280. Future Proof With a Mentoring Culture

In the final in our 4-part focus on Mentoring, we dig into why mentoring is a serious advantage in a world where roles are changing fast and teams need to adapt without losing hard-won practical wisdom. 

We share how mentoring builds confidence, transfers knowledge across generations, and turns culture into a real engine for collaboration and growth. 

Hearing from an incredible range of real life mentors and mentees, we hear how:

• mentoring is an enabler to thrive through rapid change and role disruption 
• why mentoring is not just for new starters and not a “fix,” it is a growth tool 
• knowledge transfer that stops expertise walking out the door 
• two-way learning across generations that blends experience with fresh perspective 
• cross-functional mentoring to reduce friction and break “them and us” dynamics 
• “you’re never too young to lead, and you’re never too old to learn” as the mindset shift 
• mentoring as live learning that moves faster than strategy documents 

And all it needs, is to simply start by pairing two people and letting it grow 

Transcript

Why Mentoring Matters Now

SPEAKER_02 0:03

Devs! Law, are you all right? Yeah, I'm doing really well. I am loving this focus on mentoring.

SPEAKER_05 0:10

We've had some great quality conversations, haven't we, with different people about it because they're sort of buzzing from it and realizing that yeah, they could be either a mentee or they could be a mentor. And I love that.

The Future Of Work Shockwave

Mentoring As Knowledge Transfer

SPEAKER_02 0:23

Yes. And like coaching, you know, coaching isn't for the people that can't do stuff. So it's coaching isn't, you know, a punishment. No, you you have a coach to then get even better. And mentoring isn't just for what happens on day one in a brand new role, you know, when you're really young. In fact, mentoring can happen and have benefits at any stage of our careers. And yeah. Why did we want to focus on this four-part focus looking at mentoring? Because could it be that mentoring is the enabler to be able to uh thrive at an organizational level as we see rapid widespread change happening all over our kind of different industries? And in the World Economic Forum report, December 2025, when they were doing almost like a five-year map, so between now and 2030, the stats that they are saying employers who contributed to the report said is there's gonna be 172 million new roles generated with 92 million roles gone. So there is gonna be some choppy change of where, you know, not all these things are gonna happen kind of in a slow and steady way, but let's not panic, Debs, let's get mentoring because could mentoring be the vehicle that can enable us to be able to pivot, to be able to share professional um etiquettes and processes and cultural stuff in a cheap and really speedy way.

SPEAKER_05 1:54

Oh my god, I love that. And listening to what some of our little snippets and people that shared their experience of what they think could make a difference was incredible.

SPEAKER_02 2:03

It sure does get you thinking about knowledge management and knowledge transfer, doesn't it?

Cross-Team Mentoring To Reduce Friction

SPEAKER_05 2:09

Yeah, it really does. Yeah, yeah. I think you're right because those organizations that do manage mentoring um or encourage it and manage it well actually protect and transfer that knowledge across generations so it doesn't walk out of the door and it's it's not lost. Um, and I just think it just creates that deeper collaboration within teams and within people because there's a stronger relationship there. Um, and I think it encourages that continuous learning because we always have to, as you said, move with the times, and if if that's what you know is coming out of that, you know, 172 million rolled, 92 million gone, it's like, whoa, what do we do? You know, how do we collaborate even more than we are? So we have that um the human, the human edge, as you always say, um, and that's gonna be the massive difference, isn't it?

SPEAKER_02 3:02

Yeah, and so if you can be really strategic with your mentoring, so where are there pockets of the organization that need to collaborate better? You know, you using the uh the collaborate word. So let's say that there are some moments of friction or there are some obstacles that are happening between, I don't know, a sales team and an operational team. Well, what an exquisite little mentor partnership to create. And actually, we've seen that in some of the big um leadership programs that um our team have been working on over the years. When you're able to put, when you ask a client, so which teams, which departments, which functions need to collaborate better? Brilliant. Let's get up those mentoring partnerships, not in the same vertical, but let's get it across because not only does that create less of a them and us culture because you see the real person behind you know the task list or the email, but what a fantastic then way to be able to positive gossip and share the or the intangible info around the organization or in different geographies.

