[Flash] Why Gen Z Needs Mentoring Urgently

Libby Rodney, Chief Strategy Officer at The Harris Poll, emphasized, the absence of mentoring is one of the top barriers to career confidence. “This isn’t about work ethic – it’s about a generation that needs guidance.”

Strong role models can help this generation to develop key interpersonal skills: communication, adaptability, emotional resilience, and self-assurance.

The Report reveals the impact of mentoring on those who did engage:

• 84% said mentorship opened doors to possibilities unrealized on their own
• 83% said a mentor bridged the gap between classroom learning and real-world success
• 81% felt more confident making decisions about school, work, and life

Artis Stevens, CEO of Big Brothers Big Sisters of America, concludes, “Mentorship isn’t optional – it’s essential.”

And yet, many young professionals hesitate to ask for help or advice.

• They don’t know where to look for professional support.
• They fear they should already have the answers.
• They have access to technology that overflows with information.
• They worry about being a burden.
• Their ego and pride resist help.

It’s easy to blame this generation’s lack of ambition. But what if instead they

• …lack role models and access to traditional mentoring?
• …don’t recognize mentoring when it’s offered?
• …are unsure about how to use a mentor?
• …don’t think mentoring matters?

As a result of this hesitation, compounded by confusion, we’ve witnessed many early-career mentoring programs struggle to attract participation and engagement.

Ideas to close the gap between indecision and impact:

1. Normalize mentoring as part of the hire-to-retire career lifecycle.
2. Define “Mentor” as a “trusted champion” and a “thought partner.”
3. Ensure that anyone new to their role, skill, or team is provided with a Mentor.
4. Have Mentors personally choose their Mentee.
5. Label all support and guidance as “acts of mentoring” (ex, buddies, precepting, apprenticing, goal setting).
6. Decrease risks when engaging with a Mentor by setting clear expectations.
7. Leverage group mentoring, mentoring circles, mastermind groups, and speed mentoring events for smaller, safer connections with Mentors.
8. Enlist managers to ensure every team member is supported by Mentors.
9. Launch formal mentoring programs.

When even a single conversation with a Mentor can shift how young professionals perceive their potential, shouldn’t we do whatever we can to ensure those conversations take place early and often?

© 2025. Ann Tardy and MentorLead. www.mentorlead.com. All Rights Reserved.