3 Ways To Attract The Mentor You Truly Want


Here’s a hint: You have to be a mentor for yourself before someone else can mentor you.

I have been extremely fortunate to have attracted some truly phenomenal mentors in my life. In fact, just about every success or skill set I have acquired has been the result of a mentor. Whether it was classical piano, video games, bodybuilding, music, marketing or advertising, I learned at a very young age that learning from a mentor speeds up the learning process tenfold.

And not only does it speed it up, but it teaches you nuances about the craft in a way that is nearly impossible to learn in a more formal setting, like school.

Especially in business and entrepreneurship, it seems everyone is looking for “a mentor.” To be honest, I don’t think most people even know what a mentor really is, let alone what to look for in a mentor–so let’s start there.

A mentor is NOT someone who gives you all the answers.

In fact, a true mentor is quite literally the opposite of that.

You don’t learn by being given “the answers.” You learn by being given the space to discover the answers for yourself. The mentor’s job is to help give you an opposing force to practice against. They challenge you. They push you. They question you. They look out for you. Never with the intent of impressing who they are on to you, so much as giving you the opportunity to decide for yourself who it is you want to be.

A mentor is your coach and training partner.

That said, a lot of people tend to associate mentors with people in “authority figure” positions. Truthfully, just because someone has achieved something on their own does not mean they will be a great mentor. Being a mentor or trusting yourself to the leadership of a mentor is not something to be taken lightly. Let me explain:

I will tell you from personal experience that with every mentor I’ve ever had, I become them. The relationship became so personal and so trusted that I found myself picking up things as subtle as the way they would quietly sit and listen, the way they would walk, the inflections they would use in their voice, everything. I stepped into their shoes so deeply that at some point along the journey, I realized I had gone too far, and it became a slow realization process that the goal is not to become a replica of the mentor, but rather an evolved form. The role of the student is to acquire all of the traits they want to have themselves and then combine them with their own unique set of skills.

So, how do you attract a true mentor? Not the way most people think, I’ll tell you that–and I say this from a place of experience, having attracted some of the greatest mentors in each desired field.

1. You Have To Mentor Yourself First

Whenever people talk about “finding a mentor,” it’s always outward facing. They think it’s about asking to be mentored, or to stroke egos, or to be in the right place at the right time. And sure, every once in a while those tactics might get you somewhere, but at the end of the day they’re just tactics. They aren’t a real strategy for personal growth.

The truth of the matter is that nobody worthwhile is going to mentor you until you start mentoring yourself.

Mentors are people who are fascinated by personal growth–and when they see someone with the same potential, they want to help nurture it. Why? Because it allows them to see something they have long felt was only within themselves, manifested in another. The mentor gains satisfaction in seeing his or her student grow.

In order for a mentor to see that in you, you have to first cultivate that in yourself. You have to push yourself to grow, to learn, to develop. You have to have this aura about you that is constantly unquenched for knowledge. You have to be dedicated to your own self-development, so that a mentor can recognize it and know their time won’t be wasted. A mentor wants to know if their investment in you will manifest into something great. Prove it by walking the walk on your own.

2. You Have To Be Teachable

Let’s say you attract the attention of a mentor. The first problem most ambitious students make is they walk around thinking they already know all the answers. They say, “I want to be mentored,” and then as soon as someone tells them something, they say, “Yeah, I know.”

If you already know, then you don’t need a mentor.

Case closed.

In order to attract a mentor, you have to remain open to new possibilities. You have to constantly be willing to acknowledge what it is you don’t know, or still haven’t yet mastered. You have to be in a state of both confidence in yourself and childlike wonder.

This is what really draws the attention of a mentor.

If you aren’t teachable, nobody is going to bother you. They might say you’re smart, or you’re talented, but they won’t take the time to share the depth of what they know. And it has nothing to do with your intelligence or your ability. It has everything to do with your attitude.

Be humble. Be teachable.

It’s amazing how attractive those qualities are to a mentor.

3. You Have To Be Appreciative

So you’ve found a mentor. The relationship is a mutual exchange–you learn from them, and this gives you great satisfaction, and they see their teachings manifest in you, and this gives them great satisfaction.

A lot of students make the mistake of jumping ship too soon, thinking they know everything. They obtain one little success, or they start to see themselves surpassing their peers and all of a sudden they think they’ve got it all figured out. They tell off their mentor, they start acting overly confident, and they decide to go off on their own…

…only to realize how little they really knew.

