by Silvia Siliprandi and Valerie Ryder

PWA launches the second edition of the Mentoring Program

Valerie Ryder, Professional Development Director, and Lee K. Smith, Program Coordinator, opened the event “Moving Mountains through Mentoring” by reviewing details of the current program. This year PWA is going to select between 12 and 15 pairs. Aspiring mentors and mentees were able to submit their application through May 4th, 2011 (application period is now closed). A number of Mentors from the 2010 program have confirmed their willingness to serve again in this year’s edition (attesting to the satisfaction and other benefits they gained), as have several PWA members who have been named as Ready-for-Board Women. Criteria for matching are based on the correspondence between Mentee objectives and Mentor profiles. Once those criteria are met, priority will be given to applicants with a longer membership period with PWA. Results will be communicated within the first half of May and selected participants will be required to attend the free Mentoring Skills Workshop on Saturday morning, May 21st.

In order to illustrate the effectiveness of mentoring, PWA invited four of the 2010 Mentees to share their experience with the audience. Stella Hodkin, Communication Manager at Arancho Doc and Lee K. Smith’s Mentee, told the participants how helpful it was to count on her Mentors’ guidance while going through a time of major changes both on a personal and a professional level. She found it to be truly a privilege to be listened to very attentively and by an experienced professional willing to find time to talk only about her mentee and her goals.

The second testimonial was from Sonia Parise, Relationship Manager at Vontobel Asset Management and Nicoletta Zappatini’s Mentee, who started the Mentoring program wishing to grow as a senior sales manager. Coming from the (still) male-dominated finance world, Sonia felt the need to draw upon the know-how of a more experienced woman dealing with the same challenges she faced every day. Sonia had in mind clearly which areas she wanted to improve upon: sales, negotiation and networking – which she did indeed strengthen. There was more. Her mentor’s valuable feedback allowed her the confidence and ability to express her own management style.

Cristina del Rey, sales programs manager and Monica Giordani’s Mentee, also shared her positive mentoring experience. Cristina chose to take part to the Mentoring program during her maternity leave, when her life was changing in many ways and she wanted to invest time in focusing on her next steps. She treasured the insights she gained thanks to her Mentor, a major one being the discovery of her vocation, which she is actively pursuing.

The final Mentee account was heard from Gini Dupasquier, founder of DonnaLab, who took part in a special Mentoring group session with Avivah Wittenberg-Cox, CEO of 20-First and founder of the European Professional Women’s Network. Even if her Mentoring experience lasted a few hours, Gini was able to truly benefit from it. She sought advice on how to promote her own start-up consulting firm, a business inspired by Avivah’s work on gender balance within companies. Gini was surprised to see how carefully her Mentor listened to her, putting aside her own success story and giving excellent marketing suggestions to the Mentees who participated in that morning’s session. Start simple; become a voice for your area of specialty; use insightful and proven data to approach potential customers, rather than merely introducing yourself. These are only a few of the suggestions that Gini applied immediately and successfully in the following months within her own company.

This is just a small selection of the positive experiences of the 2010 edition. Many more have been collected in PWA’s publication “Women Leading Women”, named after the program. Download the publication here

One of the questions that then arose was on what it takes to be a good Mentor or Mentee. In order to be a good Mentor it is necessary to have strong professional experience and the willingness to share it for someone else’s benefit. She needs to be a good listener and confident in giving valuable feedback, keeping the exchange with her Mentee strictly confidential. Finally, a good Mentor must commit time and continuity to the program, minimum one hour every month for six months. In order to be a good Mentee, it is necessary to set clear and realistic goals to achieve through the program; be honest and proactive; be open to suggestions and constructive feedback; and not be afraid of asking the right questions to herself and her Mentor.

by Silvia Siliprandi and Valerie Ryder

Workshop “How to find your own Mentor”

PWA realizes that there is a significant gap between supply and demand of Mentoring programs in Italy, which is why the PWA Mentoring program was first conceived and is now continuing with its second edition. PWA is also aware that it will likely be difficult to fulfill all requests to take part in the 2011 program.

