Mentorship Is the Missing Link in Your Leadership Strategy

When you think back on your own leadership journey, chances are, someone stands out—maybe even a few someones. A former boss who took a chance on you. A colleague who gave feedback that shifted your perspective. A peer who encouraged you to lead that high-stakes project.

These people probably didn’t call themselves mentors. But they were. And if you're lucky, you've had a few of these guides along the way.

Mentorship is one of the most powerful tools we have for leadership development in the credit union industry. It helps rising leaders accelerate their growth, and it gives seasoned professionals the opportunity to reflect, reinvest, and reenergize their own leadership purpose.

Much of mentorship happens organically—quiet moments of guidance that shape careers, often without a formal title or plan. These informal connections are powerful and worth recognizing. At the same time, there’s real opportunity in being intentional—creating more structured, accessible pathways for mentorship that can scale and support leadership development across our industry.

Let’s explore how intentional mentorship structures can shape the next generation of credit union leaders—and how they can reinvigorate those already established.

Mentorship: More Than a Coffee Chat

Mentorship is not just about advice over coffee or a quarterly check-in. At its best, it’s a structured, two-way relationship built on trust, shared goals, and mutual respect. It’s about creating space to ask the deeper questions:

• How do I build confidence in the boardroom?
• What should I consider before making this career move?
• How do I lead through uncertainty with resilience and integrity?

For emerging leaders, mentorship provides a safe and supportive environment to explore these questions. For experienced executives, it offers a chance to model the leadership qualities they value most—and to learn something new from the next generation.

Mentorship Structures That Foster Growth

There’s no one-size-fits-all when it comes to mentorship. And that’s a good thing. Here are a few approaches that are gaining traction in the credit union space:

1. One-on-One Mentorship
   This traditional model pairs an experienced leader with an emerging one. The relationship may be formal (part of a program) or informal (organically developed). What makes it effective is consistent engagement and goal setting.
   
   Why it works: It allows for engaging, personalized support. Mentees gain insight, confidence, and connections. Mentors often report feeling re-energized, as they reflect on their own growth and leadership journey.
   
   In fact, I experienced this firsthand.
   
   I had just finished giving a presentation at a conference when a young man approached me and asked about mentorship opportunities. I assumed he meant whether CUES had a formal program, so I explained that we didn’t but offered some suggestions on where he might find one. He paused, then said again, “I’m really just looking for a mentor…” 
   That’s when it hit me—he wasn’t asking about a mentorship program. He was asking if I would be his mentor.
   
   So, I gave him my business card and said, “Give me a call, and I’ll do my best.”
   That simple exchange turned into monthly conversations for about a year. He shared what he was trying to accomplish at his credit union, the challenges he was facing, and the opportunities he was trying to navigate. I listened, asked questions, and provided feedback where I could. Over time, I watched his confidence grow.
   
   Eventually, we spoke less frequently—but one day, I got a message from him: he’d received the promotion he’d been working so hard for. I couldn’t have been prouder. It was a reminder that mentorship doesn’t have to be complicated to be meaningful. It just requires showing up, listening, and caring enough to walk beside someone for a stretch of their journey.
    
2. Peer Mentorship
   Sometimes the best insights come from those walking a similar path. Peer mentorship involves colleagues at similar career stages providing accountability, support, and feedback.
   
   Why it works: It encourages collaboration over competition. Emerging leaders build their networks and develop communication and coaching skills that will serve them well as they move into higher leadership roles. You don’t have to start from scratch, though; many credit union leagues offer mentorship programs with a wide reach, connecting peers across all local organizations. Start by locating your state’s league through the American Association of Credit Union Leagues (AACUL).
    
3. Group or Circle Mentorship
   In this model, a small group of mentees connects regularly with one or more mentors. Think of it as a learning circle—everyone brings questions, insights, and experience to the table.
   
   Why it works: It scales the mentor’s time, builds community, and fosters learning across multiple levels of experience. It’s especially effective in leadership development programs and cohort-based initiatives. If you’re ready to explore group mentorship, check out this comprehensive, step-by-step guide for helpful insights.
    
4. Reverse Mentorship
   This approach flips the traditional dynamic. Emerging leaders or younger professionals mentor senior leaders—often on topics like technology, inclusion, or generational insights.
   
   Why it works: It challenges assumptions and promotes empathy. Executives gain access to fresh perspectives, while newer leaders feel valued and empowered. Read this article about encouraging reverse mentorship and consider its application in your organization.

What’s In It for the Mentor?

We often focus on what mentees gain—but let’s not overlook the benefits to mentors. Serving as a mentor can:

• Strengthen leadership skills. Teaching and coaching require clarity, empathy, and active listening—skills that are vital at any level of leadership.
• Offer new perspectives. Mentors gain insight into emerging trends, technologies, and generational values that can inform strategy and culture.
• Boost professional satisfaction. Many mentors report a renewed sense of purpose and fulfillment from giving back.
• Help with succession planning. Mentorship is a powerful way to cultivate the next wave of leaders and ensure organizational continuity.

Simply put, mentorship is a two-way street, and both parties walk away better for the journey.

Making Mentorship Happen: Suggested Next Steps

Whether you’re looking to find a mentor or become one, the most important step is intentionality. Here’s how to start:

If You’re an Emerging Leader:

• Identify your goals. What are you hoping to learn or develop? Knowing this will help you find the right mentor.
• Look around. Consider people in your organization, your network, or your industry. They don’t need to have all the answers—they need to be willing to listen and share.
• Make the ask. Keep it simple: “I really admire how you’ve led your team through change. Would you be open to meeting for 30 minutes? I’d love to learn from your experience.”
• Stay consistent. Set regular meetings, prepare questions, and follow up with gratitude.

If You’re a CEO or Executive:

• Be visible. Let people know you’re open to mentoring. Your willingness could be the nudge someone needs.
• Mentor with structure. Offer regular time slots or join a formal mentorship program.
• Ask questions, too. Use the opportunity to learn what matters to the next generation of leaders.
• Reflect often. Mentoring is not just about giving; it’s a chance to refine your own leadership legacy.

In an industry rooted in people helping people, mentorship is more than a development strategy—it’s a reflection of our values. When we invest in others, we invest in the future of the credit union movement.

Whether you’re just beginning your leadership journey or are decades into it, mentorship has something to offer you. So, reach out. Ask questions. Share what you’ve learned. The next generation is ready, and they’re looking for leaders like you to guide the way.