supporting emerging women leaders with mentoring

19
© Insala All Rights Reserved 2016 Supporting Emerging Women Leaders with Mentoring

Upload: stephen-grindrod

Post on 14-Feb-2017

96 views

Category:

Business


1 download

TRANSCRIPT

Page 1: Supporting Emerging Women Leaders with Mentoring

© Insala All Rights Reserved 2016

Supporting Emerging

Women Leaders with

Mentoring

Page 2: Supporting Emerging Women Leaders with Mentoring

Judy CornerMentoring Subject Matter ExpertInsala

Page 3: Supporting Emerging Women Leaders with Mentoring

Discussion Groups

© Insala All Rights Reserved 2016

LinkedIn Group: Mentoring Thought Leaders’ Club

www.linkedin.com/company/insala

Over 1,000Members

Page 4: Supporting Emerging Women Leaders with Mentoring

1. ROI of a 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

Page 5: Supporting Emerging Women Leaders with Mentoring

With increased company globalization, 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

Page 6: Supporting Emerging Women Leaders with Mentoring

POLL #1What percentage of women are currently in executive leadership positions in your organization?

© Insala All Rights Reserved 2016

Page 7: Supporting Emerging Women Leaders with Mentoring

Why Mentoring Fits with 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

Page 8: Supporting Emerging Women Leaders with Mentoring

Where are the women 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

women make up …..the workforce½

as you move up career levels, fewer women are seen

Page 9: Supporting Emerging Women Leaders with Mentoring

© Insala All Rights Reserved 2016

Current State of Women in LeadershipPew 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

Page 10: Supporting Emerging Women Leaders with Mentoring

Examples of How Mentoring 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

Page 11: Supporting Emerging Women Leaders with Mentoring

© Insala All Rights Reserved 2016

How to Focus your Program on Women LeadersEducate 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.

Page 12: Supporting Emerging Women Leaders with Mentoring

Leadership program is a 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

Page 13: Supporting Emerging Women Leaders with Mentoring

• Recruit talented leaders 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)

AdaptabilityCommunication Skills

(Listening)

Goal Setting Influencing Motivating Interpersonal

Leadership Visionary Skill Expertise

Page 14: Supporting Emerging Women Leaders with Mentoring

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

Page 15: Supporting Emerging Women Leaders with Mentoring

Steps to Success

4. TRAININGNot 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

Page 16: Supporting Emerging Women Leaders with Mentoring

Consider adapting your matching 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

Page 17: Supporting Emerging Women Leaders with Mentoring

Steps to Success

6. REPORTINGReports 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.

Page 18: Supporting Emerging Women Leaders with Mentoring

© Insala All Rights 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

Page 19: Supporting Emerging Women Leaders with Mentoring

Q&ACONTACT US FOR MORE [email protected]

US: (817) 355.0939UK: +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 [email protected]