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The challenge is not starting a mentorship program. It is sustaining one that remains relevant and effective. Without a clear structure and consistent attention, mentorship can become another initiative that employees participate in without seeing real value.
While Raftelis takes great pride in the structured mentorship programs we have built and sustained, we recognize that a formal framework isn’t the only path to professional growth. Not every organization has the resources to maintain a robust program, but that does not have to be a barrier to development. Whether you are looking to launch a new initiative at your organization or seeking guidance to navigate your career path, informal mentorship offers a flexible and powerful alternative to traditional structures.
The difference between a mentorship program that fades after a year and one that becomes embedded in organizational culture comes down to intentionality. Since Raftelis launched our Tapping into Potential mentorship programs in 2020, we’ve treated them as living systems that require continuous attention and refinement.
This means regularly surveying participants to understand what’s working and what isn’t. It means sitting down with mentors, mentees, and group participants to hear their experiences firsthand. It means our HR team works closely with leadership to make thoughtful matches based on mutual interests and development goals, not just availability. Every cohort teaches us something new about how people want to connect and grow at Raftelis.
The result is a program that adapts to real employee needs. When employees came to us seeking group interactions in addition to traditional mentorship, we created People Connect for early-career professionals and Experience Exchange for mid- to senior-level employees. This responsiveness ensures that Tapping into Potential remains relevant and valuable, not a static offering that employees participate in out of obligation.
Mentorship isn’t separate from work; it directly enhances it. When employees receive guidance and support, they bring that growth back to their teams, projects, and professional relationships. They develop perspectives that improve collaboration, build confidence to tackle greater challenges, and often become mentors themselves.
These outcomes help build informal networks that strengthen the organization throughout the year. At Raftelis, an early career professional who connects with peers through People Connect gains trusted colleagues to turn to when navigating new challenges. A manager who participates in Experience Exchange brings new perspectives into how they lead their team. Over time, these connections support stronger cross-practice collaboration and more effective knowledge sharing across the firm.
In an industry where technical expertise is essential, the relationships we build and the knowledge we share are equally critical to success. Developing our people strengthens our entire organization and delivers better outcomes for the communities we serve.
Starting a mentorship program requires clarity on what you want to achieve. Focus on specific organizational needs. Whether that’s developing future leaders, improving retention, or facilitating knowledge transfer between generations of employees.
Next, determine the framework. Will you offer traditional pairs, group mentorship, or both? How will you match the participants? What time commitment will you request or require? Budget and resource allocation matter, but the most successful programs prioritize quality of connection over scale.
Finally, recognize that mentorship programs require ongoing attention. Assign dedicated coordinators, share successes publicly, and approach mentorship as a long-term investment in your workforce.
Even if your organization doesn’t have a structured program in place, seeking a mentor is an invaluable endeavor. The first step is to determine your goals for your mentor-mentee relationship. Look for mentors within your professional network, LinkedIn, or industry associations. When reaching out, be specific: instead of asking “Will you be my mentor?”, ask for a phone call to discuss a specific challenge they have successfully navigated. Remember, mentorship doesn’t always have to be a formal, lifelong commitment; it can be a seasonal partnership focused on a specific growth phase. By taking the initiative, you aren’t just waiting for growth to happen—you are designing it yourself.
Whether you’re considering joining as a mentor ready to share experience, someone seeking guidance on your career path, or looking to build connections with peers at a similar stage, mentorship offers a meaningful way to invest in yourself and your organization. Because developing people isn’t just good for individuals, it’s how organizations grow stronger and deliver better results.
This National Mentorship Month, we’re celebrating not just what our program has accomplished, but the culture of connection these formal or informal programs build.
For more information on how to build a mentoring program or become a better mentor, contact Erica Gray at egray@raftelis.com or Allison Harllee at aharllee@raftelis.com.
