In a recent LinkedIn post, Matt Gray discusses the crucial difference between inspirational mentors and those who truly equip their mentees for success. Gray emphasizes that the most valuable mentors provide actionable frameworks that can be implemented immediately, rather than just sharing anecdotes from past achievements.
Gray outlines a personal “3-Criteria Filter” for evaluating potential mentors, ensuring they offer practical, up-to-date guidance. He begins by stating:
“The best mentors I’ve ever had gave me frameworks I could install that week. They didn’t just inspire me, they equipped me.”
This initial point sets the stage for his detailed breakdown of what constitutes an effective mentor.
Mentorship Focused on Current Realities
A core tenet of Gray’s filter is that mentors must be actively engaged in their field. He argues against seeking advice from individuals whose expertise is rooted in outdated practices.
Staying Relevant in a Changing Landscape
Gray highlights the dynamic nature of business, stating:
“The game changes every year. If they’re not actively playing, their playbook is outdated.”
He advocates for mentors who are “10 steps ahead of you, still in the game,” underscoring the need for current, relevant strategies. This emphasis on being “in the trenches” differentiates active practitioners from those who merely recount past successes.
The Importance of Replicated Results and Personal Experience
Beyond current involvement, Matt Gray stresses the significance of a mentor’s track record in helping others achieve success. He differentiates between individual triumphs and systemic effectiveness.
From Individual Success to Proven Systems
Gray points out that while one person’s success might be luck, a mentor’s ability to foster success in many individuals indicates a robust system. He elaborates on this:
“Look for mentors who’ve helped tons of other people get results, not just crushed it themselves once and now sell a course about it.”
Furthermore, Gray insists that mentors should have firsthand experience building what they teach. He calls out “consultants who never operated” as potentially offering less valuable advice than “operators who consult.” The implication is that genuine “battle scars” from the entrepreneurial journey provide a unique and trustworthy perspective.
Identifying Red and Green Flags in Mentorship
To help others apply his criteria, Gray lists specific “red flags” and “green flags” to consider when seeking a mentor. Red flags include vague advice, outdated teaching, lack of proof of student success, and a focus on hype over substance. Conversely, green flags involve receiving installable systems, clear frameworks, specific feedback, access to current strategies, and a supportive community.
According to Gray, the ultimate goal of a great mentor is to remove the paralysis that often stems from uncertainty. He concludes:
“People usually procrastinate not because they’re afraid, but because they don’t know what to do. A great mentor removes that paralysis.”
By providing concrete systems and frameworks, these mentors empower their mentees to build confidence through competence, enabling them to take decisive action.
📝 About This Content
This article is based on insights shared by Matt Gray on LinkedIn.
📅 Originally posted on August 8, 2026 | View original post on LinkedIn →