This is why Valerie Ryder, program leader, facilitated a Workshop on finding your own Mentor. In her presentation Valerie clarified that anybody can find a Mentor. No one’s professional and/or life situation is too “unusual” to start looking for one (or even several!). But where to look? It’s better to avoid close friends, family and significant others, who may not have the right experience and be too emotionally involved to be objective. Also avoid your direct boss and colleagues, as this could be tricky, possibly overexposing you, your uncertainties and your future intentions. Do not approach acquaintances with no significant ties with you and people with good intentions…but no time!

Do however consider approaching an industry leader of the sector you are interested in, a higher-up in the organization you work for, a mutual connection who has taken an interest in you, a peer at a professional association, or a community leader. Identify at least three potential Mentors and approach them by telling them why you would like to have them as your Mentors, being honest, informal and specific about your needs. Be flexible about time availability and basic logistics, but do set an appointment to get the relationship going once you are accepted as a Mentee.

Persevere if you can’t find one immediately. If you are unsure about a potential Mentor, ask a question and check if you’re satisfied with the answer. Look for a Mentor with the right experience and who is a role model for you, and also who has the right chemistry that can allow you to cultivate a strong and long-lasting professional connection or even a friendship. Do not postpone your search. If you think you need a Mentor, the time to get moving is NOW!

Valerie Ryder, Executive Coach & Consultant at Ryder & Associates, served as Mentor in the 2010 edition and invited her own Mentee, Chiara Cappelletti, Chemical Engineer and Development Technologist at BP Technology Centre near London, to share her experience on finding a Mentor after moving to the UK and subsequent to completing the PWA program. Chiara approached a successful young manager working in her company, several levels above her, asking candidly if she would become her Mentee. The much sought-after manager she selected agreed (!), stipulating that Chiara’s immediate manager be aware of the Mentoring relationship (standard practice). Chiara has effectively started her Mentorship within her own company, and is well-prepared to take on her ambitious professional challenges.

Please share with PWA your own success story on finding a Mentor by writing to professional@pwa-milan.org

View photos from the 27 April event here

Read La Carriera Rosa’s interview of Valerie Ryder on the PWA Mentoring Program here

Download the “Women Leading Women” 2010 mentoring publication here

PWA Professional Development Director Valerie Ryder was interviewed by La Carriera Rosa on the PWA Mentoring program.

PWA Milan ha lanciato la seconda edizione del programma di Mentoring, diretto da Valerie Ryder – Professional Development Director di PWA Milan e ideatrice dell’iniziativa, e coordinato da Lee K. Smith – Mentoring Program Coordinator, quest’anno denominato “Moving Mountains Through Mentoring”, letteralmente “Smuovere le montagne con il Mentoring”. Tra le Mentor già confermate per l’edizione 2011, anche nomi della lista di donne “Ready-for- Board”. La Carriera Rosa ha chiesto a Valerie Ryder di illustrare l’iniziativa.

Read the full article here

by Valerie Ryder and Lee Kirkpatrick Smith

Following its successful first edition, the PWA Milan Mentoring Program is going into round two and opening the application process to mentors in mid-April 2011. Curious about becoming a mentor and what it means? Perhaps you are wondering if you have what it takes. Most likely, you do!

If you are reading this, you probably already have the three characteristics of a good mentor: relevant experience or knowledge, communication skills and willingness to contribute to the success of others.

Don’t be afraid of being a mentor: you will be surprised at how much you are able to offer your mentee by listening and talking. While a commitment, mentoring takes only 1-2 hours per month and can be done at your office, over lunch or even during an aperitivo after work.

Mentoring is not only an act of generosity: being a mentor is rewarding and beneficial for the mentor as well as the mentee. Proof of this is that more than ¾ of the mentors from last year’s program who responded to a follow-up survey are willing to serve as mentors again!

