Type “competition breeds” into a search engine and you’ll get a lot of results: Competition breeds excellence. Competition breeds innovation. Competition breeds greatness. It’s the kind of mantra that fits perfectly in a Nike commercial or an Olympic highlight reel. But in workplace communication? That same mindset can lead to something less inspiring — a sense of scarcity, where success feels limited and it’s every person for themselves.
But in the workplace? That same competitive mindset can do more harm than good. When teams believe there are limited seats at the table, it leads to silos, burnout, and a culture where success feels like a scarce resource instead of a shared outcome.
As leaders — and especially as communicators — we can flip that narrative. Communication should be used not just to inform but also to shape how people see their roles, teammates, and potential, because real growth doesn’t come from rivalry. It comes from mentorship.
Research consistently shows that collaborative workplaces foster greater creativity, engagement, and satisfaction. When people feel connected and supported, productivity rises, knowledge flows more freely, and teams are more likely to stay and thrive. According to PwC’s 2024 Global Workforce Hopes and Fears Survey, today’s employees are actively seeking opportunities for collaboration and growth.
Embracing a Mentorship Mindset
A scarcity mindset says: Only a few can win.
A mentorship mindset says: There’s room for all of us to grow.
In a scarcity-driven workplace, employees may feel like they’re constantly trying to stand out by outshining or outperforming their peers. Over time, this breeds a culture of caution. People keep their great ideas close. They don’t ask one another for help. Innovation and creativity are stifled.
Switching to a mentorship model can feel risky. A culture that encourages limitless growth might seem like a fast track to ballooning salary expectations or a flood of employees all expecting leadership titles.
Mentorship isn’t about preparing everyone for the corner office. A mentorship mindset fosters employee engagement by emphasizing collective growth over individual competition. It can mean deeper expertise, better collaboration, more meaningful contributions, and stronger team alignment. When people feel supported, it’s not about climbing; it’s about contributing.
How can you help each person show up more fully in their role today? By replacing rivalry with support, you’re not creating unrealistic expectations—you’re building a culture of readiness, agility, and shared strength.
The Role of Communication in Building a Mentorship Culture
Effective internal communication is the playbook that shapes company culture and drives employee engagement.
It’s not just about what you say—copy-pasting your mission statement into every newsletter isn’t enough. It’s about how often you say it, who you say it to, and what you signal between the lines. The stories you tell, the people you honor, and the language you use to describe success reinforce what your organization truly values.
What we see: In marketing agency environments, where fast timelines and creative collaboration are the norm, a mentorship mindset isn’t just nice to have—it’s a strategic advantage. It strengthens team dynamics, fosters better communication, and leads to more impactful campaigns.
If we want to build mentorship into our culture, it starts with how we talk about growth:
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- Do we celebrate team wins, or just individual heroics?
- Do we highlight learning, or only flawless execution?
- Do we give employees language to lift others up, or only to sell themselves?
Here’s an example:
Let’s say Amanda led a team through a major campaign this year. It was a success, and she put in serious overtime to get it across the finish line. Here’s how we might celebrate her contribution — and how we might reframe that celebration to reflect a mentorship mindset better.
Traditional Recognition (Individual + Overwork Focus)
Shout-out to Amanda for going above and beyond this year! Her long hours and late nights were the reason our fundraising campaign exceeded expectations. She personally rallied donors, coordinated the gala, and never stopped pushing. We’re so lucky to have someone who gives it her all every time.
What it reinforces:
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- Success came from one person’s hustle
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- Overwork is admirable and expected
Mentorship-Minded Recognition (Collaborative + Sustainable Focus)
Big thanks to Amanda for her thoughtful, steady leadership in this year’s fundraising campaign. She helped our team stay focused and energized, encouraging donor outreach, gift matches, and an incredible showing at the gala. Amanda kept everyone moving in the same direction with clarity and encouragement, and her trust in the team really showed. We’re grateful for the way she brings people together and leads with intention. We’re grateful to everyone who had a hand in making this year’s campaign such a success!
