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A great mentor can change the course of someone’s career.
They take the time to see potential that others might overlook, and steadily help that potential to take shape.
As workplaces evolve and the pace of change continues to quicken, people need more than rigid processes. They need real, human connection. That’s why at Thrive (with our recent acquisition of mentoring platform Guider – and even more recently, Huler!) we’re leading with the phrase: “Everyone else is going AI first. We’re going people first.”
Mentoring today is all about partnership. It’s about listening with intent, and supporting someone as they navigate the various ups and downs of the workplace. The influence of a great mentor outlives a single role or project, and goes on to shape how people think long-term.
Becoming that kind of mentor takes care and curiosity, among other things. You might think that being a great mentor is something that can’t be cultivated, but we believe it can. With the right mindset, mentoring becomes one of the most rewarding parts of modern working life — a shared journey that helps everyone move forward together.
Here are some practical tips to help you become the best workplace mentor you can be.
The foundation of any strong mentoring relationship is psychological safety. When people feel safe to be honest and to fail, they grow faster.
It starts by showing your own learning curve. It’s vulnerable to talk about your own mistakes, but the best mentors aren’t afraid to explain the lessons they learned the hard way as well as the wins that shaped their career. It makes you human, and sets the stage for your mentee to be vulnerable with you.
Next, make it clear that this is a space to prioritise exploration and experimentation over perfection. Phrases like “There’s no wrong question here” or “Let’s work it out together” help people relax, which in turn leads to them engaging more deeply.
After all, real trust is built through consistency and follow-through.
Modern mentoring is about helping someone think differently – not necessarily how you specifically think. Ask open questions that encourage reflection. Try:
…rather than immediately jumping in with your own solution. We’re sure that as an L&D professional, you’re well aware of the value of lived experience and coming to a conclusion yourself – and these principles also apply to effective mentoring.
When you share advice, frame it as experience rather than direction. Say “Here’s what worked for me in a similar situation” instead of “You should do this.” It gives your mentee ownership of the decision, which builds confidence in their judgment.
The most valuable mentors guide others to trust their own thinking.
No two mentees are created equal, and not everyone needs the same type of guidance. While some people need career advice, others might just want support building self-confidence or finding their voice in meetings (even if that means telling their boss they’ve been on mute for ten minutes.)
Start each relationship by asking what exactly your mentee hopes to get from the experience. Next, agree together on what that looks like. For example:
Flexibility – and your own ability to adapt to your mentee’s shifting needs – is paramount. People change roles and their priorities evolve; great mentors can keep pace with that.
It should go without saying that we’re big proponents of skills here at Thrive. We’ve built our platform around – amongst other things – the currency of workplace skills, and building those up into goals. But work isn’t just about what people do; it’s also about who they are when they do it.
The best mentors support both.
Start genuine conversations about what keeps people motivated and how they look after themselves during and after work. Ask what fills their cup and what drains it, and share what works for you.
In sharing your own experiences, you’re making balance feel achievable. That honesty matters in hybrid workplaces, where the day can slide from work to life and back again before you’ve even closed your laptop.
Mentoring should feel personal. It’s about guiding someone to grow with purpose, inside work and beyond it.
Feedback is most effective when it’s:
Make feedback a natural part of the mentoring process. Build time for reflection at the end of each catch-up. Ask what’s gone well, what’s been challenging, and what could be done differently.
When offering feedback, lead with curiosity, not judgment. “I noticed this — what do you think was happening there?” invites discussion and self-awareness.
Finally, celebrate progress. Recognising even small steps builds motivation and trust — and reminds people that growth isn’t just about reaching goals but enjoying the journey there.
Ever heard the phrase “Don’t pull the ladder up behind you”?
A great mentor creates opportunities for their mentees, rather than feeling threatened by their potential success. If you know of great networking events, share them. Bring your mentee into spaces where they can meet people within their industry and make connections – those interactions often spark more growth than any formal meeting ever could.
Also, encourage them to explore outside their usual circles. These types of relationships give them the invaluable gift of a new perspective – and, perhaps even more importantly, improve their confidence when meeting new people.
Mentors stay curious. They seek feedback and continue to grow themselves.
Mentorship works best when it feels like an ongoing exchange. Every conversation has something to teach you, whether it’s a fresh idea or a reminder to see things differently. That willingness to learn keeps the relationship full of energy.
Showing that learning is part of who you are makes it safe for others to do the same. Curiosity becomes contagious, and suddenly, growth isn’t something people chase — it’s something they live.
Great mentoring starts with a conversation — the kind that changes how someone sees their own potential. When those moments begin to ripple through a workplace, learning becomes something people feel, not just something they do.
At Thrive, we’re helping organisations turn those ripples into waves. Our platform brings people together to share knowledge and grow through connection. If you’re ready to bring mentoring to life across your business, let’s talk. You’ll be amazed at what happens when people start learning from each other.
Explore what impact Thrive could make for your team and your learners today.
