Over $350 billion is spent on leadership training around the world every year. Yet, according to Gallup, only 21% of U.S. employees say that they trust their organization’s leadership. 

With nearly three-quarters (74%) of companies using instructor-led leadership training, this discrepancy is understandable. Like many other employee development strategies, development programs are missing a key component: leadership mentoring.

In this guide, we break down the value of mentoring for leadership development, the characteristics of impactful mentoring programs, and how you can develop successful leadership mentoring programs for your employees.

What is leadership mentoring?

Leadership mentoring is an aspect of leadership development that allows experienced leaders to share their knowledge and expertise with growing leaders. Mentoring provides employees with valuable guidance that can help them reach their career goals and full potential.

Leadership mentoring often refers to a more formal program that is geared toward building stronger leaders within the organization. It puts targeted skill development at the forefront while expanding employee networks and creating opportunities for growth. The unique benefits of mentoring make it a critical component to fostering successful leadership within an organization.

The benefits of leadership mentoring for organizations 

The immense benefits of mentoring make it indispensable for organizations seeking to develop strong leaders. Leadership mentoring outcomes for companies include:

1. Developing an internal pipeline of future leaders

One of the most significant benefits of leadership mentoring is setting up your company’s leadership for future success. Even if you have the best team of leaders today, they’re going to eventually move on to different roles or retire. 

Over time, you’ll find yourself needing to replace these leadership roles. As with hiring for many senior or specialized roles, the costs and resources needed to find the right person can quickly add up. Mentoring helps identify high-potential employees sooner and gives employees the confidence they need to seek out future career opportunities.

While internal talent pipelines help you fill these roles faster and more effectively, they also preserve institutional knowledge. Employees who have a history of organizational context are much more likely to hit the ground running in a new role. And of course, the right talent planning strategies ensure that you’re identifying and filling skills gaps, so the right people are ready to step into a leadership role when the time comes.

Mentoring and talent pipelines also promote internal mobility which impacts your ability to retain top talent. A LinkedIn study found that 64% of employees who have had internal movement within an organization are likely to still be with a company after three years, dropping down to 45% for employees who haven’t.

2. Cultivating and upskilling current leaders

Leadership skills are highly sought after with over half (57%) of HR professionals identifying leadership as a high-priority skill for their organization. 

However, many leaders aren’t quite living up to their potential. Research from Deloitte shows that only 60% of leaders in organizations show commercial acumen and business judgment. Meanwhile, less than half are seen as driving change and innovation.

With the constant ebbs and flows in the workplace over the last few years, organizations and their leaders have had to learn to adapt to changing markets and employee expectations. This has made closing the skills gap even more essential, especially in areas such as change leadership.

Leadership mentoring encourages leaders to learn and develop these skills the way people do best—from other people.

3. Fostering a diverse and inclusive workplace

Diversity, equity, and inclusion (DEI) continues to be a hot topic in the workplace. And while many organizations are making strides toward diverse workforces, diversity continues to lag is in leadership.

A 2023 McKinsey report found that the average representation of women and people of ethnic backgrounds on executive teams is still only 20% and 15%, respectively. Decades of inequities have made it challenging for underrepresented talent to step into leadership roles.

Leadership mentoring helps elevate and empower underrepresented talent. It reduces the reliance of career development on chance and unintentional (and intentional) biases and helps to level the playing field. While this applies to most types of career development, the ability for mentorship to expand networks and create growth opportunities makes it an invaluable tool for fostering diversity and inclusion at the leadership level.

4. Creating a culture of learning and development

Excellent leaders often possess exceptional soft skills (or power skills) that help them lead others. A lot of what separates good leaders from great ones aren’t technical skills that are easily taught.

Mentorship promotes knowledge sharing between employees, whether it’s learning from mentors’ mistakes or getting tips for leading a team. Mentoring programs make asking questions and gathering insights from others the norm. Eventually, developing leadership skills becomes a part of the day-to-day.

Leadership mentoring also helps organizations retain and communicate any business critical  knowledge obtained by existing leaders by passing these insights down to future ones.