There is no “right” time to move on from a mentor. There is also no “wrong” time. If I look back at my own experiences, the roads always diverged on their own, and I have learned to just sit back in the canoe and trust in the process.

But regardless of when you feel you’ve learned enough and it’s time to move on to the next mentor, realize the gift that person has given you. Take a moment to reflect on how patient they were, how willing they were, how much they cared to give their own time to your development.

That’s a mistake I see a lot, and I mean a lot of students make, regardless of age. There is no appreciation for the time spent teaching, or the depth of knowledge shared.

I see a mentor on my path as one of the greatest gifts life has to offer–and you should do it.

Building off that, when it is time to depart from a mentor, realize that you are about to enter into a period of self-reflection. Do not expect another mentor to just suddenly appear. It’s now your time to integrate everything you’ve learned even further and do some serious inward discovery.

Once you’ve made some serious progress getting back to mentoring yourself, your next mentor will know.

And the cycle starts all over again.

Source: inc.com ~ By: Nicolas Cole

How to mentor and support other women – and help them succeed

Photo by Glenn Harvey

Pat Mitchell is a serial ceiling smasher: She was the first female president of CNN Productions and PBS and the first woman to own and host a nationally syndicated daily talk show. She is also a passionate mentor, and here, she offers practical advice on how to best empower other women.

I’m quite sure I never heard the word “mentor” while growing up in the fifties in small-town Georgia, but luckily, Mrs. Reid, my eighth-grade English teacher, was the mentor who changed the direction of my life. I’ve likewise taken my responsibility to mentor other women — and a few men — quite seriously. In fact, as I tell the organizations with which I consult on the role of women in business, I believe mentoring is one of the strategies that can close the gender gap in leadership in this country and around the world.

Mentoring is one lever we can activate to advance more women in their work, to help them gain access to capital and economic opportunities they might otherwise miss, and to be better prepared for opportunities when they come.  I believe that one of the responsibilities of being a woman who is committed to working toward a more just world is being willing to be a mentor when and where needed. All of us — mentees and mentors — are dangerous women in the making or already boldly declared to be in the sisterhood. We need the support of each other at a fundamental level that goes beyond mentoring and even beyond sponsorship.

“Sponsors” are what leading Morgan Stanley banker Carla Harris calls colleagues inside organizations who will speak up for others, who are prepared to be more than a mentor.

Sponsors are our representatives, our agents, our committed advocates. Harris has been using her sphere of influence and her powerful woman’s voice to call for sponsors as well as mentors. “Mentoring,” she says, “won’t be enough to ensure that you’ll get the promotion or the raise you deserve. We need sponsors.” I recommend Harris’s TED Talk (watch it here) for more instructions on how to be a sponsor and how to get one.

These days, I’m committed to being a mentor and a sponsor for other women as a big part of engaging further with my passion and purpose.

How can you be a great mentor? Let me share with you some straightforward, how-to advice from my personal experiences as both.

Being a mentor means matching your skills and interests

Check in with yourself before accepting a mentee. Do you have the right skills to help this person, or will you be running yourself ragged trying to find the answers to her questions? Are you genuinely interested in what your mentee is trying to achieve? If someone looks good on paper but the face-to-face meeting leaves you cold, you’re allowed to say, “I don’t think I’m the right person to help you.” Why waste the mentee’s time with a half-hearted, less connected, or less informed mentorship? Find someone who makes the experience mutually rewarding.

Being a mentor takes time

It’s important to specify your preferred way of connecting (phone, Skype, email, in person, etc.), as well as when and how often you’re available to meet with your mentee. Are you talking about a few meetings — or a long-term mentoring relationship that could last months or even years? This is a chance to set clear boundaries. If you don’t enforce your boundaries, mentoring can quickly become a time suck that leaves you feeling resentful instead of empowered.

Juliet Asante was one of the first mentees assigned to me when I agreed to be a mentor in a program launched jointly by Fortune’s Most Powerful Women conference, the Vital Voices Global Partnership, and the State Department. Juliet was a Ghanaian television and film personality who owned her own production company and wanted to learn how to grow her business. This seemed like a good match for my background.

The first time we met, Juliet set down in front of me a single-spaced list of names that covered both sides of a sheet of paper. “During our work together, I would like to meet these people in the United States,” she told me. The list started with Obama and ended with Oprah! How could I not love that chutzpah and confidence?

