The importance of executive mentorship programs

A mentor is an experienced and trusted advisor. A mentee-mentor relationship is built on trust, and. A mentor leverages their expertise and experience to guide a professional coming up through the ranks. According to a recent report, Future of Women 2020, 49% of respondents reported that it is a struggle to find mentors, and roughly one in five (18%) of respondents said that finding anyone to provide career guidance internally is hopeless.

The value of a formal executive mentorship program is clear. Many women and underrepresented groups would love a mentor — someone that has been where they are and can offer career guidance to help guide them as their role evolves within a company. By providing an opportunity to not only elevate individuals but cultivate a community for women, with a focus on self-improvement and learning from each other, an executive mentorship program is crucial in providing an opportunity for mid-level managers to grow and reach their goals.

Focusing on issues like finding an individual’s unique leadership style, how to navigate conflicts, and creating a culture for diversity are topics that mentors and mentees can engage in to further elevate their career trajectory.

Tips for implementing a mentorship program

First, understand your audience. Different cohorts will have different needs. For example, a cohort consisting of fresh college graduates will require different coaching and guidance from a cohort consisting of rising executive women.

Next, based on your desired cohort, construct a program that will be additive to their professional roles. For example, if your desired cohort is a group of executive women, a program that is focused on functional skills is less likely to resonate than a program that is geared towards boardroom and C-suite readiness.

And finally, emphasize recruiting! Recruiting for engaged mentors and mentees will ensure the highest level of satisfaction from the program. In fact, past programs that I’ve run have been successful because mentees were excited to learn about accelerating their careers, and mentors were excited to give back and help promote the next generation of women executives. A good rule of thumb is to interview all interested candidates (both mentors and mentees) to select the ideal profile.

Companies need to invest in promoting and growing their next generation of senior executive leaders through executive mentorship programs to foster diversity and growth within their organization. Without opportunities to accelerate their careers beyond mid-management, the gap that exists among senior leadership roles will continue to exist.

Nancy Wang is the General Manager for Data Protection Services at Amazon Web Services (AWS) and the founder and CEO of Advancing Women in Tech (AWIT), a 501(c)(3) non-profit dedicated to aiding in the career advancement of more than 16,000 women and underrepresented groups across the globe. Focusing on skills-based workshops, advocacy and mentorship, AWIT actively bridges the gaps in management roles its members face going from mid-senior and director level roles into executive positions. AWIT is the proud recipient of AWS/Amazon’s 2020 Amazon in the Community (AITC) grant for our contributions to women and other minorities during COVID-19.

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