The benefits of leadership mentoring for employees 

The truth is that companies invest in employee development and employee experience because of the benefits they bring to overall organizational performance. However, putting the needs and goals of your employees first can go a long way in getting you there—and leadership mentoring is no exception. 

When you implement leadership mentoring within your company, you:

1. Expand employee networks

Mentorship encourages employees to connect and learn from their colleagues—particularly across different seniority levels. For example, an individual contributor may rarely have opportunities to interact with a C-suite executive. But if their long-term goal is to be a senior leader, having access to executive leaders in their network can make a difference in if, and when, they get there. 

Having a mentor already expands their network. But as that relationship grows, that mentor can further boost their visibility by introducing them to other internal and external leaders. Even one introduction can grow exponentially. 

Giving employees access to larger networks can create a sense of belonging and support while promoting individual employee career development.

2. Create clear paths for employee development and growth

Lack of growth and career opportunities is the reason 41% of employees choose to change jobs. Leadership mentoring and other employee development opportunities are a great way to show that you’re invested in your employees’ growth. 

Whether they’re already in a leadership role or just starting out in their careers, mentorship also helps them carve a clear career path for future growth. What role could they potentially step into next? What’s the long-term goal? What are the skills and experiences they need to get there?

A great example is Dentsu Aegis. In partnership with 10KC, they launched an internal networking and mentoring program that not only boosted belonging but helped 45% of participants identify another area in Dentsu they’d be interested in working in.

We know that promotion boosts employee retention. And if employees know that a promotion is possible and you’re committed to helping them get there, they’re much more likely to stick around for the long haul.

3. Build leadership skills

The 70-20-10 learning model states that 20% of development comes from learning from others. While 10% can come from training, mentorship is a great way to help employees build the skills that they need to be better leaders today and in the future. Mentors are often able to create a safe environment for employees to ask difficult questions and try new things—without the pressure of failing.

Furthermore, when mentors can also double as sponsors, they can open the door to opportunities that allow the employee to learn and develop their skills hands-on, closing the gap on the other 70% of learning opportunities. 

4. Boost belonging 

When paired with a trusted mentor who has similar goals and interests, mentoring builds a better bond for employees between each other and the organization itself. 

As mentors and mentees strengthen their relationship, it creates a sense of affinity that translates into better belonging in the workplace, which over time can turn into better engagement and performance for employees at work.

4 types of leadership mentoring 

There are several different ways you can approach providing leadership mentoring opportunities for your existing and potential leaders. Every type of mentorship comes with unique benefits, depending on your leadership goals. They can often be used in conjunction with each other to help amplify skills development and foster employee networks.

Here are 4 common ways to structure leadership mentoring.

1. Traditional one-on-one mentoring

One-on-one mentoring is what most of us automatically picture when we think about mentoring. Traditional mentoring pairs executive leader mentors with up-and-coming leaders to promote knowledge sharing and skills development.

These types of mentoring relationships can be used to support employees from people managers to diverse and high-potential talent. The individual-level relationships make it easier to build impactful relationships. One-on-one mentoring is a great way to provide tailored support to mentees based on their specific goals, interests, and developmental needs.

2. Peer mentoring

One-on-one mentoring doesn’t need to exist exclusively between senior mentors and junior mentees. Connecting employees with other peers can help them learn from colleagues who have different perspectives and experiences. This can include connecting employees across the organization across different departments. 

Having access to peers in leadership with similar experiences can be particularly beneficial at the senior level where it can be challenging to find a professional support network.

“My experience working with senior leaders is quite often we see a pattern where the more senior a leader gets in their career and the more tenured they are in their experience, ironically, the harder it is to find other individuals to connect with. […] It's not as easy to reach out and find other peers and create meaningful connections.” - Catherine Brown, Taybridge Leadership

Peer mentoring also boosts accountability while encouraging employees to develop their skills collaboratively. It expands networks so employees can work better together and be more productive in their current roles.

3. Group mentoring

Group mentoring pairs one executive with several employees in smaller round-table discussions. Holding office hours and Q&As are all forms of group mentorship.

While individual mentoring is incredibly valuable for both mentors and mentees, in some instances it makes more sense to reduce the time commitment for everyone involved. Especially when leaders have limited time to dedicate to mentorship.

