Transform Your Organization Through Mentorship

This summer, my family had the incredible opportunity to visit Tanzania and witness firsthand the life-changing work being done by an organization that my husband has been involved with for the past few years. We sat alongside secondary school girls as they participated in after school classes on key life skills. The setting was different, but the topics - time management, self-advocacy, effective communication - were universal.

One of their core principles struck me deeply: the idea of creating a cycle of mentorship. Young women who graduate from their programs often return as mentors to teach girls still in school, passing on the skills they learned, and solidifying a better path forward. In fact, this mentoring cycle is the backbone to their success.

This cyclical model doesn’t just develop individuals—it strengthens entire communities by creating a culture of giving back and growth.

The Power of Mentoring

The principle of creating a mentoring cycle is just as powerful in professional environments. Having been a part of mentorship programs in multiple companies and helping to develop and launch programs for NAWA and other organizations, I’ve seen many times over how mentorship is a multiplier. It amplifies individual growth while fostering a culture that extends beyond the immediate mentor-mentee relationship.

I know... we hear all the time about the benefits of mentorship for individuals.

Of course mentees gain skills, grow in their careers, and develop the confidence to take on new challenges. And mentors deepen their leadership abilities, solidify their knowledge through teaching, and create a lasting legacy.

There are other impacts that we don't talk about as often.

What About the Organization?

When mentorship becomes an integral part of an organization's culture, the benefits ripple throughout. The organization as a whole is strengthened. Here are just a few of the benefits.

• Strengthened Leadership Pipelines: Mentorship accelerates leadership development, preparing junior actuaries to become future leaders who can adapt to new challenges. When senior actuaries mentor rising talent, they pass on knowledge and experience that goes beyond technical skills—skills like decision-making, managing teams, and communicating complex ideas effectively.
• Improved Connectivity in Remote/Hybrid Workers:?For remote or hybrid employees, mentorship provides an additional touchpoint. It creates a regular, meaningful connection that keeps them engaged and grounded in the organization’s culture, which is especially important in today’s dispersed work environments. Connection and belonging matter.
• Mentorship Creates a Culture of Organizational Learning: Mentoring creates a culture of continuous learning throughout the entire organization. Individuals who benefit from mentoring as they develop in their own careers are more inclined to step into the role of mentor for others. The ripple effects of these relationships lead to a self-nurturing foundation for organizational learning.

Get Creative in Mentoring Opportunities

You have my permission to get creative.

Mentorship doesn’t have to be confined to departmental silos. Imagine the value of pairing an actuary with someone in sales or marketing, or having actuaries mentor underwriters.

Cross-departmental mentoring fosters diversity of thought and opens the door to new perspectives. This kind of mentoring encourages actuaries to think beyond their technical skills and explore how other parts of the business operate. This can be especially valuable where cross-functional expertise in risk management, finance, and technology is essential.

Mentoring relationships also don’t have to be restricted to your own organization. In fact, an outside perspective can be just what is needed to break out of an organization's echo chamber of "how we've always done it." Many actuarial associations and industry groups offer mentorship programs that can connect you with people outside your current organization. This external perspective can be invaluable for sparking creativity and innovation.

By embracing mentoring in its many forms, an organization can create a dynamic culture of learning that develops individuals and the organization alike.

Deeper Dive

If you have just 5 minutes, listen as Patrice Gordon shares her experience of reverse mentorship, where younger or less experienced employees mentor more senior leaders. This approach offers a unique way to counter traditional power dynamics and helps organizations become more adaptive and nimble.

Leaders who engage in reverse mentoring learn how to stay relevant, be empathetic, and understand the changing work environment from fresh perspectives. This is an underutilized way to foster adaptability, humility, and better leadership across the board.

"How Reverse Mentorship Can Help Create Better Leaders" by Patrice Gordon

Lab Work

Expand Your Own Mentorship Network

Take the first step to enhance your own growth potential. Invite your next mentor to come from outside of your immediate circle. This could be someone outside your department or organization.

• Evaluate your current mentor network

Reflect on your existing mentor(s). Are they primarily within your department or industry? If so, what perspectives are you missing out on? Consider how a mentor outside your usual network might provide new insights.

• Identify Potential Nontraditional Mentors

Explore networks outside of your actuarial department or your organization. Is there someone in IT who could help you understand how technology or AI is reshaping the business? Or a mentor in marketing who could help you think more creatively about client communication? Maybe there is an actuary that you met at a recent conference that has an industry perspective you want to hear more about.

• Establish the Mentoring Relationship

Once you've identified a potential mentor, reach out to ask if they would consider being a mentor to you for the next 6 months or year. Be clear about what you hope to learn and how the relationship might be a fit for both of you. Aim to meet regularly and commit to developing a strong relationship.

By actively seeking mentorship outside your traditional career path and comfort zone, you’ll gain new perspectives, build cross-functional skills, and contribute to a more adaptable and innovative organization.

P.S. I am always excited to talk about mentoring. If you want to learn more about NAWA's mentor program, the organization in Tanzania, or just talk about mentoring at your organization, please reach out!

?? Share your insights, thoughts, and findings in the comments or DM me.

Hi, I'm Aree, a sustainable success speaker, author, coach and seasoned actuary. Throughout my healthcare actuarial career, I developed my passion for team-building and mentorship. Now, I've turned that passion into a mission: to empower actuaries and analytical professionals to navigate their complex fields with clarity and purpose. I partner with individuals and organizations to help build sustainable, fulfilling careers that truly align with one's values and aspirations, and help leaders develop effective and cohesive teams.

?? Connect with me on LinkedIn: linkedin.com/in/areebly

?? Email me: [email protected]