When you operate at senior level, you make decisions based on evidence and judgement. You would not invest in a strategy, a system or a senior appointment without confidence in the likely return.
It is reasonable to expect the same when considering mentoring.
You want real examples of progress, real leadership improvement and real commercial impact.
Why evidence matters
Mentoring works best when it delivers meaningful change.
Examples provide reassurance that
• The mentor has supported leaders at your level
• Tangible improvements are possible
• The work leads to real outcomes, not just good conversation
• There is a proven track record of impact
Evidence builds trust and gives you confidence that this is a disciplined investment, not a hopeful experiment.
What to look for in credible examples
High quality mentoring examples share
• The starting point and challenge
• The senior leader’s goals
• What changed in their thinking and behaviour
• Outcomes for the organisation
• Reflections on the process and value
Depth is important.
Look for specific results, not vague praise.
For example
Improved team performance and clarity on roles, leading to greater accountability and reduced operational bottlenecks
carries more meaning than
It was really helpful.
How senior leaders tend to describe results
C suite leaders rarely talk about mentoring in emotional or casual terms. They speak about
• Clarity of direction
• Improved decision quality
• Stronger culture and team performance
• Better accountability across the organisation
• More confident and measured leadership
• Progress against key commercial goals
These themes signal real business impact.
Respect for confidentiality
You may not always see names, roles or organisations in detail. Professional mentors protect confidentiality. However, you should still expect examples that meaningfully describe progress, such as
• Turnaround or stabilisation situations
• Team development and leadership restructuring
• Preparing for scale or investment
• Strengthened board relationships and communication
• Improved execution of strategic plans
Confidentiality does not prevent clarity.
Where to find credible examples
Look in
• Case studies written by the mentor
• Testimonials from senior leaders
• Interviews, talks or articles from clients
• References or referrals offered on request
You can also ask to speak with a past client.
A good mentor will have leaders who are willing to share their experience privately.
How to judge relevance to your situation
Look for examples that reflect
• Similar seniority or responsibility
• Familiar challenges such as scaling, restructuring or succession
• Sector complexity or organisational stage
• The type of leadership culture you want to build
Do not look for identical circumstances.
Look for comparable complexity and decision weight.
Final thought
Ask yourself
Do the examples show real change in leadership effectiveness and business performance
Strong mentoring leads to clearer thinking, better decisions and stronger execution.
Real examples make that visible.
When you see thoughtful case narratives, credible testimonials and consistent themes of leadership growth and commercial progress, you know you are looking at mentoring that delivers, not simply reassures.