A common theme among mentors is the satisfaction they gain from the experience. There is much gratification to be had from helping someone make good career decisions: “It gave me great pleasure and fulfillment to see someone blooming and developing as my mentee did.” Many women also enjoy giving back to a system from which they themselves have benefitted, while others want their mentee to “benefit from my mistakes”.

And while personal satisfaction and developing relationships are a great motivator for many, some mentors take an even broader point-of-view: “we are contributing to making the world a better (work)place for our daughters”. Recent research has shown that advancing women at all levels contributes to making businesses more profitable.

Finally, mentoring offers tangible benefits to the mentor’s career as well:*

- Mentors gain respect and recognition from others as individuals who are able to identify, encourage and promote talent
- Mentoring a future leader can extend the mentor’s network by providing access not only to the current connections of the mentee, but also to the connections the mentee will develop in the future
- In cross-generational pairs, mentees provide mentors with insights to another generation

An effective mentor in a network mentoring program such as PWA’s is somewhat different from a traditional corporate mentor. To clarify this distinction, we have identified the ideal characteristics of mentors in the PWA program, as well as the roles they may fulfill.

Characteristics of PWA Milan Mentors
1. Relevant experience and/or knowledge. Potential mentors need to have knowledge — general, technical, or skill-related — or experience in a certain area which could be useful to an aspiring mentee. The first part is easy – we all have experience and knowledge. The second part – is it useful to someone else — is where there may be uncertainty. The answer is: it is very likely that it would be beneficial. To be sure, apply as a mentor – you never know who may be in need of the experience you’ve got!
2. Communication skills. Effective mentors are skilled in a certain number of key communication areas, such as active listening, providing constructive feedback, and demonstrating empathy. The training workshop we will be holding for all participants will cover a number of these competencies.
3. Willingness and availability to contribute to the success of others. PWA mentors need to want to help fellow women in their professional advancement, and commit to the availability requirements of the program, knowing that they in turn will surely derive worthwhile benefits in the process.

Reminder: There is no minimum age, seniority, professional level, or educational qualifications in the PWA Mentoring Program.

Various Roles of Mentors
In the PWA program, we anticipate that mentors will play one or two of the roles described here*, but certainly not all of them. In fact, it is widely recommended that women develop a panel of mentors – both women and men – with diverse backgrounds, skills and connections, in order to receive the different types of guidance and support they may need.

Counselor. In this role, fundamental in a network mentoring program such as PWA’s, the mentor is supportive and acts as a sounding board to help her mentee successfully move forward professionally.
- Offers suggestions based on her own professional experience and helps mentee avoid any mistakes she may have made.
- Candidly shares issues related to gender in the workplace.
- Helps the mentee strategize to achieve career goals and weigh the pros and cons of career choices.
- Explains the unwritten rules in the mentee’s environment.
- Assists with strategies for time management essential to balancing work and personal life.

Coach/Advisor. The mentor may serve as a coach/advisor in giving candid feedback, providing assistance with career development, and advising on how to accomplish objectives. Although coaching and mentoring are overall quite different, this is one area where there is some overlap.
- Helps the mentee clarify her performance objectives and areas she would like to develop.
- Offers the mentee candid feedback and provides specific recommendations on areas in which the mentee would like to improve.

Role Model. In certain cases, the mentor may be an inspiring role model. Observing how others conduct themselves and interact with others is often cited by successful individuals as one of their key strategies.
- Leads by example.
- Demonstrates knowledge and insight into applicable informal political processes.
- Exhibits components of an effective leadership style.

Advocate. The mentor may, from time to time, act as a sponsor for the mentee.
- Opens doors and introduces the mentee to select members of the mentor’s network of contacts.
- Informs her mentee about any appropriate professional or educational opportunities she may be aware of.
Note to mentees: Please do not expect this of your mentors – this is a potential added benefit!

As you can see, Mentoring is a terrific way to benefit another woman’s professional development and gain personal and professional rewards for yourself. Giving truly is better than receiving, and we hope you will join our ranks!