SPEAKER_05 4:07

Yeah, I think that's amazing, really. And I think that two-way learning as well and understanding is what a couple of people said. Um, and that the one thing I really love was that some you know said talent feels valued. So, you know, you you join that organization um because you you've got the talent to be able to be part of it, and I think that's where you know the mentoring can really help that your talent actually feels valued here and that you matter. Um, and I think that's what a couple of people shared with us um in order to create that space for it to happen. So, should we take a listen into a few more people?

SPEAKER_00 4:44

A strong cultural mentoring helps industry stay resilient because it accelerates learning and knowledge sharing between the generations. Every industry goes through cycles and different moments of change, whether that be technology, new ways of working, or shifting expectations from employers and also customers. Mentoring helps transfer experience while also bringing fresh perspective into the conversation. It's not necessarily just senior people guiding junior colleagues, it can be two-way learning where new ideas and digital thinking come up the chain as well. The reality is the different generations bring different experiences and viewpoints, and mentoring helps connect those together to create strong industries but also stronger organizations. When mentoring is a firm part of the culture, organizations develop people faster, build stronger leadership pipelines, and create environments where talent feels supported and valued. Ultimately, that's what future proofs industries. People continuously learning from each other and building strong professional relationships.

SPEAKER_03 5:53

We already know that we have an ageing population and that we are using AI and technology a lot more. We also know we're going to have a multi-generational workforce with up to five generations working in the same organization. And there's a fantastic opportunity to really support in keeping the knowledge and keeping the expertise within the organization as people move out of employment into retirement. It's really about saying we're going to support individuals who come in, we're going to guide them, we're going to offer them a safe space to learn and understand, we're going to share best practice and lessons learned so they're not having to go and do the same things that we've already done, but then allow them to be authentic in how they choose to incorporate those lessons.

SPEAKER_01 6:44

I think for me, if industries want to really future-proof themselves, they need to invest in the people as much as performance. I think a mentoring culture transfers a knowledge before it walks out the door. It connects generations, it builds belonging and accelerates growth as well. And as AI becomes part of everyday work, human capability becomes a real differentiator. Strategy can be automated, task can be automated, but character, judgment, leadership, that's definitely developed through reflection and conversation. I think mentoring creates environments where people are constantly growing, not just in their role, but in themselves. And when you build a workforce committed to working harder on themselves than their job descriptions, you don't just future-proof an industry, you're future-proofing its leadership. Technology will keep evolving, roles will keep changing, but if we commit to growing people, if we mentor with intention, we won't just keep up with a future, we'll shape it.

SPEAKER_05 7:47

So Law, I have a question for you. I know I've asked you a question on the last couple of our pods, but I've got another one for you in relation to um, I suppose, the culture piece and paying it forward. So, Laur, if someone listening to this thinking, I'd love to mentor someone, but I'm not sure I'm experienced enough, what would you say to them?

SPEAKER_02 8:10

I would say, I always remember Dr. Kofi and Ann, who at the point where I read this little quote was um the the head of the UN. You're never too young to lead, and you're never too old to learn. Oh wow, that's that's amazing. Absolutely. So get over anything, any setback you have in your mind, obstacles around age or experience, because in a parallel universe, there's someone going, Oh, I'm too old to mentor, you know, I'm too stuck in my ways. So actually, age and perception of age is such a mindset and a frame, um, anyway. So um I think you know, even if you're at the start of your career, we all have different perspectives. And imagine that you're like a sensor within that organization. So you're sensing information and absorbing data that you're the only person that is absorbing that. So, kind of in a nice way, get over yourself and get into the service that you know that you share in that knowledge exchange. And one of the easiest ways to do it in almost like a humble way is what are some of the challenges that you had as you were getting your head around your new role? What would have been really helpful for you at the start? And even if you've only just passed your probation, just think how that seven-month experience perspective would have helped you when you were only seven days in. So I think you're never too old or young to mentor because it is an attitude to life. How are we going to support each other to thrive and move forward? And um, just sort of putting a bit of a lighthearted quip on it, for anyone who is wanting to have any kind of state pension at some point when they retire, it is in our personal finance interest to help next generations behind us thrive and evolve. Otherwise, you know, no tax, no, no, no tax revenue, no state pension. So I'm playing the long game here, Debs, about how although the the industry you might be part of might be long gone by the time you're kind of uh, you know, looking to retire, actually, what legacy could that time have brought that actually is not only useful for people right now, but you know, we're if you if we're we're all we're all um we're all crew on planet earth, aren't we, Debs?

