Mentoring is a professional service recognised as a cutting edge tool for providing support for executives in alternative thinking about issues, problems and career. Typically a Mentor collaborates with the Protégé by outlining any number of experiences and scenarios that steers the parties to strategic outcomes that most benefit the Protégé in the long term.

Mentoring can be defined as a role relationship where one person, the mentor, offers assistance, guidance, advice, encouragement and support to another person in order to foster their vocational and professional development.

A mentor, typically, will listen to the Protégé and gently probe with intuitive questions to elicit deeper thought and consider alternative strategies. The work of a Mentor is always collaborative and always the agenda of the Protégé. However a Mentor will challenge the Protégé when there are signs of deflection or reliance. The outcomes of a Mentoring relationship are always in the hands of the Protégé to take the opportunity to have a seasoned sage work with them.

The pressure on the corporate world to retain scarce talent increases, even through the Global Financial Crisis. An ageing population and a lessening of the loyalty of executives to the Company and more to themselves are increasing the pressure on retention of key employees. Staff turnover is now a key performance indicator of effective HR strategy. Clutterbuck observed in 2000/01 that in a US Study employees’ intention to change jobs was 35% generally, but less than 16% for those involved in a mentoring program.

Recruiting and rewarding your critical talent intensifies as one of the great challenges in any business. Engaging a business-mentor as part of the engagement of key appointees is point of difference that may tilt the balance in your favour,

It has been estimated that up to 40% of new executive appointments fail with 12 months. A structured Mentoring support program over the first six months of a new appointment will mitigate the risk.

Investment in future leaders of your ‘C’ suite as a defensive mechanism to the ‘head-hunter’ is smart business.

Proven business benefits of a structured, well conceived and executed business-mentoring program include:

• Improved productivity
• Improved organisational strength
• Improved quality and customer service
• Vastly improved retention of essential talent
• Better bottom-line profitability
• Better top-line revenues
• Stronger succession planning
• Enhanced executive resilience.

Margaret has a particular interest in working with executives in transition; ‘C’ Suite and aspirants to such, particularly women.