That began what became a two-year official mentoring relationship, with Juliet coming to New York once a month. We’d talk through specific challenges in managing her production company. I arranged for her to meet with people on her list, walking her through every step so she could make the most of the often-limited time, and I reached out to each professional connection to give them a heads up.

In some instances, Juliet and I rehearsed the meeting beforehand, and I changed her script if it was presumptuous or didn’t indicate enough understanding about this person’s scope of experience or responsibilities. We reviewed the background of every person she was meeting, looking for how Juliet could connect so the meeting would have shared value and the colleague who’d agreed to give up their time might also learn something new or gain a new perspective.

Eventually, I arranged for Juliet to meet and spend time with nearly everyone on her list. Even President Obama, when she was invited to a White House event to recognize this special State Department mentoring program. Oprah was a bigger challenge. We lucked out — Oprah had just established the Oprah Winfrey Leadership Academy for Girls, her school in South Africa, and she was interested in Juliet’s perspective on the school. They had a productive conversation, although Oprah declined to be on Juliet’s Ghanaian television program. She did agree to a photograph that Juliet circulated on social media and elevated her following.

Relying on my contacts, connections and friends to supplement in areas where my advice is more limited is always a part of my mentoring process. In Juliet’s case, it became an easier decision to connect her with helpful friends and colleagues because I took the time to develop a relationship with her, got a solid sense of her abilities and work ethic, and felt confident that the connection would benefit both parties and Juliet would treat the introduction with the respect it deserved.

Like me, many of you have probably spent years building strong relationships with others. These are your gold; protect them. I had to rein in Juliet’s ambitions and expectations once or twice, such as her request to meet Warren Buffett. You’re allowed to enforce a boundary and say no.

Being a mentor is about suggesting, not instructing

Resist the urge to provide direct advice. Instead, offer supportive advice so that your mentee has the information to make her own decisions, which she’ll then be able to stand by with greater confidence.

Catalina Escobar came through the same mentorship program as Juliet. Catalina had a foundation committed to ending the cycle of violence, unwanted teen pregnancies, and endemic and intergenerational poverty in her home country of Colombia. She’d already served thousands of girls by the time we met.

Catalina wanted specific mentoring on how to raise awareness of the challenges in her country so she could expand her programs to other countries and become a global leader for change. We made a plan to get her a speaking coach so she could put herself forward at global conferences on women and girls. I took her to conferences and introduced her to people, and she began to plan a conference of her own called “Women Working for the World”. It was successful as a fundraiser for her foundation and as a global gathering of women. Now in its fifth year, it has become a standard-bearer for women coming together to share best practices, to form collaborations across borders, and to support women working for a better world.

Catalina didn’t need a typical mentor because she’d already created a foundation, shaped a successful intervention, and proven that her model worked with positive outcomes. What she needed — and this is often the case — were outside perspectives on how to raise awareness and funding, which I was able to provide.

Being a mentor is about asking smart questions, not having all the answers

You will help your mentee more by listening closely and asking questions than by having the answer for everything. I learned this when one mentee spoke up at one of our meetings. “Could you please ask all the questions instead of me?” she said.

“Why?” I asked, a bit taken aback.

“Because I need to know what questions to ask,” she explained. “I can google the answers.”

I see my job as a mentor to help my mentee find her own answers. I’ll walk her through the list of questions she’ll need to ask, problems she’ll need to address, and people she’ll need to talk to. I want to empower her to have the confidence that she can figure it all out, not spoon-feed her the answers.

Not all mentorship ends with a sense of satisfaction

Sometimes, mentoring relationships end in frustration. You pour your heart and soul into mentoring someone, and their project doesn’t get off the ground. Or, the two of you never gel, you hear from others that your mentee overstepped, or you’re not able to provide enough of what your mentee wants or needs.

It happens. And when it does, try to resist the urge to fix it by putting more time and effort into it. Instead, be gracious and say: “I’m so sorry, but I’ve come to the end of what I can offer you.” The more experience I gain as a mentor, the sooner I realize that a particular mentee-mentor relationship isn’t going to be productive or positive, and the sooner I can tactfully pull the plug.

You’re a mentor, not a mother

It’s important to remember that mentees are not your children and mentors are not therapists. This was the hardest lesson for me, because I do tend to fall a bit in love with all my mentees. But I’ve learned to keep marriages and personal relationships off-limits — unless they’re related to their business or social enterprise. Above all, I try to be clear about what I have time to do and what I cannot take on.