For example, it might make sense for directors to have one-on-one mentoring opportunities with C-suite executives. However, mid-level managers can benefit from group mentoring opportunities with executive leaders. While employees in group mentoring don’t necessarily get individualized support, the small group setting provides visibility and direct access to senior leaders that may not otherwise be available to them.

4. Reverse mentoring

Mentoring should always be a two-way street. However, reverse mentoring formalizes this. It shows that even younger or junior employees can bring value to senior leaders. Whether it’s helping familiarize executives with cultural references or providing a more technologically advanced perspective to the workplace, reverse mentoring can be exceptionally effective at nurturing leaders across all levels of the organization.

With reverse mentoring, senior leaders can gain exposure to the tools and concepts that they may be shielded from in their day-to-day roles. It also gives junior employees the opportunity to demonstrate their skills and value, while increasing visibility within the company which can lead to future career and leadership opportunities. 

Characteristics of effective leadership mentoring 

Every organization and employee will benefit from a slightly different mentorship and leadership development strategy. However, there are some qualities and characteristics that are signs of effective leadership mentoring.

The most impactful leadership mentoring programs are: 

• Collaborative: Organizations should encourage mentors and mentees to work together to make the most out of their experience. It should feel like a partnership rather than a rigid conversation.

• Structured: Curriculums and guidelines for development can help your employees and your organization reach your leadership development goals faster and more effectively.

• Flexible: While there should be a roadmap for development, it’s just as important to allow for flexibility so opportunities can be tailored to the unique needs of every mentee

• Well-rounded: Mentoring should allow for a wide variety of experiences that help employees become well-rounded leaders. In the same vein, it shouldn’t necessarily limit employees to a single mentor. Rather it should expand networks to help employees learn from a wide range of people and hear from diverse perspectives.

The role of a leadership mentor

A leadership mentor is a person who brings their own leadership experience and expertise to the table. They’re typically someone who has a proven track record of successfully leading teams and are willing to impart their knowledge to their mentee. 

What makes a successful leadership mentor? 

A successful leadership mentor helps their mentee become a better leader. This can be through knowledge sharing, skills development, or even creating hands-on learning experiences. They should be able to use their own experience to set realistic goals with their mentees and help them get there.

The best mentors are often leaders who:

• Have relevant leadership expertise and experience.
• Possesses strong communication skills and can provide constructive feedback.
• Are empathetic, able to listen, and provide honest feedback.
• Open to new perspectives and learning from their mentees.

What makes an ideal leadership mentee?

Mentor-mentee relationships can only thrive if both parties are willing to put their best foot forward, including the mentee. A mentee can make the most of a leadership mentoring experience if they:

• Are an existing leader or show potential as a future leader.
• Are willing to learn from others.
• Are open to feedback and constructive criticism.
• Are willing to take action with the insights they’ve gained from their mentor.

Tips for building leadership mentoring relationships 

As you start to think about how to create leadership mentoring matches, here are some quick tips for creating meaningful relationships between mentors and mentees that last.

1. Pair mentors and mentees based on shared goals and interests. Simply having the right experience doesn’t always mean that two people can build a relationship. Finding common ground when making your matches can help ensure the relationship is set up for success.

2. Prioritize diversity and inclusion. Underrepresented talent can often find themselves on the back foot when it comes to employee networking and mentoring opportunities. Intentionally prioritizing diverse employees can help level the playing field and give them access to the same opportunities as their peers.

3. Expand networks beyond individual mentors and mentees. While having access to one mentor is great, where possible, pairing mentees with multiple mentors is even better. Having even larger networks can help increase knowledge sharing and multiply the impact.

4. Incorporate employee feedback. Mentoring is only impactful if employees feel like they’re getting value from their mentorship experience. Including employees in the decision-making process and incorporating their feedback can help ensure the experience meets their needs and expectations. 

How to create a leadership mentoring program

Now that you understand the ins and outs of leadership mentoring, it’s time to put a formal program in place. A leadership mentoring program initiative pairs existing and future leaders with experienced mentors to help them upskill as leaders.

Here are a few steps to help create a leadership mentoring program that actually drives results.

