Building Better Mentors: Practical Guidance for Geoprofessional Leaders

Mentorship is more than a tradition in the geoprofessions—it’s a strategic lever for growth, innovation, and resilience. And as the industry evolves, so too does the role of the mentor. Today’s leaders are asking: “What is my role as a mentor?” This article shares the findings from GBA’s 2025 Business Round Tables and offers actionable guidance for mentors at every career stage.

The Mentor’s Role: Beyond Program Structure

While establishing a mentorship program is important, the real impact comes from how mentors engage with their mentees. The most effective mentors are those who:

• Champion continuous learning. Mentorship is a two-way street. Reverse mentoring—where mentors learn from mentees, especially in areas like technology and new practices—creates a culture of adaptability and shared growth.
• Empower mentees to lead. The best mentorship relationships are mentee-driven. Encourage mentees to take ownership of scheduling, goal-setting, and progress tracking. This fosters independence and accountability.
• Ask the right questions. A mentor’s responsibility is to help mentees grow—not to dictate their path. Simple, open-ended questions like, “What can I do to make your life easier?” open the door to meaningful support—both professionally and personally, within appropriate boundaries.
• Share unwritten skills. Many critical skills—such as IT proficiency or project management—aren’t taught in school. Mentors should proactively share these insights, helping mentees bridge gaps between academic training and real-world demands.
• Model inclusivity. Effective mentorship is valuable at all career stages, including for those nearing retirement. Thoughtful pairing (avoiding direct reporting relationships and allowing mentee input) ensures every participant benefits.
• Limit overextension. To maintain quality, mentors should work with a manageable number of mentees (two is often ideal), allowing for deeper, more personalized guidance.
• Seek organizational support. Successful mentorship requires leadership buy-in and adequate resources. Advocate for budget and recognition to ensure your efforts are sustainable and impactful.

With National Mentoring Day on October 27 and professional development season in full swing, now is the perfect time to reflect on your role as a mentor. Whether you’re planning for the year ahead or refreshing your approach, these insights can help you fuel your mentorship forward—not just run it on autopilot.

Best Practices for Mentors

Effective mentorship doesn’t happen by accident. Curated from candid discussions among the industry leaders of GBA member firms, these best practices can help you become a mentor that has a lasting impact on your mentee and your firm.

1. Structured Planning: Set clear objectives for each mentorship relationship. Use established best practices as a foundation, but tailor your approach to your organization’s culture and goals.
2. Inclusive Participation: Encourage mentorship at all levels. Pair mentors and mentees thoughtfully and let mentees have a say in the process.
3. Reverse Mentoring: Embrace opportunities to learn from your mentees. This not only enhances your own skills but also strengthens the organization’s adaptability.
4. Mentor Preparation: Invest in training or classes for mentors. Being equipped with the right tools and frameworks ensures you can support mentees effectively.

Mentorship as a Strategic Advantage

A well-designed mentorship approach strengthens organizational culture, promotes knowledge sharing across generations, and drives long-term success. As a mentor, your role is to guide, empower, and learn—creating a legacy of leadership that benefits both individuals and the industry as a whole.

Are you seeking to develop a mentoring program at your firm? Download GBA’s updated Best Practices: Establishing a Mentoring Program in your firm for an extensive guide.