THE EXECUTIVES' CLUB OF CHICAGO
New Leaders Mentorship
Program
Developing future diverse business
leaders for Chicago and our nation
MISSION:
The
Executives’ Club of Chicago’s New Leaders Mentorship Program aims
to be the premier leadership mentorship program for developing the
diverse future leaders of the Chicago business community, by
providing its New Leaders exclusive access to the intellectual
capital of seasoned senior executives within the Club.
Interest
in the New Leaders Mentorship Program has grown exponentially
since its conception in the fall of 2001, and remains one of the
greatest draws to the New Leaders Circle, which now boasts a
membership of 220 New Leaders.
MENTORSHIP RESPONSIBILITIES:
Mentorship time commitments are
flexible. We ask that mentor and mentee connect at least once every
two months for a minimum of 6 meetings over the one-year match
period. We suggest meeting before or after Club luncheons,
breakfasts or seminars as a convenient way for mentorship pairs to
meet, but others have enjoyed sessions over lunch, dinner or after
work coffee as well.
VALUES AND GUIDING PRINCIPLES:
The mentor and mentee mutually
agree to invest in the mentorship relationship by devoting the time
and available resources toward one another in an effort to enrich
each other’s experience with the mentorship program. The mentorship
program advocates open and unrestricted communication lines; values
and insists upon a close and private relationship between the mentor
and the mentee.
QUALIFICATIONS:
Mentors
must have a minimum of 10 years managerial experience, a genuine
interest in helping young future business leaders achieve their
goals and objectives; the ability and desire to leverage his/her
knowledge, wisdom and expertise for the betterment of a Young
Leader; and must be willing to serve as a sounding board and a good
listener.
Mentees
must be active members of the New Leaders Circle, and will be
evaluated for the program based on the following criteria:
-
ECC membership in good
standing
-
A
minimum of three to five years work experience
-
Attend two or more Leadership
Development programs per season
-
Gainfully employed
-
Willing to accept
constructive criticism, advice and guidance
-
Proactive in the mentorship
relationship
-
Receptive, open-minded and
willing to take on a challenge
-
Completed a “strawman” of
one’s professional development plan that includes self-assessment
of ones own leadership skills. This will be used as input to
selecting the corresponding mentor.
-
Must travel 60 percent or less
during the mentorship
