STRATEGY ORGANIZATION TALENT

The Gender Hubon MentoringSession 3

25th June 2014

The Gender Hub | Session 3: Mentoring | 25th June 2014 2

Our Agenda

1 Opening Speech by Isabella Lenarduzzi, JUMP

2 Introduction to Mentoring Essentials and Dilemma’s by Marc Timmerman, Axiom CP Europe

3 The Case from the Host: Microsoft• Inge Ginee, Director WW Licensing and Pricing at Microsoft with

responsability for diversity within her segment

4 Internal Mentoring Program:• Laurence Einsweiler, Legal Director, Pfizer Belgium • Veerle Depauw at Vlaamse Overheid, responsible for diversity

5 External Mentoring Program:Pinuccia Contino, Head of Unit Communication and Relations with Stakeholders, Directorate General for Translation, European Commission. Pinuccia Contino is a founding member of WIL Europe that includes the Women Talent Pool (WTP)

6 Debate / Group Discussion / Networking

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Benefits of a Mentoring program

Best practice leadership development

Engagement of senior leaders towards developing (women) leadership

Personal insights on strengths & weaknesses, development needs & ideal learning path

Identify & seize individual development opportunities

The possibility to pick an experienced brain

The possibility to go beyond the professional development function, understanding the unwritten rules, how to manage a better work-life balance, …

A link with a leader outside their direct management line

Better understanding of (gender) diversity for the Leaders

Become an employer of choice for top (female) talents

Develop high potential (female) leaders

Empowering individuals

A development initiative for the mentors themselves

Gaining proximity to the Talent

Fast and cheap development process

Talent Retention

For the Participants For the Organization

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Why is Mentoring so HOT ?

• People indicate that they learn the most and the fastest from having a good mentoring relationship

• Highly individualized approach which is highly appreciated• Good way for developing established leaders in people

management

Effective Development

• Easy and Fast Set-Up• It requires only internal time and energy• Only possible”out-of-pocket” cost could be the training of

mentors and mentees

Cost Effectiveness

• Increased retention of Talent• Improved Employer Attractiveness• Increased development speed

HRBenefits

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Critical Dilemma’s in Mentoring Programs

Mentees

How are they selected ?

Can they drop out ?

Can you oblige them ?

Will you keep it a Big Secret ?

Will you train them ?

Better trained than the mentors ?

Mentors

Will they be selected ?

Who selects ?

On what grounds ?

Will your train them ?

Better trained than the mentees ?

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Critical Dilemma’s in Mentoring Programs (2)

Matching Mentee & Mentor

Pre-Selection Criteria

No choice

Shortlisted possibilities

Software facilitated

No Criteria

No Choice

Speed Dating principle

Mentee Selects

Software facilitated

Proximity to the Sun

Guided by PDP

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Critical Dilemma’s in Mentoring Programs (3)

Who Leads the Program ?

D&I Leader Inclusion Focus

D&I CouncilInclusion Focus &

Strong BU connection

HR Leader Development Focus

Talent Review Committee or CEO Succession Focus

The Need for a Go-To Person

Power Issues

Relational Issues

Replacing the Mentor

Follow-Up on the program

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Emerging Hot Topic in Mentoring

Sponsorin

g

No Sponsorin

g

US perspective

EU perspective

HR Leader

Diversity & Inclusion

Leader

MainD&I Council

with Business Leaders

CEO or Executive Sponsor

Local D&I Councils

with Business Leaders

• Talent Acquisition• Talent Development• High Potential Programs• Succession Planning• Comp & Ben• Performance Reviews• HR Policies• HR Business Partners

Comm’sLeader

• Corporate Buy-In• Leadership Alignment• Corporate Budget ??

• Local Buy-In• Alignment• Localization

• EVP• Technical

alignment• HR Budget• Synergies• Conflicts

• CSR

JUMP, HR Seminar, 2014, copyright of Marc Timmerman