1. The business case for leadership development. 2. Why mentoring can be more effective than other leadership development techniques. 3. Steps for launching a mentoring program for leadership development. 4. Client case study of mentoring for leadership development.

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Mentoring
for
Leadership Development

2. Judy Corner
Mentoring Subject Matter Expert
Insala
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3. Discussion Groups
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LinkedIn Group: Mentoring Thought Leaders’ Club
www.linkedin.com/company/insala
930+
Members

4. Discussion Groups
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https://twitter.com/imentoring

5. 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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6. 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

7. 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

8. Developing leaders and
strengthening the succession
pipeline always comes out as
most popular.
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9. © Insala All Rights Reserved 2016
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

11. 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

12. Target your HiPo’s2
Review your succession pipeline to decide who should be a part of the mentoring
program.

13. 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.

14. 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.

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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.

16. Communicating
effectively
Valuing diversity &
differences
Managing politics
& influencing
others
Solving problems &
making decisions
Setting vision &
strategy
Examples of Leadership Competencies
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17. Communicating
effectively
Valuing diversity &
differences
Solving problems &
making decisions
Examples of Leadership Competencies
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Managing
politics &
influencing
others
Setting vision
& strategy

18. 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.

20. 8 Deadlines
Provide deadlines on when enrollment and matching
will take place.
Why?

21. 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

24. 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!

25. 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

26. 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

27. Q&A
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info@insala.com
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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