When people ask me what made the biggest difference in my career, I don’t talk about titles, deals, or promotions. I talk about people. I talk about the handful of mentors who showed up at the right time with the right words—and sometimes, just a listening ear. I also talk about the people I’ve had the privilege of mentoring over the years. Those relationships have been some of the most meaningful and lasting experiences of my professional life.
Mentorship, in my view, is the most underrated tool in leadership. It’s not flashy. It doesn’t show up in quarterly reports. But its impact? It’s immeasurable. And I believe more strongly than ever that if we want to build stronger businesses, better communities, and more thoughtful leaders, we have to double down on it.
What Mentorship Really Means
Some people hear the word “mentor” and think of a formal setup—scheduled coffee meetings, career check-ins, maybe a company-led program. But for me, mentorship has never been about structure. It’s about connection. It’s about making the time to truly see someone, to understand what drives them, and to help them navigate whatever’s in front of them.
That could mean helping a young leader think through a tough decision. It might be listening to someone vent about a challenge they can’t solve alone. Sometimes it’s just being there—showing up consistently so that the person knows they’re not going it alone.
The most powerful mentors in my life didn’t tell me what to do. They asked questions. They made space. They helped me think more clearly and reminded me of my values when I started to lose track. They didn’t fix my problems—they helped me grow through them. And that’s the kind of mentor I’ve tried to be for others.
The Long-Term View
One of the things I’ve noticed about mentorship is that its value becomes clearer over time. When I was younger, I probably didn’t fully grasp the impact my mentors were having. It wasn’t until I looked back years later that I realized how much their guidance had shaped me—not just professionally, but personally.
It’s the same on the other side. People I mentored a decade ago still reach out to tell me how one conversation helped them change course. Not because I gave them a magic answer, but because I gave them time, perspective, and encouragement when they needed it.
That kind of impact doesn’t always happen in the moment. It builds slowly. But it lasts. And that’s the beauty of mentorship—it’s leadership without the spotlight.
Mentorship in the Workplace
In my experience leading companies and working alongside Fortune 100 firms and mid-market businesses, I’ve seen firsthand how mentorship can transform teams. It helps build trust. It creates a sense of belonging. It’s one of the best tools we have for retaining talent and developing future leaders.
But too often, we treat mentorship as optional. We prioritize efficiency, results, and performance—often at the expense of real human connection. That’s a mistake. The best workplaces I’ve been part of weren’t just efficient—they were places where people felt seen, supported, and invested in. That doesn’t happen without strong mentorship at every level.
It’s especially powerful when senior leaders take the time to mentor those just starting out. That kind of cross-generational support bridges gaps, breaks down hierarchy, and reminds everyone that we’re all still learning—no matter how long we’ve been in the game.
Mentorship and Purpose
Over the past few years, I’ve focused more of my time on giving back—whether through community service, veteran support programs like AloriCares, or helping individuals reenter the workforce. In all of that work, mentorship shows up again and again.
People don’t just need training. They need someone in their corner. Someone to believe in them when they’re struggling to believe in themselves. Whether it’s a veteran adjusting to civilian life or a young person trying to navigate their first job, the need is the same: support, guidance, and someone willing to listen without judgment.
That’s where mentorship becomes more than a leadership skill. It becomes a way of living with purpose.
We All Have Something to Offer
One thing I tell people who are hesitant to become mentors is this: you don’t have to have all the answers. You just have to show up. You have to care. That’s it.
You don’t need a perfect resume or a long list of accomplishments. You just need your story, your perspective, and your willingness to share both. Some of the best mentors I’ve had weren’t the most senior people in the room—they were the most honest, the most present, and the most generous with their time.
If you’ve been through hard things, you can help someone else navigate them. If you’ve made mistakes, even better—those stories can be powerful lessons. Everyone has something to offer. And sometimes, your presence is the thing that makes all the difference.
I’ve built my career around improving systems—making businesses run better, faster, and smarter. But at the end of the day, it’s people who make everything work. And when you invest in people through mentorship, you’re not just improving performance. You’re building trust, loyalty, confidence, and capacity.
It doesn’t take much. A phone call. A coffee. A question that shows you’re listening. That’s how leadership happens—not in grand speeches, but in small, consistent acts of support.
In a world that’s moving fast, mentorship helps us slow down and reconnect with what really matters: people. And I’ll always believe that’s where the real work—and the real impact—begins.