Answer extracted from the Executive Wins Podcast — listen to the full episode below.
How should leaders approach candid feedback and transparency in mentoring relationships?
Leaders should grow into unapologetic directness in mentoring—telling mentees plainly to own their development and be transparent with their direct leaders about mentoring relationships, including why, where, how, and with whom they pursue growth. This transparency often ignites interest from the mentee's own leader, creating a more aligned and productive relationship across the entire system.
From Hesitation to Courageous Candor
Early in his mentoring journey, Eric Dillon was more guarded about directness. Over 30 years in finance and after working with hundreds of mentees, he moved past that caution. He now approaches feedback without apology, recognizing that honest conversation is exactly what growing leaders need.
This shift came from experience. As discussed in the episode, Dillon's willingness to speak plainly about mentee gaps and potential has become a cornerstone of his mentoring philosophy. He doesn't soften messages; instead, he frames them as invitations to accountability.
Transparency as a Bridge to Broader Growth
One of Dillon's most practical insights is that mentees should openly tell their direct leaders about the mentoring relationship—including the goals they're working toward, the methods they're using, and the mentor guiding them. This isn't about disclosure for its own sake; it's strategic.
When a direct leader learns that their team member is actively investing in development, it often changes the dynamic. The leader may become more invested in supporting that growth, removing obstacles, or even offering complementary opportunities. What could have been a siloed mentoring relationship becomes integrated into the broader organizational context, as Dillon elaborates in this episode.
Dillon has mentored over 122 people and tracked each relationship on a detailed scorecard. This scale of impact speaks to the durability of his approach: candor paired with genuine care works.
"The primary job of leaders is to build more leaders. Like before the business success, before celebrate the results for the year or whatever the case may be, the primary job of leaders is to actually build more leaders."
Eric Dillon — President of General Bank of Canada, a banker with 30 years of experience in the finance industry, primarily in Alberta. He has managed teams as large as 2000 people and is deeply committed to building the next generation of leaders through rigorous, transparent mentoring relationships while advancing gender diversity in banking.
Dillon's philosophy reveals a paradox: the most supportive mentors are often the most direct. By refusing to soften feedback, he shows mentees that he takes their growth seriously. And by encouraging transparency, he removes the isolation that can undermine mentee progress.
The broader lesson is that mentoring isn't a private transaction between two people. Listen to the full episode to discover how Dillon structures his mentoring process and maintains accountability across more than 100 active relationships—a model worth studying for any leader serious about legacy.
See also
What is the primary responsibility of business leaders in modern organizations?
According to Dillon, the primary job of leaders is to build more leaders—before celebrating business success or annual results. He emphasizes that in his own career, helping develop the next generation of leaders is what he will take the most pride in.
Why should confidentiality be a two-way commitment in mentor-mentee relationships?
Confidentiality works both directions: the mentee protects information shared by the mentor, and the mentor protects sensitive details shared by the mentee. This mutual trust creates a safe space for honest dialogue and deeper development.
How can leaders build the next generation through scaled mentoring while maintaining quality and personal investment?
Dillon maintains a detailed scorecard tracking over 122 mentoring relationships, recording the nature of each relationship, mentoring goals, and success metrics. This structured approach enables him to scale his impact while keeping each mentee relationship meaningful and accountable.