Traditional mentorship programs are dying a slow death. Launch day excitement fades to six-month silence. Senior leaders get stretched too thin. Matches made by title alone go nowhere. Sound familiar?

In this episode, we discuss why the traditional mentorship model doesn't work—and more importantly, what to do instead. The math is simple: 10 senior leaders mentoring 2 people each impacts just 20 employees. Meanwhile, you have 500+ people who need development.

Discover how to build mentorship programs that actually scale:

• The "Multiplier Model" where every employee becomes both mentor AND mentee
• Three scalable approaches: skill-based matching, learning circles, and reverse mentoring
• Why reverse mentoring (junior employees teaching senior leaders) creates true learning cultures
• Practical matching strategies that go beyond seniority and titles
• Accountability frameworks that keep momentum from launch through completion
• How to measure real impact beyond participation numbers

Learn why expertise matters more than seniority, how to implement 3-6 month learning sprints, and strategies for democratizing development across your entire organization. This isn't about creating an elite benefit—it's about building a culture where knowledge flows in all directions.

Key Takeaway: When your CEO learns from your newest hire, you've created a true learning culture.