We know the impact a good mentor can have. Yet, according to a Forbes article, only 37% of professionals have a mentor. This means there are still many people out there who aren't benefiting from this type of relationship.

How do we know when to create a mentoring program?

And if we look at the needs and determine we should create one, how do we create the buy-in we need for it?

That’s what we’re exploring today with L&D expert, Neil Cunningham.

Key Points:

01:50 Neil’s career journey in Learning and Development

05:26 About The Learning Network

06:31 The difference between mentoring and coaching

08:39 Identifying when an organization needs a mentoring program

11:44 The benefits of mentoring programs

13:52 The business case for mentoring

16:01 Common objections to mentoring programs and how to overcome them

The Value of Mentoring

Mentoring programs are often seen as a “nice-to-have” in organizations, but what if they were actually a strategic driver of performance, engagement, and retention?

Neil Cunningham joined me on the podcast to talk about the value of mentoring and how to get started with a mentoring program.

Neil has spent the last 15 years working in L&D. He is also a board member for The Learning Network, a learning community interest company that aims to bring together L&D folks from across all disciplines. Neil is jointly responsible for ensuring the success of The Learning Network's mentoring program.

Neil shared that mentoring programs:

Accelerate employee development by providing real-world insights that training alone can’t offer.
Increase retention and engagement by fostering stronger connections and career growth opportunities.
Break down silos by building cross-functional relationships that enhance collaboration.

Making the Business Case for Mentoring Programs

To gain leadership buy-in for mentoring programs, it’s critical to link mentoring outcomes to organizational goals. Neil suggests focusing on measurable benefits, such as:

Reduced turnover: Employees who feel supported stay longer.
Leadership pipeline: Mentoring prepares high-potential employees for leadership roles.
Knowledge transfer: Experienced employees pass on critical skills and institutional knowledge.

To have data specific to your organization, Neil suggests piloting a mentoring program first. You can then use the data you collect to tell the story.

Designing Your Mentoring Program

In Learning & Development, we have the opportunity to design high-impact mentoring programs. But, successful mentoring programs don’t just happen—they require intentional design and ongoing support.

Key elements of mentoring programs include:

Clear goals & structure – Define what success looks like and create guidelines for mentors and mentees. You may even need to train them on how to be a good mentor or mentee.
Thoughtful matching – Pair mentors and mentees based on skills, goals, and personal fit. Mentoring isn’t just about skills—it’s about fostering relationships across levels, roles, and geographies. A well-matched mentoring pair can break silos and build empathy.
Support & accountability – Provide resources, check-ins, and feedback loops to keep the program effective.

Whether your goal is talent retention, stronger leadership pipelines, or simply better communication across teams, mentoring programs are a low-cost, high-impact solution.

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