Culture Beats Strategy With Live Learning

SPEAKER_05 10:23

Yeah, that's very true. And I think that's um, you know, when mentoring, I suppose, becomes part of the culture, learning does travel faster than any strategy document ever could. Um you know I have to think about strategy documents, it's just a plan, really. Come on now. But if we can actually encourage the mentoring relationship, you don't need to wait for a strategy document. You can, you know, you can make it happen in those relationships as well. So yeah, that's always something that always sticks with me.

SPEAKER_02 10:50

Oh, Debs, you've got me thinking, is it there's Peter Drucker, the famous phrase, um, culture eats strategy for breakfast, which I've never I never really understood. But I think what it means is is you could have the best strategy document ever, but if everyone hates everyone, then that you're not gonna have the strategy. So is that the right way? Yeah, the right. That's exactly it.

SPEAKER_05 11:09

Yeah, that's exactly it.

SPEAKER_02 11:10

Okay, so this would this would be this would be a uh a build on that famous phrase, culture eats strategy for breakfast, yeah, and mentoring is your protein shake, Debs.

SPEAKER_05 11:19

Oh lore, I love that bit. That's amazing. And I think a couple of people sort of alluded to the facts about that human aspect, the culture of sharing as well.

SPEAKER_02 11:29

Oh, Debs, do you know what I loved listening to the uh the different voices was how um just how all of them were saying mentoring is is a no-brainer in terms of being to set those foundations for the future. And you know, if we're gonna be really realistic about it, there might be some industries and professions that are really gonna be transforming quite rapidly over the next couple of years. And it's not just AI, there's other, you know, kind of changing things that are impacting our world of work landscape. But let's not panic, let's get mentoring as the way to be able to um really uh shape things along in an inclusive way where we're able to bring every as many people along as with us as possible.

The Legacy Of A Great Mentor

SPEAKER_05 12:12

Yeah, I love that. And on that, I've got one very last question for you, Laura, putting you on the spot with this one. If you found a mentor or you became one, what difference do you think that could make to people's careers and confidence in the future?

SPEAKER_02 12:29

An immeasurable amount of difference. Love it. And in fact, do you remember how kind of goosebumpy I got when you asked me about an early mentor in my life? Yes. And um, and I mentioned about Carly. I can remember right now, so I'm you know 49 years old now, and I can remember being a 23-year-old girl, really, you know, in the kind of the big world of work doing recruitment sales training, you know, that eight for the fate-hearted. And she was just there, not holding my hand as such, but side by side. And um, I can't, you know, I can't I can't underestimate the impact that those early mentors had on me. And imagine hearing someone say that about you.

SPEAKER_05 13:11

Oh my god, yeah.

SPEAKER_02 13:12

Imagine someone saying, our colleague Lynns calls this the partner test, which I thought was a brilliant way of talking about it, which is where you're walking down the street and you're with your partner, and then an ex-colleague passes you, and you kind of go, Oh, hello. And then your partner then goes, Who's that then? And it's how you get described that then gives you your legacy, then, you know. And imagine if you overheard someone saying, They were a real mentor to me in the early days. So I think the benefit it can have is immeasurable. Um, and you know, a mentor doesn't have to be forever, so you're not kind of you know, chained to each other like a ball and chain with L and D, like you know, you know, photo um chasing you up for your paperwork and stuff. It is a uh yeah, it's it's a it's a relationship. But I think the difference is huge, and that's on a personal level. Yes. If I look around me on a professional level, sector by sector, those um sectors that are um creating uh an environment where mentoring is seen as cool, it's seen as something that is worthwhile investing in. There's just an energy of optimism that I think is then gonna you know who knows what the future's gonna hold, but it's much it's a much more pleasurable space to be in when you're looking forward to the future rather than dreading it and kind of you know trying to hold on to the current state because that that's that's not a healthy place to be.

