Cross-company Mentoring Programme Ireland Information Pack 2018

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Bonnie Porter
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1 Cross-company Mentoring Programme Ireland Information Pack 218

3% CLUB CROSS-COMPANY MENTORING PROGRAMME IRELAND Executive summary 218-219: UNIQUE OPPORTUNITY Running from April 218 to March 219 Mentees: High potential individuals with a minimum of 1 years

will complement existing programmes in the Irish market and within individual organisations.

Robust and effective matching process Member organisations can nominate up to 6 Mentors and 6 Mentees (at least 5% of mentees must be female) Programme managed by the Irish Management Institute It is

2 3% CLUB CROSS-COMPANY MENTORING PROGRAMME IRELAND Executive summary : UNIQUE OPPORTUNITY Running from April 218 to March 219 Mentees: High potential individuals with a minimum of 1 years experience Mentors: Senior executives Series of learning and networking events Pairs meet every four to six weeks KEY PROGRAMME OBJECTIVES To deliver a cross-company, cross-sector mentor network that will complement existing programmes in the Irish market and within individual organisations. To bring together experienced leaders and mid-career high potential individuals - focused on professional and personal development. To enhance leadership capability in your talent pool. Robust and effective matching process Member organisations can nominate up to 6 Mentors and 6 Mentees (at least 5% of mentees must be female) Programme managed by the Irish Management Institute It is fantastic to see the IMI / 3% club mentoring programme thrive since the pilot in 215. Bringing together experienced leaders with mid-career high potential individuals can greatly enhance their professional and personal development, with particular added learning through the cross-sector approach. Brid Horan Former Deputy CEO ESB, 3% Club Steering Committee Key dates for your diary January Feb 28th 218: Organisation Registration March 218: Matching process 19th April 218: Launch event 2

3 3% CLUB CROSS-COMPANY MENTORING PROGRAMME IRELAND About the Programme In 215, the 3% Club, in conjunction with the IMI commenced a cross-organisational mentor network, bringing together experienced leaders as mentors for mid-career high potential individuals. Each participating organisation identifies at least two senior executives with an interest and a flair for mentoring and nominates two or more high potential mentees of which at least 5% will be female. The IMI provides mentor training and a network for the mentees developmental input in workshop sessions. Key Programme Benefits The mentoring programme benefits the mentor, the mentee and indeed the organisation. Benefits to a Mentee Opportunity to Develop and Practice a more Personal Style of Leadership The mentoring process can help mentees increase awareness of personal biases, assumptions and areas for improvement. Provides access to experience; the mentors have developed their own careers and can share how they sought opportunities and overcame challenges, thus fast tracking the mentee's progress. Improved Job Satisfaction Becoming a mentee can bring a renewed enthusiasm and satisfaction for their role and help them achieve their professional goals. Enhances the mentees confidence in dealing with challenges and issues in addition to support during times of change and transition. Benefits to a Mentor Broadened Perspectives The mentee's perspective may be very different to that of a mentor. Discussions may provide opportunities to see through different eyes and cause mentors to re-evaluate beliefs. It can also help boost mentor's own motivation, job satisfaction and increase productivity. Increased Peer Recognition Through participation in the process, mentors can also develop their own interpersonal skills and increase their visibility and reputation within and beyond their own organisation. Mentoring provides an opportunity to demonstrate leadership by committing to developing people. Benefits to the Organisation Expanded Networks The mentoring programme builds relationships within a wider pool of people across various organisations and thus helps to expand the organisations professional networks. Talent Management Actively supports the organisation's talent management plan to attract, retain and develop leaders along with building mentoring capabilities and leadership development. 3

4 3% CLUB CROSS-COMPANY MENTORING PROGRAMME IRELAND How does the Mentoring Progamme Work? Banding and Selection The mentor to mentee ratio is one-to-one and there must be equal numbers within each layer of the mentoring programme. Our recommendation is that mentors and mentees volunteer to take part in the programme and are then selected by their organisation based on internal criteria. It is critical that all mentors and mentees are committed to the programme and are prepared to make the time to meet or speak with their selected mentor/mentee. Timings The programme runs from April to March every year. Meetings One-to-one mentoring meetings take place at a minimum every six weeks for 1-2 hours. We encourage monthly meetings in order to build up sufficient momentum over the twelve-month period. The onus is on mentees to schedule and travel to meetings. Administrative Practicalities Each organisation nominates a senior leader sponsor and a key contact to select and recruit mentees and mentors. Events The IMI provides access to appropriate leadership and development events as well as co-ordinating a mentee only schedule of network events. Confidentiality We ask participants to respect confidentiality and existing employment relationships. Feedback Process Regular surveys are issued to all stakeholders to gauge how the mentoring experience is progressing. Facilitation of "No Blame Divorces" IMI works closely with organisational sponsors / key contacts to monitor the ongoing mentoring relationship to ensure it functions effectively, to the mutual satisfaction of both mentor and mentee. IMI will facilitate "no blame divorces" and look to rematch both parties if required. 4

