Mentorloop

Most organisations have values on the wall but no guidance on the behaviours that prove them. 😯

If yours is the same, it might be time to have a look at them. Here’s what HR expert Michael Werle of HR Consulting Australia says that should entail:
→ Start with an HR audit: check how your values and behaviours are embedded in your policies
→ If the behaviours aren't there, a values and behaviours workshop with your exec team is the starting point
→ Use a personal values assessment to surface shared values across leadership
→ Then close the gap between stated values and observable behaviours

The goal is to get your leaders to write the behaviours that model these values themselves. It’s that ownership that truly shifts culture.

Want to learn how to get this to flow throughout the organisation?
Watch the full session, link in the comments 👇

Mentoring programs that fade after launch usually have one thing in common: engagement was never part of the design.

In our upcoming live session, "Engagement by Design," mentoring program expert Jess Benham walks through how to fix that before it becomes a problem. 🎯

Join live to get:
→ A framework for setting your program up for long-term success
→ Tactics to generate excitement in your first cohort
→ Strategies to sustain momentum past the honeymoon phase
→ Real examples from Mentorloop customers who've built programs that stick

15 October 2026 | Reserve your spot now: https://hubs.li/Q04xCy8J0

An employee spends hours on their performance review. It’s thoughtful, detailed, and genuine. 📋
The manager's response? "Yeah, agree." 🙃
No discussion, nothing constructive.

HR expert Michael Werle of HR Consulting Australia says it’s one of the most common and damaging patterns he's seeing right now.

Performance systems were built to structure conversations but too many workplaces use them as a way to avoid conversations instead.

So what happens when an employee rates themselves five stars and their supervisor gives them two? That gap just sits there, unaddressed.

So is this a management skill problem or an avoidance problem?
Michael says it’s probably both.

Watch the full session, link in the comments 👇

Launching a mentoring program, turns out, is the easy part. Keeping participants motivated, connected, and progressing? That takes intentional design.

In our upcoming live session, mentoring program expert Jess Benham will show you how to build momentum from day one and sustain it throughout your program.

You'll walk away knowing how to
💡 Set your program up for maximum engagement even before launch
💡 Keep momentum high through the critical first weeks and beyond
💡 Drive meaningful connections and build participant confidence
💡 Use Mentorloop to simplify adoption, track progress, and celebrate wins

PLUS: Stay for the live Q&A! Bring your biggest engagement challenges and leave with actionable advice from programs just like yours.

Reserve your spot now and get the playbook for lasting mentoring engagement.
Link to register is in the comments! 👇

Not everyone resisting change is necessarily sabotaging it, and you need to know the difference. 💡

HR expert Michael Werle of HR Consulting Australia breaks resistance down into three distinct groups:
→ People who are anxious and uncertain
→ People who disagree but could be influenced
→ People who are actively undermining the change

✋🏽 Healthy dissent is just asking questions, highlighting risks, putting alternatives forward, or wanting the full story before buying in. This is actually good for organisations because it improves decision-making.

🚩 Sabotage looks different. That’s when you’ve got people spreading rumours, withholding information, encouraging others not to participate, or publicly agreeing while privately undermining.

The first step to addressing these behaviours is understanding what's driving it and sometimes that means having the tough conversations early.

Watch the full session, link is in the comments 👇

90% of the American College of Chest Physicians' board members serve as mentors themselves. 🌟

When Mentorloop's Marina Sancho asked Emily Petraglia why CHEST's mentors keep coming back, the answer started with leadership. When senior leaders are visibly part of the program, not just endorsing it from a distance, members read that as a real signal: this matters, and we're behind it. 🙌🏽

The second factor is just as telling. Many of CHEST's mentors had mentors of their own earlier in their careers. They know firsthand what that relationship gave them, and mentoring becomes a way of paying it forward.

For program managers struggling with mentor recruitment or retention, this is a useful gut check: is your leadership genuinely participating, or just promoting? 🤔

Watch the full webinar ➡️ link in comments.

This is the fear every mentoring program coordinator has.
If the program grows, matches will feel less personal and the program will become just another member benefit instead of something people actually value. 🙁

StartOut wasn't willing to make that compromise so they grew the program around proving it wrong.

Join us on the 3rd of September to hear their Director of Education, Allison Wright, talk about how they kept the human dimension of their program intact, even as the admin became something a platform handled. 💛

Free to attend, register via the link in the comments. 👇