I actually haven’t had to recruit any mentors this time. The buzz was so popular that I’m having
mentors approach me about participating without even knowing about our next launch.”
Alex Loveridge, Senior Learning & Development Manager
How it works
Onboard mentors and
mentees and set them up
for success with dedicated
content and workshops.
Match mentees with
mentors based on the
desired skills,
background, and
expertise.
Meet weekly
over 6-8 weeks
for focused,
impactful sessions.
Measure and track
progress against
predefined outcomes
through feedback from
participants and their
managers.
Match mentors and mentees based on skills and expertise
Our detailed skills taxonomy covers
over 80 areas of expertise, allowing us
to accurately tag mentors by their
strengths, background, language,
and availability. This data, combined
with the specific skills employees need
to develop, ensures
we create the most effective matches
for your organization.
Short sprints ensure high engagement and quick impact
Mentors and mentees meet
for 5 one-hour sessions over
6-8 weeks. This short, focused sprint
drives high engagement,
keeps sessions on track, and delivers
visible results quickly,
making it easy to gain buy-in
from mentors and managers.
You’ll see and be able to present
the impact within weeks,
not months.
Set your internal mentoring program up for success
To ensure success, Growthspace
provides all the tools you need,
including supporting materials and
dedicated workshops. These resources
prepare mentors to effectively support
talent growth and guide mentees
in owning and driving
the mentoring relationship.
Maximize your budget and expand your impact
Optimize spending by leveraging the
expertise of internal leaders
to upskill and reskill employees.
This approach not only continues
development at all levels but also builds
a strong, future-ready talent pool,
reducing the need for costly
external hiring.
Cultivate the right culture for your organization’s success
Use internal mentoring
to cultivate the right
culture for your
organization’s success
You work hard to shape the right organizational culture that encourages people to work together to achieve common goals and continuously grow as people and professionals. Internal mentoring helps you cultivate and preserve that culture from within.
Companies that encourage a culture of mobility and growth are 5X more likely to be recognized as great places to work and more than 3X more likely to see increased innovation.”
Frequently Asked Questions
How do you know how to match our mentors and mentees?
An incredibly granular skills taxonomy of 80+ areas of expertise allows us to tag each mentor on their distinct strengths, along with data on their background, language, availability, and more. We couple that with the specific skills the employee needs to develop to achieve their goal and that way we create the most effective match your organization has to offer.
What skills can employees work on?
That depends on your organization’s know-how and values. You can customize the taxonomy so mentors are tagged on, and employees can choose from the skills and expertise you have available and find valuable.
Are five sessions enough to see real progress?
Yes! To get employee development right, you need focus. That’s why we offer five-session sprints, which we found to be the most effective at achieving a well-defined goal. In addition, the short sprints make it easy to get buy-in from mentors and managers, they promote focus, so mentors and mentees know what they’re working on in each session, and drive high utilization and a positive experience.
What’s the time commitment required from mentors and mentees?
A program typically consists of five one-hour sessions over 6-8 weeks. To get the most out of the program, we encourage mentors and mentees to conclude each session with practical takeaways and specific action items to implement between sessions. This can take as long or as short as they find beneficial.