Shally SteckerlPrincipal Consultant, Riviera Advisors, Riviera Advisors, Inc. · Helping Recruiting Leaders build predictable talent pipelines that scale and deliver top-quality hires through The Sourcing Method, solving the world’s most difficult Talent Acquisition challenges.

How Busy Leaders Can Still Mentor

Name: How Busy Leaders Can Still Mentor
Uploaded: 2026-03-27T13:15:36+00:00
Duration: 51 s
Channel: Shally Steckerl
Description: In this segment, the speaker argues that implementing a persistent, consistent, and structured formal mentorship program yields significant…

27 Mar 2026 · 1 min

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In this segment, the speaker argues that implementing a persistent, consistent, and structured formal mentorship program yields significant organizational benefits. Data cited indicate that mentees in such programs are three to four times more likely to stay with the organization and about five times more likely to receive promotions compared to those without mentorship. Additionally, mentors who provide guidance, advice, and support are themselves two to three times more likely to remain with the organization. To address the risk of losing a single mentor—a potential single point of failure—the speaker introduces the concept of a "personal board" of mentors, encouraging individuals to cultivate multiple mentorship relationships rather than relying on a sole mentor. The overall goal is to reduce turnover risk and enhance career development for both mentors and mentees.

Chapters

Whenever we have a persistent and consistent structured formal mentorship program, right, people are connecting. What the data tells us is that those mentees are like, you know, 3, 4 times more likely to stay at the organization. Interesting. They're going to get promoted about 5 times as often as those not. And the other cool part of the equation is those mentors, the folks that are sharing that information, guidance, advice, support, insights, they're 2 or 3 times as likely to stay at the organization. So when one of them leaves, well, that's where the whole paradigm of a personal board comes in. Not just one mentor. Right, like my mentor just left. I'm outta here. See ya. And sometimes that happens, but how do we eliminate and reduce those single points of failure? That's what we're trying to accomplish here.