What it reinforces:
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- Leadership is about guidance, not just grind
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- Culture matters as much as results
You don’t have to strip out ambition or hard work. But the language you use can either reinforce hustle culture (success is due to sacrifice, growth comes from pushing harder) or you can celebrate sustainable, inclusive leadership (success is a team effort, and growth comes from trust and smart collaboration, not burnout).
Mentorship is a Strategic Advantage
Structured mentorship programs enhance leadership development and improve team performance, offering a competitive edge.
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- It accelerates learning. New team members ramp up faster when others are invested in their success.
- It strengthens collaboration. Peer learning fosters trust and makes cross-functional work smoother. Employees aren’t competing, they’re collaborating.
- It improves retention. People are more likely to stay where they feel seen, supported, and valued for more than just output.
- It enhances your brand. Internally and externally, organizations with strong mentorship cultures often radiate confidence, generosity, and trust—all traits that customers and clients are drawn to. Research shows that collaboration and psychological safety fuel creativity and shared success.
- It creates a culture of intergenerational appreciation. Stereotypes exist for a reason—because in some organizations, they’ve been reinforced over time. Younger employees are seen as inexperienced or overly idealistic. More seasoned team members are labeled as resistant to change or out of touch. But those assumptions break down when mentorship becomes part of how we work. People begin to see each other not through the lens of age or title, but through shared curiosity, contribution, and trust.
It’s not about who’s been here longest or who has the newest idea; it’s about appreciating how we can grow and learn from one another. When leaders and teammates support and mentor each other, they unlock higher innovation, trust and performance.
Start With Simple Communication Shifts to Build Mentorship Culture
Mentorship programs can be fantastic, but if you’re not there yet, start with simple communication shifts.
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- Model it from the top.
Leaders should share who they’ve learned from, not just what they know. Instead of gatekeeping knowledge, leaders can share their favorite books, podcasts, and experts so everyone can learn. Normalize crediting others and sharing growth in real-time. When leaders admit to their continued growth, employees are encouraged to continue their own learning.
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- Celebrate collaborative wins.
It’s not that choosing an Employee of the Month is a bad thing — individual recognition matters. But if that’s the only recognition we offer, we risk missing a lot. Think of how many employees may never get their time in the spotlight, not because they aren’t contributing, but because their best work happens in a group.
To build a mentorship-minded culture, make space to celebrate cross-team efforts, group projects, and moments of true collaboration.
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- Build opportunities for peer learning.
Create easy ways for people to share what they’ve learned with colleagues. A quick share-out after a conference, a professional development seminar, or at the end of a project makes learning and sharing routine.
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- Shift the language around success.
Words matter. Are you constantly celebrating your top performers or encouraging people to go “above and beyond”? Think about celebrating with words like “collaborative leader” or “one of many who…” You’re all in this together.
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- Encourage storytelling.
It’s not all about the Benjamins. Metrics matter, but so do the moments behind them. Make it a habit to share real stories of people lifting each other up: jumping in to meet a tight deadline, mentoring a teammate through a tough stretch, or offering a helping hand. Don’t just celebrate when a team exceeds their KPIs. When we spotlight the stories behind the success (the collaboration, the care, the human moments), we remind people that how we work matters just as much as what we achieve.
A Better Way to Work (and Hire!)
Mentorship over competition isn’t just a mindset shift; it’s a communication shift and a powerful employee engagement strategy. When we change how we talk about success, we change what people believe is possible—for themselves and for the team. We create workplaces that are not just more productive, but more human.
In our Minneapolis-based marketing and communications firm, we’ve seen how mentorship reshapes not just team culture but also increases outcomes. So the next time you’re tempted to frame excellence as a race, ask yourself: What if it’s a relay? What if the real power lies in passing the baton?
