Supporting Emerging Women Leaders with Mentoring

Supporting Emerging Women Leaders with Mentoring

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  © Insala AllRights Reserved 2016 Supporting Emerging Women Leaders with Mentoring
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  Judy Corner Mentoring SubjectMatter Expert Insala
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  Discussion Groups © InsalaAll Rights Reserved 2016 LinkedIn Group: Mentoring Thought Leaders’ Club www.linkedin.com/company/insala Over 1,000 Members
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  1. ROI ofa Diverse Leadership Team 2. How Mentoring Supports Women Leaders 3. How to Focus your Program on Women Leaders 4. Steps to Success Agenda © Insala All Rights Reserved 2016
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  With increased companyglobalization, varied perspectives and backgrounds give businesses a critical edge by broadening your strategic perspective. • Companies with executive board diversity in the top quartile had ROEs 53% higher, on average. • Earnings margins were 14% higher, on average, at the most diverse companies than those of the least diverse companies. © Insala All Rights Reserved 2016 ROI of a Diverse Leadership Team Source: McKinsey&Company
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  POLL #1 What percentageof women are currently in executive leadership positions in your organization? © Insala All Rights Reserved 2016
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  Why Mentoring Fitswith Women © Insala All Rights Reserved 2016 Women seek out help more than men1 Women can excel in “soft skills”. Skills such as relationship-building, building trust, relating with empathy, and building a vision.1, 2, 3. Women more effectively employ the emotional and social competencies correlated with effective leadership and management than men.3 Women were seen as more effective in getting things done, being role models and delivering results.4
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  Where are thewomen going? © Insala All Rights Reserved 2016 Current State of Women in Leadership only make up……… ……of CEOs worldwide 3-4% They are capable. More women now go to college than men ………..of women say their gender faces discrimination ⅔ women make up …..the workforce ½ as you move up career levels, fewer women are seen
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  © Insala AllRights Reserved 2016 Current State of Women in Leadership Pew Research Center did a survey of professional women to ask what were their barriers to top executive business positions. Changing company culture Work/life balance Viable Network Leadership competencies
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  Examples of HowMentoring Supports Women Leaders © Insala All Rights Reserved 2016 Providing trusted feedback on the good and the bad5 1 Understanding organizational culture and navigate politics 2 Expanding their professional network & visibility 3 Sharing leadership experiences 4 Enhancing specific leadership skills and competencies
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  © Insala AllRights Reserved 2016 How to Focus your Program on Women Leaders Educate the organization about the value of diversity Make the women’s leadership program inclusive – not exclusive. • Should be seen as a career development initiative for everyone with the goal to support women in leadership.
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  Leadership program isa long-term business strategy; it can take years for individuals to move into leadership roles, so short-term success should be the focus. How are you going to measure it? • How many women developed a leadership competency in the last 6 months. Steps to Success 1. Define Goals and Success
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  • Recruit talentedleaders with the correct mentor competencies and skills: • Pay attention to recruit people with other characteristics of effective female leaders: Steps to Success 2. RECRUITING Emotional Intelligence (Empathy) Adaptability Communication Skills (Listening) Goal Setting Influencing Motivating Interpersonal Leadership Visionary Skill Expertise
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  Steps to Success 3.COMMUNICATIONS Advertise the following points in your internal communications: • Explain the benefits of the initiative for the organization • Communicate the benefits of participating in the program • Share that it is not an exclusive program, that it can benefit everyone! • Make a point to explain that matching is not based on gender, it is based on the most qualified and best match
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  Steps to Success 4.TRAINING Not everyone has previously participated in a mentoring program. Training should: • Define what mentoring means for the organization • Define the leadership skills and characteristics valued within the organization • How to implement the role of mentor and mentee • Prepare participants to fulfill their roles
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  Consider adapting yourmatching application to address the following competencies to develop female leaders: • Enhancing business skills and knowledge • Understanding and navigating the organization • Solving problems and making decisions • Managing politics and influencing others • Managing change • Taking risks and innovating • Setting vision and strategy • Managing the work • Work-life balance • Career development • Networking Steps to Success 5. MATCHING APPLICATION
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  Steps to Success 6.REPORTING Reports should include such elements as: • How many partnerships were created • Specific improvement in leadership competencies • Goals/objectives completed • Number of individuals who moved into more complex assignments or leadership roles It is important to measure and report both quantitative and qualitative data.
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  © Insala AllRights Reserved 2016 • M*O*R*E workshop • Consulting for matching criteria • Training for mentors, mentees, and managers • Mentoring technology • Participant matching • Communicating • Reporting • Tracking How Insala Can Help You
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  Q&A CONTACT US FORMORE 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 © Insala All Rights Reserved 2016 SEND IN A QUESTION [email protected]