For more information on the PWA Milan Mentoring Program, contact us at professional@pwa-milan.org.
• Valerie Ryder, 2010-11 Mentoring Program Leader and Professional Development Director
• Lee Kirkpatrick Smith, 2011 Mentoring Program Coordinator

* Adapted from “Creating Successful Mentoring Programs: A Catalyst Guide”.

By Valerie Ryder and Kristina Tool

Mentoring plays a critical role in the advancement of women professionals in all sectors. It provides women role models, it can provide access to important networks and opportunities, and can provide structure for the development of individual skills and leadership abilities.

These are areas that are often cited as key barriers to career advancement for women in Italy, as is the lack of mentoring in general. Only a small portion of the Italian working population has access to this career development tool, mainly selected high-potential employees of international corporations.

PWA has innovatively moved to fill this gap by pioneering network mentoring in Italy, via its Women Leading Women program. The mentoring program is a key component of PWA’s updated mission, which is to support the advancement of career-minded women in their professional growth and development through networking, skill-building and mentoring in an international environment.

Facts and Figures:

Although mentoring is an increasingly-used tool for career development within companies, only a small portion of the working population has access to it. PWA has moved to fill this gap by pioneering “network mentoring” in Italy, a concept which has been implemented effectively by several of its European affiliates.

The application period for the first edition of the PWA Mentoring Program has recently closed, the results are in, and matches have been made. Close to 50 women have come forward as potential mentors or mentees, greatly exceeding expectations based on results attained in other countries across Europe.

What sets Italy apart? Not surprisingly, the demand for mentors isn’t just originating from women in corporations. As more and more women leave the corporate world to embark into entrepreneurship, aspiring business owners are looking for mentorship too.

Join Valerie Ryder and Monique Svazlian, the driving forces behind mentoring at PWA, for an evening of “Women Leading Women.” After a brief presentation of the program and an initial analysis of the mentoring needs expressed, a selection of PWA Mentors will share their inspirational stories and past experiences with mentoring. We will hear from the following top corporate executives and successful business owners:

• Isabella Chiodi, Vice President and member of the Italian Women Leadership Council, IBM
• Barbara Cominelli, Planning Director, Tenaris Dalmine
  
• Giovanna D’Alessio, Managing Director, LifeCoachLab and President of the International Coach Federation
• Francesca Patellani, Client Partner (Banking Clients) and Inclusion & Diversity Lead, Accenture
• Lee Smith, Director, InStoreFactor
• Nicoletta Zappatini, Managing Director, Crédit Agricole Corporate and Investment Bank

About Valerie Ryder and Monique Svazlian: Executive Coaches, Valerie and Monique are passionate about developing leaders both in the corporate world and in entrepreneurship. They share the common conviction that the most effective way for women to advance professionally is to take advantage of mentoring, coaching, networking and other leadership development resources. Read more about them at www.ryderassociates.com and www.highestpath.com

Read more about the PWA Mentoring Program here

Grand Hotel et de Milan
Via Manzoni, 29 (MM Montenapoleone)
Networking Cocktail: 7 – 8 pm
Presentation 8 – 9:30 pm

Entrance free for members, 20 euro for guests, payable in cash at the event.
Members, please register in the calendar section of EPWN.
Guests, please send an email to speakers@pwa-milan.org

All professional women welcome whether members or guests

by Valerie Ryder, Mentoring Program Leader and Professional Development Director

We are currently accepting applications for Mentors and Mentees who would like to participate in the first edition of the PWA Mentoring Program. For more information on this initiative, please see the articles and brochure posted on the “PWA Mentoring Program” page of the PWA Milan web site (click here).

This opportunity is available to all PWA members, as an additional benefit of membership. Not a member yet and would like to participate in the Program? Click here to join PWA Milan now.

