Mentorship it's a pay-it-forward role
Mentorship shouldn't stop with the mentee, it's a pay-it-forward role.
One of my great mentors was Hideshi Yokoi, my Japanese sensei from my Toyota Motor Corporation days. Hideshi spent 40 years in executive roles with Toyota in the United States and Japan, and he was one of the most skilled operators and leaders I've ever known. Everything I know about business and operations started with Hideshi.
So, when Hideshi introduced me to his son, it felt natural to pay it forward by fulfilling a mentorship role with him. Yuji Yokoi was our 13th employee, has as been with MiddleGround Capital for 5 years, and is every bit as talented as his father.
I've remained close to Hideshi and remain grateful for the time he invested in me; he showed me the value of having a great mentor and continues to be my role model.
Take time to reflect on the great mentors that have shaped your career, thank them, and think about who you can pay it forward to. I promise you won't regret it; watching young professionals grow is one of the most rewarding aspects of my career.
Author: John Stewart
INSIGHT:
Mentorship, Leadership & Sponsorship: The Missing Link in Business Growth
In the world of business, mentorship is often celebrated as the key to success. But here’s the hard truth: mentorship alone isn’t enough. The real game-changer? Sponsorship.
Take the recent story of Natalie Nakase, the head coach of the WNBA’s Golden State Valkyries. She sought mentorship from Boston Celtics coach Joe Mazzulla, who provided her with direct, no-nonsense leadership advice. This kind of guidance is invaluable, but imagine if Mazzulla went a step further—if he not only mentored her but actively advocated for her to land top coaching opportunities. That’s the difference between mentorship and sponsorship.
Women, in particular, are over-mentored and under-sponsored. Research shows that while they receive career advice, they often lack the influential backers who pull them into leadership roles. Without sponsors, talented individuals remain stuck in the pipeline, unable to break into executive ranks. It’s no wonder companies are facing a leadership gap, particularly in C-suite succession planning.
Middle-market companies should take note: the future of leadership isn’t just about mentorship programs. It’s about embedding sponsorship into corporate culture—ensuring that high-potential professionals aren’t just guided but also actively propelled forward.
As firms like Foretell and Estée Lauder double down on leadership programs that combine mentorship with real career opportunities, middle-market leaders should ask themselves: Are we just offering advice, or are we opening doors? Because in today’s competitive landscape, the companies that master both will be the ones defining the future.
#Leadership #Mentorship #Sponsorship #BusinessGrowth
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