How Mirvac Made Mentoring Core to Their People Strategy
with Talia Berti,
Learning & Organisational Development Consultant, Mirvac
with Talia Berti,
Learning & Organisational Development Consultant, Mirvac
When mentoring at Mirvac was ad hoc and inconsistent, opportunities to connect and grow were limited to a lucky few. Today, thanks to Mentorloop, mentoring is embedded across their people strategy. By giving structure, visibility, and scale to mentoring, Mirvac has turned it into a culture-shaping force that connects people, develops leaders, and drives career growth at every level.
Not long ago, mentoring at Mirvac was, in Chantelle Mansour’s words, “happening in small pockets. It was informal, inconsistent, and not something everyone could access.” At one point, the entire program was a paper guide nobody quite knew how to use.
That changed with the launch of Mirvac’s Amplify talent program, which gave the organisation its first real platform for connecting people with intention — and its first taste of what happens when senior leaders lean in. Members of Mirvac’s Executive Leadership Team signed up as mentors, and matches like a Payroll Manager paired with the GM of Cybersecurity showed just how much value sits in connections that would never happen through the org chart alone.
This year, Mirvac took that foundation and asked a different question: what happens if you flip it?
"Before working with Mentorloop, we could see that Mirvac had so many talented people who were eager to learn from one another, but often those connections happened by chance rather than design, simply by working on the same project."
Knowledge, experience, and even career insight tended to sit inside specific teams or leadership groups — hard to access unless you already happened to be in the room.
So Mirvac piloted reverse mentoring: pairing junior employees as mentors to senior leaders, built specifically to create connections that wouldn’t happen in the normal course of a workday.
The results were immediate and, by Talia’s account, unambiguous:
“There is no way I would have met my mentor outside this programme,” one participant told the team — “it’s awesome to learn from someone that I would most likely never have had any interaction with at Mirvac.”
For Talia, the turning point wasn’t a single stat – it was watching perspective shift in both directions.
"Senior leaders were gaining fresh insight into technology, communication styles, generational differences, and even the future of work, while junior employees felt empowered to contribute and influence in completely new ways."
When every single survey respondent said they’d recommend the programme to a peer, it confirmed something Chantelle had sensed a year earlier: “Mentoring wasn’t just a program, it was becoming part of our culture.”
Mirvac credits Mentorloop’s Smart Match functionality for making this ambitious pilot possible at scale; matching people on goals, skills, experience, location, and interests in ways that traditional manual matching simply couldn’t handle for a reverse-mentoring cohort. Having matching, communication, goal setting, meeting tracking, and feedback in one place, backed by real-time sentiment tracking, meant the L&D team could see engagement as it happened rather than after the fact — and step in early wherever a relationship needed support.
Following the pilot’s success, Mirvac is now exploring how to relaunch and expand reverse mentoring to a broader audience, and to weave mentoring more deliberately into leadership development, career transitions, and inclusion initiatives. As Talia puts it, the ambition is to move “from running mentoring programmes to building a sustainable mentoring culture where learning and connection just happen naturally across the organisation.”
At Mirvac, mentoring has become more than just a program — it’s a catalyst for culture, growth, and connection. With Mentorloop, what began as a scattered, informal effort has evolved into a powerful organisation-wide strategy, connecting people across levels, locations, and disciplines. The result? Stronger leaders, deeper engagement, and a workplace where learning flows both ways.
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Mentoring at Mirvac has transformed learning from something people consume into something people actively share — creating stronger connections, broader perspectives, and a more inclusive culture.
– Talia Berti, Mirvac
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Being a Mentoring Program Coordinator is an incredibly rewarding experience that positively impacts the lives of many. And while mentoring programs don’t fully run themselves (even though Mentorloop can do a great deal of the heavy lifting!), they do require a point of contact that can steer the program in the right direction for the organisation that is running one.
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This is Part 8 of our 10-part series on the 10 Key Qualities and Habits of a Highly Effective Mentor.
In this post, we’ll look at how mentors can successfully build quality feedback into their mentoring. Quality feedback is priceless because it clarifies expectations, helps people learn from their mistakes, and builds confidence. It also allows mentees to more effectively take what their mentors say and turn it into action.
