The Modern Mentoring Playbook:
The 3 Cs of Mentoring and What Every Leader Needs to Know About How to Lead More Effectively

Great mentoring doesn’t happen by accident. Learn how to set mentors up for success with a practical framework that helps mentoring relationships thrive — for mentors, mentees, and the organization.

by Michael Miller

Have you ever had an incredible mentor at work?

In my younger days as an aspiring organic farmer, a legendary farmer named Jim Nelson became my mentor — and it honestly changed my life forever. Not only did Jim teach me everything I came to know about growing food, but he also offered countless life lessons about how to manage teams on a farm (or for that matter, anywhere), how to take care of my body, and how to handle the inevitable challenges and curveballs that came with the profession. In so many instances, he prevented me from making a massive mistake that I wouldn’t have seen coming by myself. He provided so much knowledge and, even more importantly, a deep sense of trust and safety knowing that no matter what came up, I wasn’t alone in dealing with it. And for a young man in a tough, demanding field, that was priceless. That single relationship allowed me to flourish in a new way I couldn’t have imagined before.

When it’s done right, there’s no relationship quite like mentoring. It’s invaluable to have a mentor who is knowledgeable, present, curious and intentional. But like many aspects of work and life, the classic mentoring relationship is under threat — challenged by seismic shifts in how and where we work, and by the changing expectations around leadership, hierarchy, and connection. It’s a bit scary – and also a tremendous opportunity to rethink mentoring relationships and how to be an exceptional mentor in 2025. 

Mentoring in the Age of Disconnection

How has mentoring changed over time?

What used to be a natural part of workplace life — learning by watching, asking questions in passing, or sharing stories over lunch — has faded in today’s hybrid, high-pressure workplace.

In many traditional workplace settings, mentoring simply meant – and still means – “passing down” knowledge from senior to junior employees, or from experts to novices, in a career-focused context. But today’s workforce doesn’t operate on that same ladder. We’ve moved from hierarchy to networks, with an increased focus on agility. And as hybrid and remote work have become the norm, the opportunities for informal guidance — the quick hallway chats or impromptu debriefs — have largely disappeared.

The modern world demands something more dynamic. Today’s most effective mentoring relationships are reciprocal. They’re built on curiosity, respect, and co-discovery — where both mentor and mentee learn and grow together. And because of the lack of informal guidance opportunities, mentoring must be done with more intention to be effective.

So how do we move from good intentions to great mentoring relationships?

The 3 Cs of Mentoring: How to Measure Your Mentoring Style and Lead More Effectively

How do you know if your mentoring is effective? And how can you improve? That’s where the Mentoring Activation Profile comes in — a practical tool developed by Amanda Jones, founder of Leadership Shapers and a long-time partner of Six Seconds. Based on years of experience in leadership development, Amanda co-created this tool to help mentors become more aware of how they show up — and how they can grow.

“Mentoring is about connecting the ambition of the mentee to the wisdom of the mentor. That’s where the real impact happens — and it’s why the MAP exists.”
— Amanda Jones, Creator of the Mentoring Activation Profile

The profile is built around three core elements that every successful mentoring relationship needs: Contracting, Connection, and Capability. Known as the 3 Cs, these Elements are the building blocks that help mentors and mentees work together with clarity and purpose.

• Contracting is about setting a clear intent for the mentoring relationship — and aligning your actions to that intent. It’s not just about logistics or goals; it’s about shared expectations and accountability.
• Capability is the ability to offer wisdom and experience in a way that’s useful to someone else. It’s about being a resource — someone who has valuable insights and can communicate them effectively.
• Connection is the relational foundation of mentoring. It’s what creates the safety, trust, and openness for vulnerability and growth — the feeling of being seen, heard, and supported.

According to Amanda, the ideal mentoring profile is balanced across all three Cs. But most of us have strengths in one or two areas — and that’s not a problem. In fact, those imbalances offer insight into where mentors can grow. For example, a leader who excels at Capability and Connection but neglects Contracting may create a warm, insightful relationship that lacks direction. The good news? Awareness creates choice — and from there, transformation is possible.

“Effective mentoring starts with the MAP,” Jones says. “Because when you understand your style, you can elevate your impact.”

🔗 Learn more about the Mentoring Activation Profile here.

Before you read on, we thought you might like to download a free sample report of the Mentoring Activation Profile. Which of the the 3 Cs would be your greatest strength? 

Before you read on, we thought you might like to download a free sample report of the Mentoring Activation Profile. Which of the the 3 Cs would be your greatest strength?

Emotional Intelligence in Mentoring:
3 Steps to Build a Successful Mentoring Program

The most successful mentoring programs don’t just happen — they’re built with intention, emotional intelligence, and measurable tools. That’s why the Mentoring Activation Profile (MAP) is such a powerful starting point. Based on the Six Seconds Emotional Intelligence assessment (SEI), the MAP helps mentors understand their current approach and identify growth opportunities across the three Elements: Connection, Capability, and Contracting.

Whether you’re launching a formal mentoring program or supporting one-on-one development conversations, using tools like the MAP can provide structure, clarity, and a shared language for success.

The 3 Cs also provide a framework for building high-impact mentoring programs. Below are the steps aligned to each Element:

1. Contracting: Clarify Purpose and Expectations Early and Often

Research from the Harvard Business Review and the Center for Creative Leadership shows that mentoring programs are most effective when mentors and mentees have clear, aligned expectations.

The strongest mentoring relationships begin with clear, shared intent. Contracting isn’t just about logistics — it’s about aligning on the why and how of working together. Use the MAP to guide intentional kick-off conversations that address:

• Why are we doing this?
• What does success look like?
• How often will we meet and for how long?

Co-creating a shared contract increases engagement and reduces drop-off rates.

2. Capability: Train and Support Your Mentors

A meta-analysis published in the Journal of Vocational Behavior found that mentoring programs that include mentor training have significantly higher outcomes.

Great mentors aren’t born — they’re developed. Mentors need tools, confidence, and structured support to offer meaningful guidance. The MAP helps mentors become aware of their strengths and development areas, so they can grow with intention.

Consider offering short workshops, EQ development, peer learning circles, or coaching check-ins — all anchored by frameworks like the MAP and the 3 Cs.

3. Connection: Foster Safety, Trust, and Relational Depth

A study published in BMJ Open Quality found that psychological safety is critical for team learning and performance, encouraging openness, collaboration, and authentic communication.

Connection is the heartbeat of mentoring. It’s what creates the trust and safety needed for real growth to occur. In today’s fast-paced, often virtual workplace, building psychological safety takes intention.

The strongest mentoring relationships are grounded in trust. The MAP helps mentors become more aware of how they show up relationally — and what they can do to create more human, meaningful conversations. Use it to support courage and understanding, two key factors that strengthen connection in the framework.

Effective mentoring doesn’t happen by accident. When we approach it with purpose and support, it becomes one of the most powerful levers for culture change. \

“I founded Leadership Shapers because I believe everyone deserves to thrive,” Jones says. “Mentoring is a way we can make that happen — it’s both a means of connection and a foundational capability. When we understand how we show up as mentors and leaders, we unlock the potential to help others grow — and grow ourselves in the process.”

🔗 Learn more about the Mentoring Activation Profile here.

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