mentoring for leadership development

© Insala All Rights Reserved 2016

Mentoring for

Leadership Development

Judy Corner

Mentoring Subject Matter Expert Insala


Discussion Groups


LinkedIn Group: Mentoring Thought Leaders’ Club

www.linkedin.com/company/insala

930+ Members

Discussion Groups


https://twitter.com/imentoring

1. Business case for leadership development • Defining ‘leadership’

2. How mentoring can be more effective as a

leadership development strategy

3. Steps for launching a mentoring program for leadership development

• Leadership competencies • Mentor & mentee training

4. Client case study

Agenda


66% of millennials expect to leave their organization by 2020.

The absence of millennial-company loyalty and engagement is a pressing and important business concern.

Of millennials surveyed, • 63% are not happy with leadership development opportunities

The Deloitte Millennial Survey found that… • 61% of millennials reported benefits to leadership skills from

mentorship • Having a mentor increases expected tenure. • Reported more loyalty when greater leadership development

opportunities offered.


The Deloitte Millennial Survey 2016

Here are links we are about to discuss:

http://www.inc.com/ryan-jenkins/how-to-avoid-the-top-2-reasons-millennials-leave-companies.html http://www2.deloitte.com/global/en/pages/about-deloitte/articles/millennialsurvey.html


Helpful Links

http://www.inc.com/ryan-jenkins/how-to-avoid-the-top-2-reasons-millennials-leave-companies.html





















http://www2.deloitte.com/global/en/pages/about-deloitte/articles/millennialsurvey.html



Developing leaders and strengthening the succession pipeline always comes out as

most popular.



Business Case for Leadership Development

Defining “Leadership” Within Your Organization

1. Communication… vision… directing & guiding… shaping performance

2. Leadership competency: Group of skills

3. Clusters & competencies

Succession Planning

Retention Engagement Culture


Why is Mentoring Effective for Leadership Development?

• Real experience from leaders

• Reinforces company culture

• Expands professional network

• Increased organizational visibility

• More cost-effective

“The best way a mentor can prepare another leader is to expose him or her to other great people.”

John C. Maxwell

Here are the steps recommended by our Insala mentoring experts to enhance leadership development:

Ensure all stakeholders are clear on what leadership is and how mentoring can be used for development.

Steps to Launch Leadership Development

1 Stakeholders understand objectives

Target your HiPo’s

2

Review your succession pipeline to decide who should be a part of the mentoring program.

3 Qualify your mentors

Mentors should be knowledgeable managers who have experience within the organization as well as the competencies needed to be a good mentor.

4 Communication! Part I

Promote Program

Recruit Mentors

Email

Invite Mentees to

Enroll

Create a communications plan to market the program. Include the benefits for the mentors and mentees in order to engage them.


Steps to Launch Leadership Development

5 Match on leadership competencies

Create a matching application form that allows matching to occur between your participants based on leadership development competencies.

Communicating effectively

Valuing diversity & differences

Managing politics & influencing

others

Solving problems & making decisions

Setting vision & strategy

Examples of Leadership Competencies


Communicating effectively

Valuing diversity & differences

Solving problems & making decisions

Examples of Leadership Competencies


Managing politics &

influencing others

Setting vision & strategy

6 Provide training

Once you have enough mentors and mentees, provide training.

This includes role definition, the mentoring process, the phases in the relationship, and general tips / advice.

But why is training important? Why Invest in it ? • Adequate training is important before beginning anything new • Mentoring is a unique relationship that involves a lot of important responsibilities. • It ensures that the mentor and mentee get the most out of their time together. • Provides advice on helping develop a relationship with the mentee • Addresses the needs of specific populations. • Ensures the best quality of the mentoring partnership. • Provides commitment – therefore less likely the partnership will terminate

prematurely.


YOUR BRAND HERE

7 Automate with an online portal

Set up a portal to allow mentors and mentees to enroll in the program, and ease of matching and pairing.

8 Deadlines

Provide deadlines on when enrollment and matching will take place.

Why?

9 Communications, Part II

Send out communications once partners have been matched.


10 Feedback & Evaluate

Relationship Ending Email

Feedback Survey Email

• Embed process of continual check ins

• Gather feedback from both parties – use surveys!

• Evaluate to see if program was a success – has leadership development taken place?


1. Make sure stakeholds understand the objectives

2. Target your Hi-Pos

3. Qualify your mentors

4. Communicate – Part I

5. Match based on leadership competencies

6. Provide training

7. Automate with an online portal

8. Set deadlines for your first programs

9. Communicate – Part II

10. Feedback and Evaluate

Review

In the Client’s Own Words…


Yesterday, we thought the future was a long way off – now

it’s here and we’re not ready.

We don’t have the leaders and our high-potentials developed. We can’t let that happen again.

We need to develop our leaders and high potentials before our

competition does!

Case Study #1


SOLUTION: • Conducted M*O*R*E Strategic Planning workhop. This

was important to: 1. Identify the specific organizational objectives and

measurements for the program 2. Making sure that all elements were identified 3. There were “pockets” of mentoring ..

• Information process for senior management to identify

mentors/mentees

• Major kick-off session was conducted

• Training for mentors & mentees conducted

Case Study #1


OUTCOME: • Senior management was very pleased with the initial

evaluation results from the training

• Feedback from mentors and mentees during evaluation sessions indicated success

• Senior management – after 6 months, communicated their comments of success and funding for next Phase

• Other parts of the organization wanted to implement the same process

Q&A CONTACT US FOR MORE INFORMATION

www.mentoringtalent.com

[email protected]

US: (817) 355.0939

UK: +44 (0)207.297.5940

JOIN US ON LINKEDIN FOR:

• A copy of today’s slides • A link to the webinar recording • A discussion around today’s webinar


“One of the greatest values of mentors is the ability to see ahead what others cannot see and to help them

navigate a course to their destination.” — John C. Maxwell