Have you ever stopped to think about how much time the most successful people actually spend helping others climb the ladder? It’s easy to assume they’re too busy running empires to bother with advice sessions. Yet some leaders make it a core part of their routine. One prominent executive reportedly carves out roughly a quarter of his working hours for mentoring. That commitment always makes me pause and wonder: what’s really driving it?
In a world obsessed with quick hacks and viral leadership tips, the approach feels almost old-school. No flashy frameworks or secret formulas. Just real conversations that cut through the noise. I’ve followed stories like this for years, and they remind me that genuine progress often comes from quiet, consistent human connection rather than revolutionary new theories.
The Surprising Priority of a High-Profile Leader
Picture this: a CEO steering one of the biggest names in interactive entertainment, juggling blockbuster releases, shareholder expectations, and a separate private equity venture. On paper, the schedule looks packed. Yet this same person deliberately sets aside significant time to sit down with everyone from fresh graduates to executives decades into their careers. Why? The answer lies in a promise he made to himself long ago.
Early in his professional life, he struggled to break into a tough industry without connections. Doors stayed firmly shut until persistence paid off. Once inside, he decided he would never turn away someone seeking guidance. That simple vow evolved into a lifelong habit. Today it consumes about 25 percent of his time—roughly one full day each week. In my view, that’s not just generous; it’s strategic in the best possible way.
What stands out most is the range of people he counsels. We’re talking recent college grads hunting for their first real job, mid-career professionals feeling stuck, and even folks in their seventies wrestling with late-stage transitions. Age, industry, experience level—none of it seems to matter. The common thread is a genuine desire for clarity.
Why Universal Leadership Formulas Fall Short
Walk into any bookstore’s business section and you’ll find shelves groaning under books promising the “seven habits” or “five levels” of great leadership. It’s tempting to believe there’s a single playbook that works for everyone. This seasoned leader disagrees strongly. He calls those one-size-fits-all approaches fiction.
Instead, he puts self-awareness at the center. Knowing your own style, strengths, and limitations matters far more than copying someone else’s method. Be honest about what drives you, and the right path starts to emerge naturally. I’ve seen this play out in real life—people who chase trends or mimic icons often burn out faster than those who stay authentic.
There are any number of different styles and approaches to developing leaders that can work. The most important thing is to be true to one’s own style and approach.
— Experienced executive reflecting on leadership development
That mindset shapes every mentoring conversation. No lectures on delegation tricks or communication templates. The focus stays on the individual in front of him.
Two Simple Challenges That Change Everything
Almost every session begins with the same two exercises. First, describe your core values. What really matters to you when no one’s watching? Family time? Adventure? Financial security? Creative freedom? The list varies wildly, and that’s fine.
Next comes the harder part: articulate your goals. Where do you want to be in five years? Ten? What does success actually look like for you personally? Not the version you post on social media—the private one you rarely admit out loud.
Here’s where things get interesting. Many people discover their stated values clash directly with their ambitions. Someone might insist they prize flexibility and evenings with friends, yet dream of climbing to C-suite roles that demand long hours and constant availability. No judgment enters the picture. The point is simply to see the mismatch clearly.
- Values: Full remote work and frequent social outings
- Goals: Become CEO of a fast-growing company
- Reality: Those two rarely coexist without major trade-offs
Once the conflict surfaces, choices appear. Adjust the values. Revise the goals. Or accept that both can stay—but not without consequences. Owning that decision becomes the foundation of real progress. In my experience, people who skip this honesty step tend to stay frustrated for years.
The Fear of Naming What You Truly Want
Another pattern emerges again and again: hesitation around stating goals plainly. Some worry it sounds arrogant. Others fear failure if they voice the ambition aloud. A few simply never stopped to define success on their own terms—they’ve been chasing someone else’s version for so long they lost track.
This executive believes defining success personally is the single strongest predictor of actually achieving it. Not talent alone, not hard work in isolation, but clarity about what “winning” means to you. When the target stays fuzzy, effort scatters. When it’s sharp, decisions become easier, even the painful ones.
I’ve noticed something similar in my own circles. The people who advance steadily often aren’t the smartest or most connected—they’re the ones who know exactly where they’re headed and refuse to apologize for it.
A Leadership Style Built on Listening and Delegation
His own approach to leading teams mirrors the mentoring philosophy. Listen more than you talk. Hire exceptional people. Align incentives. Set clear objectives. Then get out of the way and let them execute. Strategy matters, but execution—day after day—defines results.
He has no interest in being the smartest person in any room. That frees everyone else to bring their best ideas forward. It’s calm, deliberate, and surprisingly effective in high-pressure environments. Perhaps that’s why he can afford to spend so much time away from his desk helping others.
It’s not my job to be the smartest guy in the room. I’m not directing the company from behind a curtain.
That humility carries straight into mentoring sessions. No ego trips. Just honest dialogue.
Beyond Career Advice: Life’s Bigger Picture
Not every conversation stays strictly professional. Some people arrive wrestling with health challenges, relationship strains, or other personal issues that bleed into work performance. He listens carefully and offers perspective when appropriate, but he draws clear boundaries—no medical diagnoses, no therapy substitutes.
Occasionally the topic shifts to fitness, another passion that keeps him energized at an age when many executives slow down. He maintains a rigorous routine and has even published insights on staying youthful through disciplined habits. Some mentees connect purely on that level, trading workout stats and tweaks via email.
Those hybrid sessions—part career talk, part gym advice—sound surprisingly fun. They remind us that leadership isn’t confined to boardrooms. It shows up in everyday choices too.
The Deeper Motivation: Service Over Entertainment
At the heart of it all lies a simple belief: helping one person create positive change ripples outward. Career wins matter, but lasting impact comes from supporting others in meaningful ways. He describes his day job as creating light entertainment—something he’s proud of, yet realistic about its long-term weight in the grand scheme.
By contrast, guiding someone through a pivotal moment can alter their trajectory, their family’s life, even their community. That possibility keeps the open-door policy alive despite a demanding schedule.
In an era when technology promises to automate almost everything, this commitment feels refreshingly human. Algorithms can’t replace the nuance of a thoughtful conversation or the spark when someone finally sees their own path clearly.
What Anyone Can Learn From This Example
You don’t need a corner office to adopt pieces of this mindset. Start small. Make time for one meaningful conversation a week. Practice articulating your own values and goals—write them down if speaking them feels too vulnerable at first. Look for mismatches and decide what you’re willing to adjust.
- Block 30 minutes on your calendar for reflection—no distractions.
- List your top five non-negotiable values right now.
- Write a clear, specific goal for the next three to five years.
- Compare the two lists honestly. Where do they align or conflict?
- Choose one small action that moves you closer to consistency.
Repeat regularly. Clarity compounds over time.
Another takeaway: success rarely looks the same for everyone. Stop measuring yourself against generic benchmarks. Define your version, pursue it relentlessly, and extend a hand to others along the way. The return on that investment often surprises people.
I’ve come to believe that the best leaders don’t hoard knowledge—they multiply it. They create environments where others can grow, take risks, and eventually pay it forward themselves. When a high-profile executive models that behavior so consistently, it challenges the rest of us to step up too.
So next time you catch yourself thinking there’s no room in a busy life for mentoring, consider the alternative. What if making space for others actually sharpened your own focus and purpose? The evidence suggests it just might.
Mentoring isn’t about having all the answers. It’s about asking better questions and walking alongside someone while they find their own. In a noisy world full of shortcuts, that quiet commitment stands out more than ever.
Perhaps that’s the real secret—not a secret at all, just a choice repeated over decades. And honestly, it feels like one worth making.
