We've just finished an intense (but rewarding) few weeks of our mentoring matching process, where we look closely at what prospective mentees are asking for and where they most need support. This year, one theme came through more strongly than ever: confidence.

With learning and development budgets under pressure and teams being asked to do more with less, this is hardly surprising. Meanwhile, hybrid working, which has been hugely valuable in many ways, has reduced some of the opportunities for informal learning and everyday connection. Not to mention, the Covid generation of new starters is moving into middle management – we know, time flies!

Confidence has always appeared in mentoring applications in some form, but this year it was almost universal. Alongside it was another clear concern: a lack of leadership support for junior and mid-level talent.

It’s easy to forget that most people at this stage do not yet have a wide network of industry peers. They may not have friends in similar roles or people outside their workplace who can help them validate their experiences. Having a group of peers at the same level provides the opportunity for young professionals to sense-check what they’re going through. Comparing thoughts on office culture, workload and salary expectations helps them put things into perspective and determine if the issue they’re experiencing is isolated to their workplace alone, a situation which could be remedied by switching roles or companies, rather than a reason to abandon the industry altogether.

Hybrid working has intensified feelings of isolation, with fewer informal conversations and fewer opportunities to ask small questions without hesitation. Combined with a decline in everyday workplace interactions (think the proverbial water cooler chat and after-work pub visits), fewer friendships are formed at work - and those that do form often take longer.

Bloom Boldly, which is now in its second year, recognises these challenges. Last year, Hollie recognised this problem and created it as both a training programme and a community. It’s designed to help mentees forge these increasingly rare connections. Our events are mainly held in person, giving people the chance to meet face-to-face and build genuine relationships, the kind that simply can’t be created in a large virtual training session, no matter how much you encourage ‘cameras on’ or questions.

Many people approach mentoring with specific goals in mind - sometimes as focused as earning a promotion, or increasingly to build confidence or to be perceived differently by managers. One-to-one mentoring helps individuals understand what’s required and allows them to learn from someone who has navigated similar challenges.

Bloom Boldly goes a step further by creating visible opportunities for mentees. Whether it’s speaking on a panel or acting as a champion, mentees receive chances typically reserved for seniors. These experiences not only build confidence but also serve as tangible proof points that can shift how others perceive them.

It’s also worth mentioning that mentoring is not a one-sided relationship. Mentors often benefit just as much as mentees – sharpening their own thinking and sometimes even realising that they themselves aren’t following the very advice they dole out!

In a perfect world, programmes like Bloom Boldly wouldn’t be necessary. Every workplace would provide the training and support that people need to thrive. The industry would invest properly in talent, not only because it is the right thing to do, but because it ultimately leads to better work and better outcomes for clients.

But we do not work in a perfect world. Until the industry provides that support consistently, mentoring has a vital role to play. Not as a replacement for proper investment in people, but as a powerful way to support the talent who will shape the future of the industry.

To find out more about Bloom and our mentoring programme, please click here.