Start Small And Make Mentoring Real

SPEAKER_05 14:34

No, that definitely isn't. Oh my god, I love that. I suppose therefore that leads into mindful to action on this one, actually. If you are a leader or part of an organization, asking yourself this question, which is how are we helping our people learn from each other? Um, because I think mentoring it's not um just a nice to have, I think it's absolutely a game changer because it will build the confidence in individuals, it actually grows the talent that you've got in. Um, you can future proof the next generation of leaders coming through. Um, and people will want to come and be part of that if if you've got that right. So, yeah, ask yourself this leaders, managers, anybody, you know, how are we helping our people learn from each other? And if you're not and you can't answer it, go and do some work on it.

unknown 15:23

Oh, I love that.

SPEAKER_02 15:24

And as I was talking about in uh uh an article I was um putting together this week, if there's no live learning happening in your organisation, the clue's kind of in the name.

SPEAKER_04 15:34

Yes, that's true, Law. Yeah, yeah, that was really cool. Live learning.

SPEAKER_02 15:39

Yeah, and mentoring is that live learning in that moment, and you don't have to wait until everyone's available or a boardroom is available, or everyone can go on that Teams link, like it's there and it can happen. So, my share of the secret would be who do you know in your personal professional network for whom um setting up a culture of mentoring would be useful? Rather than having that as an overwhelming massive project, you can start off with just setting up two people to be able to be mentor mentee, and uh from that it can then grow. And sometimes it's just creating the email to say hello, meet your mentor, meet your mentee. I'll leave you then to be able to sort of you know to to meet or to work out how you're gonna do it. So it's not very labour intensive because you're almost creating that that connection, that's the value that you can bring in terms of future proofing.

SPEAKER_05 16:28

Oh, I love that because yeah, I suppose therefore mentoring turns potential into possibility. Oh, and the possibilities are endless, right? If you start to really get creative with it, um, and yeah, I think that's what we need to think about. Yeah, what is the possibilities that we could create? Oh, how exciting!

Next Topic Powerful Presence

SPEAKER_02 16:49

Yeah, love it. So, our hope and intention for this four-part focus looking at mentoring as the enabler to take us from current state to goal state in our rapidly evolving world of work. And we thought we'd mix things up a little bit by hearing from an array of incredible people, leaders, um, uh, in all shapes and sizes, across all different organisations. So, huge thank you to those of you who contributed to that. And we'd love to hear your thoughts as well about what mentoring looks like for you and your world and your experiences of either being a mentor or a mentee, because the confidence boost that can have when you know someone is believing in you and you're having those conversations, and that leads really nicely into our new topic. Oh, we've got a shiny new topic, Lord. New toys. What are we talking about? Well, this one, Dave's, is all about powerful presence.

SPEAKER_05 17:44

Oh, okay.

SPEAKER_02 17:45

What does it mean to show up, have the impact and influence that I want? Your beautiful phrase of does the does the does the room light on your way in? What does that mean in our new evolving world of work? And as always, we're going to take some quirky as well as some head-on approaches looking at powerful presents. So, really looking forward to that.

SPEAKER_05 18:08

Oh, I'm looking forward to it. I really enjoyed this series as well. And to I said that as you said, the best bit is hearing from others because it's not, you know, it's not just from us, it's you know, people are living and breeding this all the time. So to hear what they had to say from you know, the cold face, if you like, um, I think it's just made it so uh so powerful to hear. Um, and I've loved it, it's been really cool. Yeah, yeah.

How To Stay In Touch

SPEAKER_02 18:32

Fantastic. Um, well, Devs, have a fantastic week and um let's not panic, let's get mentoring, and I'll see you on the other side. You definitely will see me on the other side. Have a good one, Laura. Love you, love you. We hope you've enjoyed this podcast. We'd love to hear from you. Email us at contact at secretsfromacoach.com or follow us on Insta or Facebook. If you're a Spotify listener, give us a rating as it's easier for people to find us. And if you want to know more, visit our website www.secretsfamacoach.com and sign up for our newsletter. Here to cheer you on and help you thrive in the ever-changing world of work.