The Mortgage Industry Is Not for the Faint of Heart

Let’s be real — the mortgage industry is tough, especially for the younger generations just getting their start. It’s cyclical, unpredictable, and takes time to get used to. One minute it’s booming, the next it’s shrinking. And while technology and times have evolved, the culture often hasn’t caught up. Sales floors, in particular, still feel like the last stronghold of the “old boys’ club.”

In this environment, women can feel isolated or pressured to prove themselves twice as hard. That’s why mentorship isn’t a nice-to-have — it’s essential.

Why Women Need To Champion Each Other

The truth? If we don’t lift each other up, no one else will do it for us. Women in this industry need to be each other’s cheerleaders, champions, and mentors — not competitors. Because when one of us succeeds, we all get stronger.

I’ve been incredibly lucky throughout my career to have mentors — many of them women — who created space for me to grow. They made me feel supported, and more importantly, safe. Safe to make mistakes. Safe to ask questions. Safe to show initiative and speak up without fear of being dismissed. Safe to express my ideas loudly and have them be heard. Safe to question things.

That kind of environment isn’t just rare — it’s transformative. And necessary.

What Real Mentorship Looks Like

Mentorship isn’t just grabbing coffee once a quarter or even having a meeting weekly. It’s showing up consistently. It’s listening. It’s sharing your experience — including the failures. And it’s being vulnerable so that trust can form. Mentorship is a relationship, not an event.

One of the most powerful tools a mentor has is their story. Transferring knowledge through real experiences — both wins and missteps — is what helps mentees grow. It gives them a roadmap and, more importantly, it gives them permission to be human.

As a Learning and Development leader in the mortgage industry, I’ve made it my mission to mentor as many women as possible — whether they stay in this industry long term or take what they’ve learned and grow elsewhere. What matters is that they know they’re capable, equipped, and not alone.

For me, there’s no greater reward in my career than seeing someone else grow into their potential — and knowing I had even a small part in helping them get there. It’s not about taking credit; it’s about the joy of watching someone you’ve mentored find their confidence, step into leadership, or realize what they’re truly capable of. As one of my own mentors used to say, “When I’m old and retired, I want to sit in my rocking chair and remember all the people I helped get to where they wanted to be in their career.” S. Callahan. That stuck with me. Because at the end of the day, the real legacy isn’t the titles or accolades — it’s the people you’ve lifted along the way.

Building A Culture Of Mentorship

Companies play a big role here. Formal mentorship programs are great — but culture matters more. If collaboration, education, and shared growth aren’t baked into the way we operate, mentorship dies on the vine.

We have to model it. Talk about it. Celebrate it. And we need to encourage women — at every level — to both seek out mentors and offer mentorship. You don’t have to be a VP to help someone navigate their next career move. You just have to be willing to share what you’ve learned.

Lift As You Climb

If you take one thing away from this: Be the mentor you wish you had — or the one you were lucky enough to have.

Mentorship isn’t about ego or checking a box. It’s about connection, confidence, and changing the culture from the inside out. Let’s keep showing up for each other. Let’s keep lifting as we climb.