CEO MENTORING
It’s lonely learning at the top.
This is why CEOs like being able to talk to someone who is neither boss nor subordinate. They prefer talking in confidence with experienced leaders who have “been there and done that”
A PRACTICAL WAY TO DEVELOP
Research shows that “When CEOs get this kind of support, good outcomes follow. We surveyed 45 CEOs who have formal mentoring arrangements, and 71% said they were certain that company performance had improved as a result. Strong majorities reported that they were making better decisions (69%) and more capably fulfilling stakeholder expectations (76%). More than anything else, these CEOs credited mentors with helping them avoid costly mistakes and become proficient in their roles faster (84%). Patterson spoke for many when he called mentoring “a more practical way to develop.”
Research Credit: CEOs Need Mentors Too, Suzanne de Janasz & Maury Peiperl, Harvard Businesss Review, April 2015
FINDING THE
RIGHT MENTOR
Matching a CEO to a mentor requires special considerations. At the most basic level, CEOs look for someone who has relevant experience and a track record of success. Their final selection almost always takes into account their need for personal compatibility and absolute trust.
Mentors, on the other hand, are attracted to people who openly seek to learn and have the potential to grow. They want to see their efforts eventuate in the CEO’s success.
OUR APPROACH
SUCCESSFUL MENTORING IS ABOUT MORE THAN JUST MATCHMAKING
Yes, finding the right mentor is critical but so are the rules of engagement. Explore our approach below.
Click on the tabs to learn more
RULES OF ENGAGEMENT
If you want a great Mentoring experience do it by design.
Our disciplined approach guides CEOs and Mentors through a structured process.
The rules of engagement are clear and structured. Sessions are scheduled well in advance and are sacred events not to be crowded out by other demands. The CEO sets a formal agenda for each meeting based on the current problems being confronted.
Within this structured framework, knowledge transfer occurs much less formally. Both parties prefer candid discussions that produces advice based on true-life experiences.
Trust is paramount and both parties commit to total confidentiality.
FIND THE RIGHT MENTOR
We use a 5 step process to find the right Mentor for each CEO
- CEO Preference & Needs Assessment
- Ideal Mentor’s profile
- Candidate Matching
- Social Interaction
- Selection
