Leadership Development

Leadership DevelopmentThe Benefits of Mentoring

Are you creating an environment that promotes continuous learning, attracts the best talent, values diversity and develops strong successors to key leadership positions? 

The mentor typically works with the mentee to help them see themselves in three areas: looking inward, looking outward and looking forward.  

Process Steps for Mentoring

  • Project Shaping and Data Gathering
    • Clarify and finalize the standards and timeframes for the mentoring program as well as roles, resources and deliverables.
    • Outline a detailed action steps, accountabilities and due dates.
  • Engaging Commitment
    • Conduct telephone interviews with organizational leaders who are potential mentors and associates who are mentees.
    • Build the enthusiasm and commitment needed to support the initiatives resulting from this effort.
    • Draft a letter to announce the program and include key messages to gain the pride necessary to inaugurate the initial session and keep it moving forward.
  • Development of the Mentoring Process
    • Determine guidelines and criteria for matching a mentor and mentee.
    • Clearly define the role of both the mentor and mentee.
    • Recommend development activities that could include job rotation, stretch assignments, books and potential coaching; also external activities such as non-profit boards or Toast Masters.
    • Design an evaluation process to ensure the program is working effectively.  

Leading Change

Learning the steps of leading change is easy, what is hard is developing a character of integrity and respect.  In the end, leadership comes down to honesty, a confident will and the ability to build strong relationships with your direct reports, peers, and other leaders.  

Process Steps for Leading Change

  • Integrity, Respect and Emotional Calm:
    • Stand up straight and smile before walking into a room, an erect posture will lift the spirits of other team members.
    • Do homework and write down at least one thing to say during the meeting.  
    • Refrain from acting too emotionally to an issue and hold off making any statement until emotions have shifted.
    • Be an influencer by identifying, building and creating common ground with your direct reports, peers and leaders. 
  • Confidence and Maturity: 
    • Leaders with confidence are realistic, secure in their knowledge and accept responsibilities. 
    • Thank people when they give constructive feedback; anticipate challenges and be prepared to respond postively. 
    • A confident leader knows where they are and is not afraid to share the credit with others.
    • Leaders know they occasionally need to make tough decisions, be open about the reasons why.
  • Build Strong and Trusting Relationships:
    • Leaders need to earn the personal trust of important constituents such as their peers, employees, customers and board members.
    • Act in ways that are consistent with your expressed beliefs, live up to your commitments and treat people fairly.
    • Trust is difficult to build and easy to destroy. Protect the interests of those not present, consciously display leadership values and ethics, find common ground and build support around shared beliefs and principles.