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A great mentor can change the course of someone’s career.
They take the time to see potential that others might overlook, and steadily help that potential to take shape.
As workplaces evolve and the pace of change continues to quicken, people need more than rigid processes. They need real, human connection. That’s why at Thrive (with our recent acquisition of mentoring platform Guider – and even more recently, Huler!) we’re leading with the phrase: “Everyone else is going AI first. We’re going people first.”
Mentoring today is all about partnership. It’s about listening with intent, and supporting someone as they navigate the various ups and downs of the workplace. The influence of a great mentor outlives a single role or project, and goes on to shape how people think long-term.
Becoming that kind of mentor takes care and curiosity, among other things. You might think that being a great mentor is something that can’t be cultivated, but we believe it can. With the right mindset, mentoring becomes one of the most rewarding parts of modern working life — a shared journey that helps everyone move forward together.
Here are some practical tips to help you become the best workplace mentor you can be.
The foundation of any strong mentoring relationship is psychological safety. When people feel safe to be honest and to fail, they grow faster.
It starts by showing your own learning curve. It’s vulnerable to talk about your own mistakes, but the best mentors aren’t afraid to explain the lessons they learned the hard way as well as the wins that shaped their career. It makes you human, and sets the stage for your mentee to be vulnerable with you.
Next, make it clear that this is a space to prioritise exploration and experimentation over perfection. Phrases like “There’s no wrong question here” or “Let’s work it out together” help people relax, which in turn leads to them engaging more deeply.
After all, real trust is built through consistency and follow-through.
Modern mentoring is about helping someone think differently – not necessarily how you specifically think. Ask open questions that encourage reflection. Try:
…rather than immediately jumping in with your own solution. We’re sure that as an L&D professional, you’re well aware of the value of lived experience and coming to a conclusion yourself – and these principles also apply to effective mentoring.
When you share advice, frame it as experience rather than direction. Say “Here’s what worked for me in a similar situation” instead of “You should do this.” It gives your mentee ownership of the decision, which builds confidence in their judgment.
The most valuable mentors guide others to trust their own thinking.
No two mentees are created equal, and not everyone needs the same type of guidance. While some people need career advice, others might just want support building self-confidence or finding their voice in meetings (even if that means telling their boss they’ve been on mute for ten minutes.)
Start each relationship by asking what exactly your mentee hopes to get from the experience. Next, agree together on what that looks like. For example:
Flexibility – and your own ability to adapt to your mentee’s shifting needs – is paramount. People change roles and their priorities evolve; great mentors can keep pace with that.
It should go without saying that we’re big proponents of skills here at Thrive. We’ve built our platform around – amongst other things – the currency of workplace skills, and building those up into goals. But work isn’t just about what people do; it’s also about who they are when they do it.
The best mentors support both.
Start genuine conversations about what keeps people motivated and how they look after themselves during and after work. Ask what fills their cup and what drains it, and share what works for you.
In sharing your own experiences, you’re making balance feel achievable. That honesty matters in hybrid workplaces, where the day can slide from work to life and back again before you’ve even closed your laptop.
Mentoring should feel personal. It’s about guiding someone to grow with purpose, inside work and beyond it.
Feedback is most effective when it’s:
Make feedback a natural part of the mentoring process. Build time for reflection at the end of each catch-up. Ask what’s gone well, what’s been challenging, and what could be done differently.
When offering feedback, lead with curiosity, not judgment. “I noticed this — what do you think was happening there?” invites discussion and self-awareness.
Finally, celebrate progress. Recognising even small steps builds motivation and trust — and reminds people that growth isn’t just about reaching goals but enjoying the journey there.
Ever heard the phrase “Don’t pull the ladder up behind you”?
A great mentor creates opportunities for their mentees, rather than feeling threatened by their potential success. If you know of great networking events, share them. Bring your mentee into spaces where they can meet people within their industry and make connections – those interactions often spark more growth than any formal meeting ever could.
Also, encourage them to explore outside their usual circles. These types of relationships give them the invaluable gift of a new perspective – and, perhaps even more importantly, improve their confidence when meeting new people.
Mentors stay curious. They seek feedback and continue to grow themselves.
Mentorship works best when it feels like an ongoing exchange. Every conversation has something to teach you, whether it’s a fresh idea or a reminder to see things differently. That willingness to learn keeps the relationship full of energy.
Showing that learning is part of who you are makes it safe for others to do the same. Curiosity becomes contagious, and suddenly, growth isn’t something people chase — it’s something they live.
Great mentoring starts with a conversation — the kind that changes how someone sees their own potential. When those moments begin to ripple through a workplace, learning becomes something people feel, not just something they do.
At Thrive, we’re helping organisations turn those ripples into waves. Our platform brings people together to share knowledge and grow through connection. If you’re ready to bring mentoring to life across your business, let’s talk. You’ll be amazed at what happens when people start learning from each other.
Explore what impact Thrive could make for your team and your learners today.
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