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The Transformative Power of Mentorship

Founder of Blue Fjord Leaders Shelley Row shares how leaders can bolster their organizational growth and workforce engagement through effective mentorship initiatives.

By Shelley Row

Originally published at

In our current, fast-paced and ever-changing professional landscape, leadership development has emerged as a crucial aspect of personal and organizational growth. Mentorship programs have gained significant attention as an effective tool for fostering leadership skills and nurturing talent. Recent research conducted in 2022 and beyond explores the impact of mentorship programs on leadership training. By understanding the dynamics of mentorship and its influence on leadership development, individuals and organizations can harness its transformative power to achieve success.

The Essence of Mentorship

Mentorship is a relationship-based learning approach in which experienced individuals, known as mentors, provide guidance, support, and wisdom to less experienced individuals, known as mentees. This dynamic connection allows mentees to gain insights from the mentor’s wealth of experience and knowledge, thereby accelerating their professional growth and judgment.

The Four Roles of Mentorship in Leadership Training

  1. Skill Development: Mentorship programs offer personalized training tailored to the mentee’s needs and goals. This individualized approach allows aspiring leaders to focus on specific skill development areas, such as communication, decision-making, and emotional intelligence.
  2. Confidence Boost: Effective mentors instill confidence in their mentees, empowering them to take on new challenges and responsibilities. As mentees gain self-assurance, they become more willing to step into leadership roles and lead with confidence.
  3. Networking Opportunities: A key aspect of mentorship involves expanding the mentee’s professional network. Mentors often introduce mentees to valuable contacts within their industry, opening doors to new opportunities and collaborations.
  4. Emotional Support: Leadership training can be daunting, particularly when navigating uncertainties and setbacks. Mentors provide a safe space for mentees to discuss their challenges, offer empathetic support, and share their own experiences of overcoming obstacles.

Recent Research on Mentorship and Leadership Training

Research has shed light on the profound impact of mentorship on leadership development. A recent study by Mentorcliq found that 84% of U.S. Fortune 500 companies and 100% of U.S. Fortune 50 companies have formal mentorship programs. Additionally, the L&D Social Sentiment Survey indicated that mentoring shows the largest rank increase of any strategy, moving up to #4 from #6 on their list. Moreover, the effect on an organization’s bottom line was also highlighted. The report indicated that “companies with mentoring programs had profits that were 18% better than average, while those without mentoring programs had profits that were 45% worse than the average”.

Various studies have explored the link between mentorship and the enhancement of employee retention. A study by Deloitte identified that 81% of Millennials that have a mentor remain with a company for five years or more as this contributes to developing their career path and professional growth.

Furthermore, according to a survey by the American Society for Training and Development, 75% of executives say mentoring has been critical to their career development. The study indicated that mentorship significantly enhances leadership self-efficacy, leading to increased confidence in one’s ability to perform leadership roles effectively. Other benefits include increased job satisfaction and retention, improved performance at work, and a more positive organizational culture.

Implementing Effective Mentorship Programs

To leverage the benefits of mentorship for leadership training, organizations must design and implement effective mentorship programs. Here are some essential considerations:

  • Clear Objectives: Define the objectives and expectations of the mentorship program, aligning them with the organization’s leadership development goals.
  • Mentor-Mentee Matching: Carefully match mentors and mentees based on shared interests, expertise, and career aspirations to foster a meaningful and productive relationship.
  • Structured Guidance: Provide mentors with training and resources to effectively guide and support their mentees throughout the program.
  • Feedback Mechanism: Establish a feedback mechanism for mentees and mentors to continuously improve the program’s effectiveness.

Mentorship programs hold immense potential in driving leadership training and personal growth. As evidenced by recent research in 2022 and beyond, mentorship plays a pivotal role in developing essential leadership skills, fostering confidence, and facilitating networking opportunities. A mentoring program has an even more powerful impact when complemented with management and leadership training such as the Blue Fjord Leadership System. By embracing mentorship as a cornerstone of leadership development initiatives, organizations can cultivate a pool of capable and motivated leaders, ensuring long-term success in today’s competitive world.

Click here to learn more about training programs from Blue Fjord Leaders including the best-selling 60-Day Leadership Challenge.


U.S. Fortune 500 Mentoring Taking Off: 2022 Mentoring Impact Report. 4 May 2023, Accessed 8 Aug. 2023.

Richmond, Jason. “Council Post: The Importance of Finding a Mentor.” Forbes, Accessed 8 Aug. 2023.

About Shelley Row

Shelley doesn’t just speak and consult on being a leader; she is one. Shelley is an award-winning leader who served in the Senior Executive Service for the Federal government. She is also a registered professional engineer who holds an MBA degree. As an Inc. Top 100 Leadership Speaker, she has brought her message to teams and leading executives, corporations, and public agencies throughout the country. Shelley is a highly sought-after speaker and has earned the designation of Certified Speaking Professional™ (CSP), a title held by less than 12 percent of speakers worldwide and only eight engineers.

The views and opinions expressed by blog authors are those of the authors and do not necessarily reflect the official policy or position of the International Association of Exhibitions and Events®. Any content provided by our bloggers or authors are of their opinion. All content provided on this blog is for informational purposes only. IAEE makes no representations as to the accuracy or completeness of any information on this site or found by following any link on this site. IAEE will not be liable for any errors or omissions in this information nor for the availability of this information.

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