Access One Consulting, LLC (Access One) builds corporate mentoring solutions by designing, developing, implementing as well as provide training for strategic mentoring programs.  Access One’s processes, tools, and expertise gives mentoring programs a successful start and a roadmap for success.  To be most effective, mentoring takes time, attention and resources. Setting clear goals and outcomes will result in a sustainable and successful mentoring program. Over time, companies can develop a mentoring culture that spans across the organization’s footprint.  Access One helps companies remain competitive by maximizing their investment in human capital through leveraging the expertise, wisdom, and experience of their senior leaders to develop future emerging leaders.


Organizations rely on mentoring programs to achieve a variety of objectives:

  • Knowledge Transfer. With multiple generations represented inside of an organization, there is an increasing need to transfer knowledge between these groups.  Mentoring allows the transfer of knowledge up and down within an organization through experiential learning and provides an opportunity to “teach” what can’t easily be taught in a classroom environment.
  • Succession planning. Some organizations have difficulty developing enough talented people to meet the demands of growth and innovation. Mentoring helps develop the next generation of leaders and “build your bench strength”.
  • Innovation/Diversity of Thought. The most competitive companies understand that innovation is a key component to their growth.  True innovation happens when you have diversity of thought which is driven by diversity of experiences.  Mentoring allows for innovative thinking to take place.
  • Cross-functional learning. In order to fully understand all of the components of the business, today’s employees need a broader base of knowledge and skills. Mentoring crosses divisional, departmental, and functional borders to broaden perspective, build knowledge and leverage important internal networks.
  • Key personnel often leave an organization because they do not see growth opportunities.  Mentoring makes employees feel more valued, fosters a higher level of trust which ultimately leads to increased levels of productivity, profitability and retention.
  • Leadership development. Mentoring provides the framework to develop future leaders. Through this framework, employees are encouraged to test new skills and solicit constructive feedback.
  • Accelerating employee on-boarding and cultural learning. New employees have only a few months to learn what senior employees have learned about corporate culture through years of experience. Mentoring speeds this process and facilitates cultural understanding.


Access One knows that mentoring is one piece of a company’s overall talent management strategy. Mentoring is most effective when it complements existing initiatives and is directly tied to business goals. Formal mentoring programs work best when the goals and objectives are specific and targeted. Mentees and mentors are most effective when they receive formal orientation and training. Structure and expectations are set at the outset of the program to accelerate learning and development.