We have already received confirmation from a number of experienced and highly successful professional women who are PWA members, of their willingness to serve as Mentors. To name a few:
• Rosanna Cella – Global Leadership Development Director, Nokia
• Barbara Cominelli – Director of Strategy & Marketing, Tenaris Dalmine
• Francesca Patellani – Partner at Accenture, in charge of Inclusion & Diversity within their Human Capital program
• Nicoletta Zappatini – Corporate and Investment Bank Managing Director Fixed Income, Crédit Agricole Calyon

Further, we are pleased to announce that the following internationally-renowned women will serve as Honorary Mentors:
• Giovanna d’Alessio – President of International Coach Federation Global, Founder and Chief Executive Coach of Life Coach Lab
• Avivah Wittenberg-Cox – Founder of EuropeanPWN, CEO of 20-first, Executive Coach

If you have been considering applying as a mentee or a mentor but have not yet done so, now is the time! There is still availability in the program for both roles. The deadline for submission is Friday, 16 April 2010. Download the forms here: Mentee application form and Mentor application form. If we are able to identify an appropriate match, you will be notified via email by the first part of May.

Important dates to note: The official launch of the Mentoring Program will take place on the evening of Wednesday, May 19. This will also be the occasion for successfully paired participants to meet their mentoring match. The Mentoring Skills Workshop will take place on Saturday, May 29.

For any questions or concerns you may have, please contact us at professional@pwa-milan.org

• Valerie Ryder, Mentoring Program Leader and Professional Development Director
• Monique Svazlian, Mentoring Program Coordinator

by Monique Svazlian, PWA Mentoring Program Coordinator

During the process of creating the PWA Mentoring Program, the question has come up several times about the major differences between coaching and mentoring. Indeed, the question is a valid one as there are places where the two complement each other. Also, there are certain topics and issues better suited for mentoring where others are a better fit for coaching, and it’s helpful to determine which process would be more appropriate in assisting you to reach your intended outcomes.

As professional coaches, we (i.e. the Mentoring Program team members) are necessarily aware of the major differences between the two modalities, and realize that others may not have the same level of familiarity with the subject. In this article, we’ll explore the two methods in order to set expectations and increase your chances of obtaining successful results if you participate in the Mentoring Program.

The following is an example of a sample topic and what the outcomes would be through the two various methods.

Scenario: A woman entrepreneur has left the corporate world and is starting a small business. She is very excited and challenged with her new venture, and thinks she could benefit from a mentor. She is currently having a hard time balancing her business with her personal life and would like mentoring around this issue.

The Mentor approach: In this situation, a good Mentor fit would be a woman who has previously gone through a similar transition, and/or has extensive experience with starting a small business. She would share her stories and challenges faced while pursuing her entrepreneurial ventures, and give advice based on her best practices and learnings. She might also talk about her personal challenges transitioning from a corporate career to being your own boss and give advice on how to manage the added responsibilities of an entrepreneur.

The Coach approach: A coach would take a slightly different approach; rather than give advice based on personal experience, she would focus the conversation on the coachee, to find out her specific challenges. Depending on the underlying issue, the coach could help design new approaches to creating more work/life balance, guide toward a shift in perspective or help in identifying limiting beliefs that are keeping her stuck in this area. The coach would guide her toward specific actionable goals and keep her accountable.

The mentor and coach are similar in the ways they relate to the person they are mentoring or coaching. They both use techniques of active listening, asking powerful questions and offering new ideas and approaches to help guide the individual. But the outcomes from the two approaches can be quite different, and it’s important to identify your needs to ensure you reach the results you’re looking for.

As you’re sending in your applications for the PWA Mentoring Program (deadline 16 April 2010 for this first edition), be thinking of the specific areas in which you need advice and wisdom to help you in your career. Think about your desired outcomes, and be clear from the get-go with your Mentor if you participate. This should ensure that you make the most out of your time with your Mentor and get significant value for the time you put in as well!

If you have more questions on this topic or about the PWA Mentoring program, don’t hesitate to email us at professional@pwa-milan.org

• Valerie Ryder, Mentoring Program Leader and Professional Development Director
• Monique Svazlian, Mentoring Program Coordinator

by Valerie Ryder, PWA Professional Development Director

The Mentor and Mentee application forms for the PWA Mentoring Program are now available. To apply, download the appropriate form(s) here (Mentee application form or Mentor application form) and follow the instructions therein.

