Mentorloop

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! 👇

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 👇

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 👇