As a mother and grandmother, I have to resist mothering because when I don’t, the outcome is a blurring of roles and responsibilities. This hurts my mentee and degrades her sense of agency and accountability. And it hurts me because it takes an emotional toll and eats up a lot of my psychic energy.

Being a mentor can result in lifelong relationships that continue to nurture and empower

It’s not uncommon for mentors and mentees to become collaborators. Courtney Martin is a case in point. I recently led a discussion with Courtney on inclusive leadership at the Makers Conference, the annual gathering whose mission is to lead the modern feminist movement to bring women together across all walks of life, in all industries, to advance the agenda of achieving true equality. I’ve worked with her to curate and host sessions at several TEDWomen conferences, and our StoryCorps conversation about our relationship was one of the most emotionally satisfying experiences of my life.

Sitting in that small room with a mic between us, sharing what we had meant to each other, tears and laughter flowed along with the memories of times shared and differences made in each other’s lives because we came to know each other — first as mentee/mentor but very quickly and very importantly as friends bound by mutual respect and admiration. This is what good mentoring is all about.

Source: ideas.ted.com ~ By: Pat Mitchell ~ Image by Glenn Harvey

Manifesting Miracles Through Mentoring


JoAnna A. is an amazing example of how fast your life can turn around when you connect all the dots together in the right way from getting the guidance you need.

After you hear her story you’ll see that there are no excuses.

JoAnna was a housewife in her 20‘s, a stay-at-home mother to two babies, and wife to her hard-working husband with a blue-collar job.

She had hit upon and developed a unique healing modality that she wanted to launch as her legacy.

She knew this was what she must share with the world and was determined to find a way to get it out there.

Only problem is, she didn’t know marketing or the first thing to do, but she was willing to learn and get help.

She came to my partner, Bob Doyle and me and we did for her what we urge you to do if you want to launch into the world with your message, product, business or service.

We helped shape her vision, we helped reflect back to her what could work and also helped circumvent her potentially going down a wrong path.  We worked with her to craft what made the most sense to bring her the best and fastest results, we guided her to follow certain steps, etc and then helped connect her to others to help support her.

With all the pieces now in place (of what had been once been her puzzle), she skyrocketed in amazing and lightening fast ways! And I mean, skyrocketed!

She filled her newly created paid program right away, she got positioned fast as a leading expert and in just a matter of weeks was being interviewed by top leaders in our industry.

Within just months of launching, her healing program/process was such a hit that she was already in process of certifying coaches and those in the healing profession to use her 4-step healing process (at $6500 a pop!)

Now, literally, only months later, she let us know that she is on track to having her husband quit his blue-collar job so that he can be a stay-at-home dad and SHE can be the breadwinner while staying at home with her family, and follow doing the work she loves, making a powerful impact in people’s lives, while dramatically changing her income.

Talk about LIfe-Changing!  And talk about the ripple effect that’s now been created because of how many lives she’s helped through this process of hers.

From where she was before, all of this seemed impossible.

Any ‘normal’ person would have been stopped or buried by seemingly ‘normal’ excuses, like, “Oh I’m too young” or “I have no idea how to do this!” or “I don’t know what I’m doing” to “Who am I to do this when I don’t have a degree or any credentials” to “I don’t have the money to put this out there” to “What if I go for it and it doesn’t work or I make mistakes?”, etc.

Ever have any of these thoughts come up for YOU with what you’re wanting to do in life?

She might have had those thoughts but she didn’t let those doubts or concerns or fears stop her and the best part is she knew that the best way to streamline her timeline and get it done the fastest, most effective way was to lean on the shoulders of others who could guide and mentor her.

What’s calling to you in YOUR heart?

What do you love?

Are you even trying to figure out what matters to you? Because you DO have something of value, no matter how simple, how small or even how impossible it may seem.

The most important question is:

What’s stopping you?

What impact (and income, even) could you make if you let nothing stop you and you went after launching what you love to do and what’s important to you, or even focused on discovering what your unique message or calling is if you don’t know already?

Mentors were the key to JoAnna’s success (along with her commitment to make it happen) and why she launched so quickly, effectively and powerfully.

Mentors are the backbone behind someone’s dream. Mentors have paved the path, they know the way and they can see it for you, perhaps better than you can see it for yourself.