Please note that applicants must be current members of PWA, and that attendance at the Mentoring Skills Workshop planned for Saturday, 29 May 2010 is mandatory for participation as a mentor or a mentee.

The application period for this first edition of the Mentoring Program runs from 17 March to 16 April 2010.

Questions? Contact the Mentoring Team members – Valerie Ryder and Monique Svazlian – at professional@pwa-milan.org

by Monique Svazlian, Mentoring Program Coordinator

By now it is likely you have heard about the upcoming PWA Mentoring Program, scheduled to launch in the spring. As we continue planning the program, we are already hearing from many of our members interested in participating. Considering this is a first-time program for the Milan network, we would like to clearly communicate the steps on how to apply and what to expect from the process in order to make it as straightforward as possible. You can download the program brochure here PWA Mentoring Program Brochure

Step 1) Fill out the PWA Mentoring Program Application Form – Mid-March to Mid-April
The application forms will be available on the PWA website beginning mid-March, and the application period will last until mid-April. Keep an eye out for more communication from us informing you when the forms become available on-line. This is the only way to apply for the program – you will be asked to fill out a Mentor or Mentee Profile, depending on the role you are applying for, which will help us find you the right match.

Step 2) Attend the workshop “Identify Your Mentoring Expertise” – April 7th
Whether you believe you could be a Mentor or not, this optional workshop will help you identify the expertise you have to be a Mentor. We all have useful experience, backgrounds and training that can be potentially helpful for others. Through this mini-workshop, which will take place at the April Networking Aperitivo, you’ll identify your “Inner Mentor” which will gear us all up to participate fully in the program. It is open to all members and guests, and is not a prerequisite for becoming a Mentor.

Step 3) Receive email notification: Match successfully identified – Early May
At the close of the application period (mid-April), we will evaluate all applications received. Pairs will be matched based on the level of relevance between objectives stated by the Mentee and available Mentor experience and skills. If we are able to identify an appropriate match, you will be notified via email by the beginning of May.
Note about Participation: As this is a first-time program and we would like to ensure a high-quality service to members, we are limiting the Mentor/Mentee pairs to 10-12 in total. Given the level of interest expressed in the program so far, we anticipate the possibility of receiving more applications than we can fulfill in this first round. Applicants who are not successfully matched will be notified by email that they have been placed on a waiting list for the next edition of the Mentoring program, planned for early 2011.

Step 4) Attend the PWA Mentoring Program Launch Event – May 19th
The official Mentoring Program Launch event will be open to all program participants, PWA members, and guests. The event will be the first time you officially meet your Mentor/Mentee partner, as well as hear from a panel of speakers and testimonials from our Honorary Mentors.

Step 5) Attend the Mentoring Program Skills Training Workshop – Late May
This half-day workshop, an essential component of the program, will be geared towards developing skills to ensure your success as a Mentor or Mentee. We will cover active listening and other communication skills, do’s and don’ts of good mentoring, topics to bring to the mentoring sessions and how to get the most out of your Mentoring relationship.

Step 6) First Mentoring Program period – June-November
The actual Mentoring sessions will begin in June and last for six months. Mentoring pairs will meet for one hour or more per month, in person, via phone or video-conference.

Step 7) Check-in’s and satisfaction survey – June-November
We will be checking-in with each Mentoring pair throughout the program to ensure the Mentoring relationships are running smoothly. Coaching on the mentoring process will be available to those interested. Further, a survey will be carried out at the end of the first period to gauge participant satisfaction and gather ideas for future improvements.

Post-program publication – December
Finally, we will be collecting participant feedback at the end of the program to include their takeaways, experiences, and recommendations to others in an official PWA Mentoring post-program publication.

If you have further questions about the application process or about the program itself, please don’t hesitate to contact us at professional@pwa-milan.org
• Valerie Ryder, Mentoring Program Leader and Professional Development Director
• Monique Svazlian, Mentoring Program Coordinator