – Focus on building trust and meaningful relationships, not just ticking boxes. ‣ Personalize the experience – Match mentors and mentees based on skills, aspirations, and cultural fit. ‣ Integrate mentorship into the flow of work – Use technology and flexible formats to make guidance accessible and continuous. ‣ Measure impact – Track outcomes like retention, engagement, and career progression to ensure programs deliver real value. Mentorship isn’t failing because it’s irrelevant, it’s failing because it hasn’t evolved. The future of mentorship is dynamic, inclusive, and aligned with the realities of modern work! #Impact #LifeIsOn #SchneiderElectric #Forbes #Mentorship #Leadership #FutureOfWork #ProfessionalDevelopment #PersonalGrowth https://lnkd.in/epErcnVt

I’ve never been satisfied with traditional mentoring - so I tried something new last year. Traditional mentorship programs often fall into the same traps. People sign up without knowing who they’ll mentor or how they can actually help. Then there’s the time commitment issue: mentors are told to expect a few hours here and there, but end up with program requirements that require much more, leaving mentors feeling overused and underappreciated. I wanted to help people avoid these traps. With the Pioneer Council, we focused on mentors who had the skill, passion, and drive to help our cohort - and we gave them a strict rule: They were to volunteer eight hours over three months. No exceptions. Even when some mentors asked to volunteer more time after their first sessions, we said no. Why? Because our cohort needed to learn that part of being a CEO is learning to make the most of limited opportunities. If you can’t maximize the time someone gives you, you might not get a second chance. It was a harsh lesson - and it worked for everyone.  Mentors felt their time was valuable and impactful, and founders came away with meaningful insights and actionable advice. 100% of our Pioneer Council members have said they want to come back and do it again next year. Even better, our Net Promoter Score results were a 10 out of 10 (+100) meaning our participating members would recommend our program to others. This experiment showed me that rethinking the basics can lead to big improvements. Sometimes, making an impact is not about doing more - it’s about doing better with less.