| Mentoring & Sponsorship Programmes:
One way we help organisations develop the right skills internally is through the creation of customised mentoring and sponsorship programmes. All our programmes start out with a focus on mentoring. We help clients turn them into sponsorship programmes with the right pairings, self-reflection and training. At InclusIQ, we work with all of our clients to create mentoring programmes that have reciprocal value for both parties – the best way to make it sustainable, create empathy and to have impact on your inclusion goals.
Workshops on Mentoring and Sponsorship
With facilitated reflection and training for both partners, mentoring develops insights by inspiring the ‘curious conversations’ that move people forward. The InclusIQ Institute offers customised mentoring and sponsorship training focusing on reciprocal benefit. Reciprocity sustains the relationship and fosters the ‘sponsorship’ behaviours necessary to create sustainability, empathy and an inclusive culture.
We’ve designed two workshops: one for mentors and one for mentees.
Our workshops give both partners confidence in setting up the relationship, maximising the experience and handling any challenges. Both workshops aim to create chemistry within pairings. Just like our inclusive leadership series, Creating Inclusive Leaders for a Competitive Advantage each module uses a mix of interactive exercises, an InclusIQ Insights e-simulation tailored to the session’s content, case studies and published research.
Module 1 Mentees: Making the most of mentoring relationships
In this session, ideal for mentees, we’ll look at strategies for:
• Identifying the desired skills & experiences before making an approach.
• Seeking a mentor outside the comfort zone and how to approach them ‘informally’.
• Focusing on reciprocity to sustain the relationship and increase the likelihood of sponsorship.
Module 2 Mentors: Fostering future talent- moving from mentoring to sponsorship
After this session, mentors will be able to:
• Use practical questions tailored for the start, middle and ‘formal’ ‘end of pairings.
• Focus on listening and coaching, rather than just ‘telling’ in interactions with mentees.
• Better learn from the more junior staff they might not naturally ‘take under their wing’.