Mentors can give you a map and direction and point you in the way of what you need to do, or even work with you in helping you achieve your vision.

Mentors also know how to help you make important connections and just one connection can open up doors for you that you may never have been able to open up yourself.

Our own Bob Proctor even shares how he went from being penniless and searching for how to turn his life around and how it was through the power of even one mentor that his life became completely changed.  As you know, since then, he’s personally mentored thousands through the years.  And through the work he does, has impacted millions of lives.  He didn’t let circumstance or doubts stand in HIS way. Imagine if he had…what then?

There are lives out there waiting to be impacted by YOU.

What action will you take TODAY to move you forward in your dream? To take on your purpose (even if it scares you)?

Don’t wait till you have it all figured it out (and don’t try to figure it out on your own either).  Take steps to get the help and guidance you need and move forward with action, even if you have whatever thoughts come up that may want to stop you.

You and what’s within you are too important to be held back by any fear or doubt.

What counts is, as the wise saying goes, “Feel the fear and do it anyway”.

The world is waiting for what’s waiting inside you.  Take your next step NOW!

Source: proctorgallagherinstitute.com ~ Image: Canva Pro

Top 5 Famous Female Mentor Mentee Relationships

Mentorship is not just great for your career, but if you have someone who can help you with your problems, cheer you on, and understand you on a deeper level, then you can succeed in all aspects of your life. While women have made a great mark in the past century and are moving past male superiority, they are still trailing behind men when it comes to professional work. Therefore, a mentor-mentee relationship is something that women of all ages and backgrounds must consider. Some of the world’s most influential and successful women have had mentorship at specific stages of their careers.

5 Famous Examples of Female Mentor-Mentee Relationships

1. Maya Angelou & Oprah Winfrey

While it is difficult to imagine that Oprah Winfrey had a mentor, she was mentored by famous writer and poet Maya Angelou. While Maya has inspired generations of women around the world, she has guided Oprah through some of her most important years. Maya Angelou not only helped shape the illustrious career of one of the world’s most famous talk show hosts but also offered her tons of wisdom, turning her into the person we know today. Even Oprah has often stressed her favorite piece of advice where Angelou asked her to believe someone only when they expose their true selves.

2. Michelle Robinson & Barack Obama

The popular saying,  behind every great man, there is a great woman, cannot have a better example than the former First Family. As she was known back then, Michelle Robinson was Barack Obama’s mentor while he was a summer associate at a law firm. And while Michelle became highly successful in her field, she was often credited by the former President himself for being the person behind his success.

3. Meryl Streep & Viola Davis

There is hardly any camaraderie in show business, and women helping women is probably the last thing you would imagine. However, Viola Davis has gone on record recognizing Meryl Streep as not only her friend but also as her mentor. According to Viola, they have been friends since 2008, and Meryl has guided her in life and her career.

4. Faith Hill & Taylor Swift

Before becoming a global sensation, Taylor Swift was trying to make her career in country music. And it was Faith Hill who helped her every time things went out of her control. In a 2008 interview, Taylor Swift revealed how Faith Hill inspired her to relocate to Nashville, which made her career in country music.

Swift had also spoken about how she relied on Hill when she was progressing in her career. Today, with more than 10 Grammys and the title of AMA’s Artist of the Decade under her belt, Taylor is also setting an example by mentoring other women.

5. Nora Ephron & Lena Dunham

While mentorship is common among contemporaries, the cross-generational mentor-mentee relationship between Nora Ephron and Lena Dunham is worth mentioning. This bond began when Nora reached out to Lena after watching her film Tiny Furniture.’ While it is unknown whether Nora saw her as a younger version of herself or just wanted to mentor the talented female writer, it proves that it is never too late to begin a mentor-mentee relationship if the teaching is mutual. However, it is safe to assume that Nora changed Lena’s life forever.

Resource: womleadmag.com ~ By: THE EDITORIAL TEAM ~ Image: Canva Pro

5 Inspiring Examples of Coaching And Mentoring in the Workplace


Coaching and mentoring serve as learning tools in the workplace that can lead to empowering your employees.

The employees mentored often receive the greatest benefit. Mentoring and coaching increase the confidence and interpersonal skills of the mentor and the mentee. It drastically improves individual performance. Coaching and mentoring gives new employees a hands-on training program to learn and help them to understand the defined job expectations. Instead of placing a new employee right into the position, the employee should have a support system and an interactive learning environment that may engender on-the-job confidence through professional coaching and mentoring.