Step 1: Set goals and key objectives

The umbrella goal of leadership development is to promote better leadership across the organization. While this is a great thing to strive toward, it’s broad and difficult to measure. So you need to look at the underlying objectives that drive the need for leadership development. For example, are you hoping to build trust within your organization? Are you looking to boost agility? Are you looking to promote diversity?

Answering these questions can help you set your key objectives and set your program up for success. Some examples of objectives might include: 

• Increasing the ratio of diverse employees in managerial and leadership roles across the organization.
• Increasing internal mobility and rate of promotion within the company.
• Increasing the willingness of employees to support organizational change.

Tip: the best corporate mentoring goals should follow the S.M.A.R.T framework. 

Step 2: Establish a structured mentoring curriculum

While mentoring isn’t always structured, in a corporate setting it’s often helpful to provide guidelines and frameworks that can help keep employees motivated and on track. 

Some examples of what you might include in your mentoring curriculum are:

• Structured meeting cadences to help foster stronger mentor-mentee relationships.
• Discussion guides to create meaningful conversations.
• Pre-work and post-meeting action items to help make the most of these valuable conversations.

It’s important to consider how your curriculum can flex and be adapted to the individual growth needs of your employees.

Step 3: Create meaningful matches

Relationships are the foundation of every mentoring program, which means you need to create the right matches between employees. By strategically pairing mentees with suitable mentors, you can eliminate unnecessary biases in the matching process to create an equitable experience so that everyone can 

Step 4: Measure and optimize

Development programs don’t end at implementation. It’s important to measure the impact to effectively communicate ROI to stakeholders. It’s also crucial to be able to make changes to the program that allow for the maximum impact on your goals and employees.

Areas you can collect feedback and insights include:

• Program participation, engagement, and adoption
• Feedback after interactions 
• Progress on your talent experience metrics.

These areas can help you identify where your program is excelling and where it might be falling short of expectations so you can make changes to improve over time.

Step 5: Onboard the right tools

Mentoring programs can be a large undertaking. There are a lot of moving parts required to create a mentoring program that reaches your goals. Having the right tools in place are key to streamlining this process.

Mentoring and employee experience tools, such as 10KC, can make the process of implementing programming and onboarding participants easier. 10KC’s corporate mentoring software helps busy talent teams create and execute leadership mentoring, so you can spend less time matching employees in spreadsheets and more time working toward your talent goals.

With 10KC, you can:

• Make unbiased mentor-mentee introductions at scale in just a few clicks.
• Implement different types of leadership mentoring relationships, including group mentoring.
• Choose from a selection of tried-and-true leadership development curriculums (or create your own).
• Review feedback and insights in a custom, real-time data dashboard.
• Increase program adoption with integrations that eliminate the need for additional software and tools.

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Leadership mentoring FAQs

How is mentoring valuable to leadership?

Mentoring is valuable to leadership development as it provides opportunities for current and future leaders to learn from those who have come before them. It creates a sense of accountability and creates opportunities for learning and growth right within the organization.

 While leadership mentoring is important for all employees, it can be especially valuable at the executive level where it can be challenging for leaders to find the support and resources needed to develop their skills as leaders.

What is the role of a leadership mentor? 

The role of a leadership mentor is to help develop the leadership skills and experience in their mentee. Mentors aren’t responsible for all of their mentee’s development, but they play a crucial role in providing the knowledge, feedback, and opportunities that can help get them there. 

How does leadership mentoring benefit the mentee?

Leadership mentoring benefits the mentee by creating opportunities to learn from experienced leaders. It gives mentees a place to ask questions, work on their skills, and get valuable feedback. It can also help them create a roadmap to reach their career goals. 

Over time, leadership mentoring also broadens their networks, increasing visibility and opening up doors to new opportunities that may otherwise not have been available to them.

How does leadership mentoring benefit the mentor?

Leadership mentoring relationships are also advantageous to mentors. When it comes to leadership development, mentorship in and of itself is a form of leadership. Through mentoring, employees can often develop key leadership skills themselves, such as building relationships, driving motivation, and improving decision making. And in many cases, mentors will have the opportunity to learn from their mentees through reverse mentoring.