mentoring for leadership development
TRANSCRIPT
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Mentoring for
Leadership Development
Judy Corner
Mentoring Subject Matter Expert Insala
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Discussion Groups
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LinkedIn Group: Mentoring Thought Leaders’ Club
www.linkedin.com/company/insala
930+ Members
Discussion Groups
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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
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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.
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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
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Helpful Links
Developing leaders and strengthening the succession pipeline always comes out as
most popular.
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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
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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
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.
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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
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Communicating effectively
Valuing diversity & differences
Solving problems & making decisions
Examples of Leadership Competencies
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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.
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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.
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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?
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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…
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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
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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
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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
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“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