In the bustling corridors of a mid-sized tech firm, Suman was a rising star. Her technical prowess was undeniable, but she yearned for something more. She struggled with strategic decision-making and team management, the intangible skills that often separate the merely good from the truly great.
Enter her mentor, a seasoned executive with a wealth of experience. Under his guidance, Suman began to see the bigger picture. She learned to balance the immediate demands of her work with long-term planning. Through shadowing her mentor in high-level meetings, she gained the confidence to make strategic decisions and developed the interpersonal skills crucial for effective leadership.
Suman’s story is a testament to the transformative power of mentorship. In today’s competitive world, excelling isn’t just about standing out—it’s about staying ahead, constantly pushing boundaries, and seeking new ways to thrive. Even the most accomplished professionals need a guiding hand to navigate the labyrinth of opportunities and uncertainties.
Anil Mohanty, chief people officer, DN Group, echoes this sentiment. He argues that no matter how experienced an individual is, there are always knowledge gaps and blind spots that only a mentor can help bridge. Reflecting on his own career, Mohanty credits mentorship for providing him with essential feedback, motivation, and growth opportunities that he might have otherwise missed. “If you don’t have a mentor,” he warned, “you’ll lack guidance and miss the chance to understand where you’re going wrong or how to act correctly.”
“Mentors act as mirrors, helping high achievers reflect on their actions, behaviours, and decisions.”
Rajorshi Ganguly, president and global head-HR, Alkem Laboratories
Many companies, such as Google, have recognised the value of mentorship. At Google, new hires are paired with seasoned employees who help them navigate the fast-paced environment, understand cultural nuances, and quickly integrate into their roles. Mentorship at Google isn’t just a one-time engagement; it’s a continuous process, with mentors offering ongoing support, feedback, and guidance throughout an employee’s career.
For high achievers, mentorship is particularly crucial. Despite their success, these individuals often develop blind spots or face complex dilemmas. “Mentors act as mirrors,” says Rajorshi Ganguly, president and global head-HR, Alkem Laboratories, “helping high achievers reflect on their actions, behaviours, and decisions.”
“Mentorship combines the wisdom of experience with growth opportunities, offering a perfect balance of guidance and autonomy for those striving to maintain their competitive edge.”
Tanaya Misra, CHRO, InGlobal Solutions
A notable example of this approach is seen at General Electric (GE), where the concept of “reverse mentoring” was pioneered to bridge the knowledge gap between senior executives and younger employees. Jack Welch, the former CEO of GE, initiated this practice, pairing senior executives with junior employees to help them understand emerging digital trends. This unconventional mentorship not only provided executives with fresh perspectives but also empowered younger employees by giving them a platform to share their expertise.
Tanaya Misra, CHRO, InGlobal Solutions, emphasised that mentorship provides experience-based guidance that helps high achievers grow and navigate the complexities of a corporate career. “Mentorship combines the wisdom of experience with growth opportunities,” she said, offering a perfect balance of guidance and autonomy for those striving to maintain their competitive edge.
Mentorship also plays a pivotal role in identifying and nurturing high-potential employees—those who exhibit exceptional promise and capability to grow into future leaders. Many organisations have formal programmes to identify such high-potential employees across all functions and levels, ensuring they receive targeted mentorship to accelerate their career growth.
PepsiCo and Unilever, for example, pair emerging leaders with seasoned executives through their respective High-Potential Employee Programmes and Future Leaders Programmes. These structured mentorship programmes provide strategic career guidance and real-world insights, helping build a robust leadership pipeline and enhancing the company’s competitive edge.
“If you don’t have a mentor,” he warned, “you’ll lack guidance and miss the chance to understand where you’re going wrong or how to act correctly.”
Anil Mohanty, chief people officer, DN Group
Ganguly further elaborates on the role of mentors in addressing complacency or arrogance, which can sometimes afflict high achievers. “Mentors help extraordinary performers maintain their balance,” he noted. “Without this, high achievers may become arrogant or burn bridges that could pull them down in the future.” A mentor’s intervention can prevent such derailment by encouraging humility and fostering better interpersonal relationships.
Effective mentorship requires mutual compatibility between mentor and mentee. As Mohanty emphasises, “Mentorship should be mutual—the mentor should choose the mentee, and the mentee should be compatible with the mentor.” This mutual selection process ensures that the relationship is productive and fosters genuine growth.
Mentorship is a powerful driver of both personal and organisational success. By fostering a culture of mentorship, organisations can ensure continuous learning, develop future leaders, and create a more engaged and inclusive workforce. For high achievers, mentorship offers more than just career advice—it provides a roadmap for navigating the complexities of ambition, opportunity, and growth in an ever-evolving world.