3% CLUB CROSS-COMPANY MENTORING PROGRAMME IRELAND Organisation Sponsor & Key Contact Roles Who are Organisational Sponsors and what is their role?

5 3% CLUB CROSS-COMPANY MENTORING PROGRAMME IRELAND Organisation Sponsor & Key Contact Roles Who are Organisational Sponsors and what is their role? Organisational Sponsors are senior level leaders and influencers within their organisations, who play a key role in championing this initiative within their organisation, and the selection, recruitment and engagement (including feedback) of mentors and mentees. Organisational Sponsors are supported in their role by a nominated Key Contact. The Organisational Sponsor s role is to: Act as a champion for this mentoring scheme at a senior level within their organisation. Act as a key point of contact between IMI / 3% Club and their organisation (supported by Key Contact). Key Requirement: Recruit a minimum of two mentors (male/female) and an equal number of mentees (one of which must be female). Gather feedback from mentors/mentees (supported by Key Contact) and relay this to the IMI on a quarterly basis. Attend the official launch event on 19th April 218. Who are the Key Contacts and what is their role? Key Contacts are nominated by the organisational sponsor to act as the driving force for this programme within their organisation. They will provide administrative support in terms of the initial setup of participants on the system and provide oversight of participants involvement and engagement in the scheme. Key Contacts act as a central point of contact between their organisation (Org Sponsors, Mentors & Mentees) and the IMI. The key contact role is critical and should be selected carefully. The Key Contact s role is to: Act as the key point of contact for IMI on all administrative / organisational issues and represent the interests of mentors / mentees. Drive organisations engagement with the mentoring programme, Submit profiles and contact details (name, job title, only) to mentoring@imi.ie by the agreed deadline. Attend the official launch event on 19th April 218. Support Organisational Sponsor in recruitment of mentors and mentees for this programme. 5

6 3% CLUB CROSS-COMPANY MENTORING PROGRAMME IRELAND Profile of a Mentee Mentees are high potential individuals with a minimum of ten years experience typically aged between years (this is not a rigid criterion for inclusion into this programme). Mentee Commitments Commit between 1-2 hours monthly from April 218 to March 219 for mentoring meeting with a mentor. Attend programme events, including: IMI briefing, skills development & mentee networking events. Provide feedback: touch base with the sponsor / key contact throughout the programme to update and provide feedback. Flag if necessary, any issues as quickly as possible with sponsor /key contact. Be pro-active and reach out to their mentor to schedule sessions - it is the responsibility of the mentee to schedule meetings. Ensure they are properly prepared for each session. Be clear and honest with their mentor about their expectations. Submit profile by agreed deadline. Complete online mentoring experience surveys as required. 6

executive / Senior Manager). Mentors will work on a one-to-one basis with a single mentee only.

7 Opportunities for Growth Who should get involved? 3% CLUB CROSS-COMPANY MENTORING PROGRAMME IRELAND Profile of a Mentor Mentors are individuals with extensive professional experience and a strategic remit within their organisations (C-level executive / Senior Manager). Mentors will work on a one-to-one basis with a single mentee only. Mentor Commitments Commit between 1-2 hours monthly from April 218 to March 219 for mentoring meeting with a mentee. Attend one scheduled IMI Briefing and a Skills and Development session. Provide feedback: touch base with the sponsor / key contact throughout the programme to update and provide feedback. Flag if necessary, any issues as quickly as possible with sponsor /key contact. Build trust, be supportive yet challenging, and treat all discussions as confidential. Use your skills and experience to help mentees find their own solutions rather than prescribe answers. Submit profile by agreed deadline. Complete online mentoring experience surveys as required. 7

