Why Mentorship Matters: A Conversation with our Mentor Bob Schweitzer
In this episode of The Glass Sessions, we sit down with a very special guest - our longtime mentor and friend, Bob Schweitzer. We first met Bob back at our very first jobs out of college and worked alongside him until 2016. Since then, he has played a pivotal role in shaping our careers (more than he even knows!).
Beyond being our mentor, Bob is an Operations Executive with 30 years of expertise leading finance, sales, call center, and personnel strategies. He brings a wealth of corporate and legal experience from multinational organizations in manufacturing, software, and e-commerce. With a proven track record of using data-driven insights to lower customer acquisition costs and maximize retention, Bob is an expert in building lean, efficient, and high-performing teams.
In this conversation, we break down what makes a mentor-mentee relationship truly work. From the difference between formal programs and organic connections to the surprising ways mentorship benefits the mentor just as much as the mentee, we cover it all.
Actionable Tips & Takeaways
Understand the Two Types of Mentorship
Organic Mentorship: These relationships often form naturally with someone you respect and "click" with - like our relationship with Bob, which started in our early career days. They tend to be fluid and long-lasting because they are built on genuine connection.
Formal Mentorship: Structured programs (like those at your company) are great for meeting people outside your immediate circle. While they may feel more "forced" at first, they are a powerful way to expand your network and learn from different departments.
It’s a Two-Way Street
Mentors get just as much out of it: Mentorship isn't just about the senior person bestowing wisdom. Mentors gain fresh perspectives, stay connected to new trends, and learn how different generations approach work.
Generational Exchange: Bob shares how navigating the workplace with us helped him understand the challenges and values of a younger workforce, strengthening his own leadership in the process.
How to Build a Relationship that Lasts
Don't just ask for answers: A great mentor helps you process decisions, not just make them for you. Use them as a sounding board for key career pivots or tricky interpersonal dynamics.
Invest in the connection: Like any relationship, mentorship requires effort from both sides. Regular check-ins, genuine curiosity, and mutual respect are the glue that keeps the relationship strong over years (or decades!).
Navigating Career Decisions
Get an external perspective: When you are deep in the weeds of a job offer or a conflict, it’s hard to see clearly. A mentor provides that crucial "balcony view" to help you evaluate if a move aligns with your long-term values.
Lean on them during transitions: Bob discusses how having a constant voice of support during layoffs, promotions, or industry shifts can be the difference between panicking and pivoting with confidence.
Tips for Managers
Encourage Mentorship on Your Team
Look beyond your own team: Encouraging your direct reports to find mentors outside of your team doesn't mean you are a bad manager. In fact, it shows you care about their holistic growth.
Be a mentor yourself: Mentoring someone outside of your direct reporting line is one of the best ways to sharpen your coaching skills without the pressure of performance reviews.
Create space for connection: If your company has a formal mentorship program, advocate for your team to participate. If not, help them identify potential mentors by making introductions to leaders they might admire.
Mentorship is one of the most powerful accelerators for your career, but it’s often misunderstood. It’s not about finding a savior; it’s about building a relationship grounded in trust and shared learning. Whether you are looking for a mentor or thinking about becoming one, remember that the best relationships are the ones where both people show up ready to learn.
