Opinion: Build your next generation of leaders – now

Andrea Battaglia

Mentoring isn’t just a nice thing to offer; it’s one of the most cost-effective ways to build leaders, retain talent and protect your culture.

Yet too many businesses treat it like a side dish. Optional. Occasional. Informal. But the smartest companies know that when mentoring is done well, it drives performance. It’s not about hand-holding – it’s about creating the kind of connection that makes people show up, grow faster and stay longer.

If you’re looking for ways to strengthen your team without expanding your payroll, this is where to start.

Where development happens
Formal training matters – but the day-to-day conversations matter more. Mentoring gives employees a safe place to ask hard questions, talk through stuck points and see what excellence actually looks like in action.

It’s how skills get sharpened, confidence gets built and culture gets passed on.

And it’s how you grow future leaders – without waiting until they’re promoted to start learning how to lead.

Without mentoring, people flounder in silence, promising talent stays flat and culture erodes with each quiet resignation.

But when mentoring is expected – not extra – clarity increases, performance rises and people are more likely to stay. Especially in a generation that craves growth and connection.

Making it work

• Here are some strategies to implement:
• Match mentors intentionally, not just based on job title
• Teach mentors to coach, not just tell
• Normalize regular check-ins, not once-a-year catchups
• Recognize mentors for their contribution; it builds accountability
• Make mentoring part of promotions, onboarding and leadership development

I’ve seen mentoring fix what performance reviews couldn’t. I’ve watched culture strengthen, one conversation at a time. I’ve been mentoring others – formally and informally – for nearly 20 years. And time and time again, I’ve seen how a relationship built on trust, accountability and clear recognition can unlock real growth.

Through honest conversations, I’ve watched fear turn into performance, frustration into clarity and self-doubt into leadership.

These pairings matter – not just for the mentee, but for the mentor, too. They sharpen perspective, deepen purpose and remind us that our job isn’t just to lead – it’s to lift others as we go.

Mentoring isn’t just a feel-good initiative. It’s a strategy. And one that works – if you build it with purpose.

Andrea Battaglia is the chief excellence officer at Abacus in Springfield. She can be reached at abattaglia@abacuspro.com.