Month: September 2026

We invested $200K in a mentorship program with 80 employees and executive buy-in. Six months later, 60% of pairs stopped meeting. The culprit wasn’t mentees—it was mentors ghosting due to zero training, no feedback mechanisms, and unclear expectations beyond a 45-minute kickoff call.

When your best people ask about internal opportunities, panic sets in. But David Ohnstad reveals the real problem: managers protect their teams instead of developing them. Discover how to shift your mindset and build a culture where internal growth strengthens everyone.

Managers often sabotage internal mobility without realizing it. When top performers seek new roles, panic sets in instead of pride. Discover why this happens and how to become a leader who actively champions your team’s career advancement.

Most senior leaders mentor informally—if at all. But that casual approach destroys long-term relationships and organizational knowledge. David Ohnstad uncovers the real cost of avoiding formal mentorship structures and how to fix it.

A VP stopped mentoring despite her promotion success—her calendar couldn’t handle it. Most mentorship programs fail not from lack of value, but from unsustainable structures. Learn how to build mentoring that actually scales without burning out your best leaders.

Formal mentorship programs fail at shocking rates—71% of structured relationships don’t survive. David Ohnstad explains why proximity bias, not program design, is the real culprit blocking early-career access to meaningful guidance and career growth.

Your mentorship metrics look great—but you’re measuring the wrong thing. Most programs succeed with people who were already winning. Learn why the best mentors reach those who need them most, and how to redesign your approach.

A 94% completion rate doesn’t guarantee your managers stopped micromanaging. David Ohnstad explains why tracking behavior change—not certificates—is how you know if leadership development actually works.

Three quarters of enterprise leadership programs launched in Q1 lose measurable participation by October—not because content failed, but because organizations never defined what success looked like beyond attendance. Learn how to build programs that actually survive contact with real work.