Marketing
Why Mentoring Others Could Be the Most Valuable Move for Your Growth
Here's how Your-Growth are driving authentic brand engagement and redefining trust in digital marketing.
By Boris Dzhingarov
Why Mentoring Others Could Be the Most Valuable Move for Your Growth
Most entrepreneurs understand the importance of having a mentor. A good mentor helps you avoid common pitfalls, encourages growth, and provides guidance when you're navigating uncharted territory.
Everyone needs a mentor — but being one can be even more transformative.
Most entrepreneurs understand the importance of having a mentor. A good mentor helps you avoid common pitfalls, encourages growth, and provides guidance when you're navigating uncharted territory. But what’s often overlooked is that being a mentor can be just as transformative—if not more—for your own journey as a business leader. Sharing your knowledge is powerful, but the exchange is far from one-sided. Mentorship becomes a tool for self-growth, business development, and building a lasting legacy.
When I founded my company, I leaned on advice from experienced entrepreneurs to help shape key policies and long-term strategies. One mentor taught me to only hire when I already had a year’s worth of salary for that role saved up—advice that helped me grow sustainably. Today, I find myself in the position of mentor, and surprisingly, I’ve discovered just how much I learn in the process. Working with younger founders or fresh talent often gives me a completely new perspective. These conversations challenge my thinking, expose me to emerging technologies like AI in ways I wouldn’t have imagined, and help me stay relevant in a fast-moving industry.
Mentoring is also a mirror. When I explain my decision-making process or the rationale behind a strategy, it forces me to reflect on whether my current beliefs still serve me or need to evolve. That self-awareness is invaluable for any leader aiming to stay sharp and agile.
Mentorship also plays a critical role internally within an organization. At my company, we developed a program specifically for recent graduates—the New Grad Training Program. We hire people who show promise but lack hands-on experience and guide them through various departments, from quality testing to customer support. Alongside their daily responsibilities, they spend time with mentors learning directly from experts in the company. After six months, they can apply for the roles they’re most interested in. This isn’t just a nice onboarding experience—it’s a pipeline for future stars.
Sure, you might worry that investing so much time mentoring young talent might lead them to leave for a better offer elsewhere. But studies—and our own results—prove otherwise. Internal hires tend to outperform and stay longer. Our annual churn rate is just 5%. As Henry Ford wisely said, “The only thing worse than training your employees and having them leave is not training them and having them stay.”
Beyond the business metrics, there’s a deeper, more human reward in being a mentor. Most of us didn’t succeed alone. I certainly didn’t. Whether it’s a piece of advice from a seasoned founder or just the encouragement of someone who believed in me, mentors played a key role in shaping my journey. Offering that same light to someone else is a powerful way to give back—and it creates a culture of belonging. According to Gartner, when employees feel genuinely included and seen, they’re more engaged and productive. Mentorship does exactly that.
So yes, everyone needs a mentor. But everyone should be one, too. By mentoring others, you’re not only shaping someone else’s future—you’re expanding your own thinking, investing in your company’s long-term success, and building a legacy rooted in generosity and leadership.
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