Benefits of Coaching and Mentoring

Coaching and mentoring an employee makes them more valuable to the organization. It helps to develop and enhance their skills professionally and personally and provides a guided path toward the targeted goals. It directly benefits the employees to discover and embrace the truth about themselves and helps to explore by setting order and improving competencies.

Some general characteristics of coaching and mentoring 

  • Its focuses on improving performance and developing an individual
  • It provides employees with the opportunity to assess their strengths as well as their development areas
  • Commit to action
  • Preparing and supporting people through change
  • Sharing curated resources
  • Time management and skill competencies

examples of coaching and mentoring

Why mentorship is more important than ever during a pandemic?

The pandemic has shown us how difficult it is to maintain society’s trust during trying times. It’s no wonder that people begin to lose faith in the institutions around them.

Especially in the post-COVID world scenario, businesses and organizations had to develop digital mentorship solutions for applying mentorship skills that allow them to stay connected with the employees in a way that builds skills and intra-company bonds.

Mentorship provides the same atmosphere of work culture that people experience in their workplace. Mentorship also opens the way to specific career opportunities and helps to exchange different ideas, receive guidance, and explore digital skills through the new normal.  

5 Inspiring Examples of Coaching and Mentoring in the Workplace


Mastercard considered mentoring as a means to break down silos and help employees connect with co-workers across the business who have similar ambitions and interests. This leading global payments technology company leveraged its talent marketplace to generate mentor pairings based on capabilities and ambitions, instead of making matches based solely on seniority. Mastercard’s mentoring program has proven to be particularly beneficial for welcoming new talents into their organization.

Schneider Electric 

Surveys revealed that nearly 50% of exiting employees cited subpar growth opportunities as their primary reason for leaving the business. Therefore, Schneider Electric decided to take action and launch a talent marketplace to transform internal mobility and empower its employees to take charge of their professional development. Mentoring is a core component of internal mobility at Schneider Electric.


With a headcount that surpasses 100,000, breaking down silos is a priority for Novartis. In the past, associates struggled to gain visibility into opportunities outside of their region and function. This led to the launch of a mentoring program with an emphasis on cross-functional and cross-country pairings. The company used its talent marketplace to generate mentee-mentor pairs based on relevant expertise.


Cooley is a global law firm with over 1,500 lawyers. The intricacies of their legal work demand that new attorneys be ready for action quickly. Their Cooley Academy Mentoring Program (CAMP) was designed to onboard new employees and get them ready to fasten connections with more experienced individuals. This provided them with a good support system that helped them become competent in their new roles faster.


The education publication giant, based in New York City, has offices in 38 countries, which provides interesting opportunities for mentorships. The company undertook a comprehensive planning and strategy approach to its mentoring program development. A case study on the process shows that most employees are well-served by the program. 97% of participants said that they would recommend the program.

Real-world Examples

Why diversity coaching is important?

In 2018, Starbucks found itself in the middle of a public relations crisis when an employee called the police on two black men who were waiting for a friend in a Philadelphia cafe without ordering anything. The men were arrested, despite doing nothing wrong, and the incident went viral. Many activists used the incident to highlight bias against Black people and protesters began to hold demonstrations inside stores. In response, Starbucks decided to close all of its 8,000 U.S. stores for a day to hold racial bias training. Experts in diversity and inclusion pointed out that research shows that this type of one-day training often fails to produce even short-term results. Starbucks leadership acknowledged that the issue could not be solved within one day, and promised to create a program that was central to the company’s core mission and in line with its values.

Productivity Mentoring

Deloitte created its D-180 digital mentoring program in response to COVID-19. It targets university graduates, high school students, and college students. The aim is to provide participants with the skills and support they need to find meaningful work within the evolving new economy. Deloitte provides this service to youth in the Middle East and Cyprus. They advocate for an education that goes above and beyond academia. Deloitte pairs with mentors through internet mediums with young mentees and oversees their relationships. The aim is to encourage future employment opportunities


Therefore, mentoring and coaching are related to the dissemination of knowledge and the development of skills provided at various levels. The processes, when effectively done, are likely to bring positive change in individuals and hence, increase the productivity of organizations.

Resource: engagedly.com ~ Image: Canva Pro

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