8 3% CLUB CROSS-COMPANY MENTORING PROGRAMME IRELAND More about Mentors & Mentees Tips for recruiting Mentors / Mentees to this programme; The motivation level of participants to actively engage in this programme must be gauged in advance to ensure effective participation. Focus on key benefits to be gained from programme participation. Provide some rationale as to why an individual has been selected for this programme (e.g. level of expertise & experience, future potential). Provide advanced notice of the agreed programme start date. Provide upfront information regarding the IMI and the 3% Club in Ireland. Mentee Networking Events IMI will be seeking volunteers from participating organisations to host a breakfast networking event for Mentees between May 218 and Feb 219. It is envisaged that a total of six briefings will be held during this 12 month programme. These events aim to facilitate the development of Mentees professional network and to showcase their organisations across the network. Mentees (hosts) will be responsible for the end-to-end development and management of these events (themes, speakers etc.) at their chosen venue. The participating organisation will cover all costs involved in delivering these events. IMI will support the host mentee in promoting the event across the mentee network and issuing event reminders ( ). IMI will also support the Mentee in devising an overall theme for their event and sourcing speakers, if required. 8

3% CLUB CROSS-COMPANY MENTORING PROGRAMME IRELAND Feedback Mechanism to Participants Internal Organisational Feedback: Organisational Sponsors will have a key responsibility to gather regular

9 3% CLUB CROSS-COMPANY MENTORING PROGRAMME IRELAND Feedback Mechanism to Participants Internal Organisational Feedback: Organisational Sponsors will have a key responsibility to gather regular feedback from their Mentors & Mentees on a quarterly basis focusing on how their mentoring experience / relationship is progressing. Online Feedback Surveys: IMI will administer three online surveys at specific intervals throughout the programme aimed at providing participants with an impartial and anonymous platform to air their issues / concerns. These surveys will focus on their mentoring experience. 9

3% CLUB CROSS-COMPANY MENTORING PROGRAMME IRELAND Role of the IMI Percentage that agree/stongly agree that Percentage that agree/stongly agree that agree/stongly agree Percentage agree/stongly agree

10 3% CLUB CROSS-COMPANY MENTORING PROGRAMME IRELAND Role of the IMI Percentage that agree/stongly agree that Percentage that agree/stongly agree that agree/stongly agree Percentage agree/stongly agree Percentage Have aspiration to reach top management confidence to reach top management Have aspirationhave to reach top management Have confidence to reach top management Role of the IMI on the programme? New Employees Women Men New Employees Women Men Experienced Working in partnership with Experienced the 3% Club, the IMI will Employees Employees manage the end-to-end roll-out and administration of this Senior Senior Leaders Leaders programme over 12 months ( ). The IMI has appointed a Programme Manager to4act asa 2 2 central interface between programme participants (Organisational Sponsors, Key Contacts, Mentors and Mentees) and the IMI/ 3% Club. he boardroom Proportion of women in the Proportion top 1% of of UKwomen earners in the top 1% of UK earners Percentage of women at each level The IMI will also deliver a schedule of events throughout this period aimed at enhancing the personal 7and professional development of programme participants. Please contact Della HolmesCEOs Seats 14 Slevin, Programme Manager, on +353 () on ExCo or mentoring@imi.ie for further details. 17 Middle management 19 Total company FTSE 1 companies Testimonials Age group Women in the boardroom Total Women Percentage of women at each level 7 Men named David 14 Men named John 17 This experience has By encouraging my have about their menteemen towho think the title Sir approach to making an CEOs or chairs in FTSE 1 companies impact and developing their career, this has led me to think more about leadership myself Brian Delahunty, Mentor and Head of Product and Business Development at Barclays Bank Ireland Plc CEOs Jean Santry, Mentee and Senior Change Manager at Permanent TSB men Seats on ExCo At PwC, we focus on supporting our to be the best they can be through innovative learning Total companyaproaches. The IMI / 3% Club Ireland programme complements our 1 It provides 2 3 L&D strategy. a great opportunity to develop our future leaders by giving external perspective through the matching of crosscompany mentors and mentees. Middle managementpeople broadened my perspectives, 19 expanded my professional network and equipped me with the tools to become a better leader Age group men Proportion of wom Mary O'Hara, Organisational Sponsor and Partner at PwC

11 3% CLUB CROSS-COMPANY MENTORING SCHEME IRELAND Contact Information Participation Fee The fee for each participating organisation contributes to the cost of programme management and support, training materials and events. A standard fee per organisation is 2,. This covers 2 mentors and 2 mentees participating on the programme for 12 months. Please note, we will allow additional participants of up to 6 mentors and 6 mentees. For more information or to sign up to the IMI / 3% Club Mentoring Programme, please contact Della Holmes-Slevin, Programme Manager E: mentoring@imi.ie P:

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