The problem
In many companies, leadership roles open suddenly. A manager leaves, and the team needs a new head. The company looks inside, but no one seems quite ready to take over.
Promising people do good work in their current jobs. But they get little help to learn how to lead. When they are promoted, they have to figure it out alone. This is hard for them and the team.
How organizations usually handle it
Companies usually send new managers to a short training course after they get the job. They learn theories and read books. But a course cannot answer the real questions that come up on a Tuesday morning with a difficult team member.
How mentoring solves it
Mentoring means an experienced person meets one candidate regularly, over months, with a clear goal. Here, the mentor is a senior leader who has already made the mistakes. They know how to build a team.
They work together for nine months before the promotion happens. They look at a real stretch assignment. The candidate tries things, hits a wall, and talks it through with someone who knows the company and the work.
How it works on Mentornity
Matches that make sense
Candidates and senior leaders apply through your forms. Matching rules and Mentornity AI propose the right senior leader for each candidate. Your team approves every match in one click.
A clear development plan
The nine-month program gives them time to work on a stretch assignment. They use a development plan to set clear steps. Mentoring tools like the pre-mortem help them prepare for hard decisions.
Checking in on goals
During the relationship check-in, both sides rate goals, working style, being heard, and progress from zero to ten. The mentor rates progress on each goal next to the candidate's own score.
Easy scheduling
Senior leaders set their free hours once. Candidates book a slot themselves, and both get a calendar invitation. The evening before, they get a summary of the next day's meetings.
What you can measure
Your team sees which candidates meet their senior leader regularly and who has not met for thirty days.
You see the weekly pulse score from one to five on how the week went. Candidates can also ask your team for help.
Six and twelve months after the program ends, a short follow-up tracks the graduates to see their progress.
Questions
Do we have to invite senior leaders one by one every year?
No. You can copy your program, which brings over the sessions, forms, matching rules and program contract. You can invite last round's mentors back in one step.
What happens if a candidate and a senior leader stop meeting?
Your team sees a list of matches that have not met for thirty days. Mentornity AI proposes an email to check in on them and get them back on track.
Can candidates book any senior leader in the company?
In a matched program, candidates only meet their assigned senior leader. If you run a pool program, candidates can choose a time from any senior leader who has open hours.