Why?

 

A mentor relationship can support in four areas: as an insurance policy, a growth strategy, a sustainability play or to create legacy and support the transition from being the CEO.

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Insure - Promoting people into new roles, especially as CEO, is a risky business. Engaging a mentor to support the individual as they step up helps to de-risk the appointment. It can be seen as an “insurance policy” or stated positively, a means of assuring success. 

 

Accelerate/Grow - Organisations frequently look to unlock or realise latent potential in their senior leaders. A mentor can help create the path for a leader to develop and achieve their full potential.

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Sustain - After a period of intensive mentoring, the emphasis tends to shift from personal growth of the leader and thinking partner on the business, to thinking partner pure and simple. The mentor is seen as trusted advisor and the client values the discipline of reflection.

 

Legacy/Transition - Mentoring for the leader at the close of their career can be highly effective. From the organisation’s perspective it is important that the CEO “leaves well” and creates a positive legacy. From the individual’s perspective they are frequently financially secure and are therefore, for the first time in their lives, facing the question of “what do I really want to do?”

 

​How we help

 

As experienced business leaders and qualified coaches we can support leaders in a mentoring relationship, which provides the wisdom of our experience and the guidance to ask the right questions and includes access to ongoing support whenever necessary.​

 

We start by pairing the mentors we believe to be best suited to the assignment and conducting chemistry calls to ensure a great fit and the most valuable and transformative mentoring relationship possible.