Leadership Exchange Program

Eligibility

Mentees must:

  • be a current EMBA student or active EMBA alumni club member

Apply to be a mentee 
Application deadline: Tuesday, August 1

Mentors must:

  • be a current EMBA student or active EMBA alumni club member
  • have been in his or her industry or role for at least 10 years

Apply to be a mentor 
Application deadline: Tuesday, August 1

The mission of the Leadership Exchange program is to inspire, empower, and support the continued growth of EMBA students and alumni.

We do this by providing access to mentoring, training and networking opportunities, which cultivate relationships, increase confidence, and contribute to ongoing professional development and growth.

Throughout the Leadership Exchange Program, participants have the opportunity to observe, interact with, and learn from other leaders as well as enhance their leadership capability.

The program is based on a 12-month commitment and includes monthly meetings between mentors and mentees, as well as quarterly lunch-and-learn events that cover a variety of relevant topics including negotiation, communication, and personal branding.

emba-leadership-exchange-program

Expectations

  • Mentee-mentor pairs will identify clear objectives for the mentoring relationship in conjunction with the mentee’s development plan.
  • Mentees will complete any pre-work for any mentor meeting or lunch-and-learn throughout the program.
  • Mentee-mentor pairs will meet regularly and commit to a minimum of two hours per month.

Participant Selection

Participants will be selected based on the information provided in their applications, including their professional goals and interests, their self-identified core values and preferred mentoring styles, and the availability of an appropriate mentor-mentee match.

Mentee Guidelines

Working with a mentor is an excellent way to develop your professional skills and learn more about how to advance your career.

Through the Leadership Exchange Program, we expect the following from our mentees:

Take the wheel.
Successful mentees drive the process. You should begin with a clear idea of where you need advice and guidance. Take an active role in planning meetings, choosing topics and shaping your own career development.
Expect support, not miracles.
Your mentor can’t solve your problems for you. What he or she can do is offer an alternative perspective, give you some feedback, serve as a sounding board, and help you identify other resources that may be useful.
Be prepared to take feedback.
Even when we ask for an honest evaluation, it can sometimes be uncomfortable to hear it. Be willing to learn new things and hear new perspectives, and be responsive to constructive criticism.
Follow through.
If you and your mentor decide on a particular course of action, follow through on it and report back to your mentor. Working through a project or personal initiative with a mentor is a powerful learning experience.
Keep confidences.
Your mentoring relationship may well involve sharing information that is not appropriate to broadcast to others. Both mentors and mentees are subject to the expectation of professional confidentiality. Although this confidentiality is legally limited, neither of you should share the content of your discussions with anyone else without the written permission of the other.
Attend program events.
These events are designed to expand your skills and to spark interest in issues that you may discuss with your mentor. They are a vital part of the program.

Mentor Guidelines

Mentoring can be a great way to share your professional and institutional knowledge, not to mention brush up on your own coaching skills.

Here are some considerations that will help both you and your mentee get the most out of the program.

Information
Mentors share their wisdom, knowledge, and experience. Consider talking to your mentees not only about what you know, but about how you learned it and how they can pursue further knowledge in the same area.
Support
Mentors encourage growth through an open and supportive environment. Criticism should be constructive and to the point.
Goal-setting
Mentors can help mentees envision their next move, and set specific goals to enhance their leadership development.
Advice
Mentors guide mentees on how to define and reach their career and work-life goals.

We ask that our mentors do the following to make the program a success for our mentees:

  1. Keep regular and frequent contacts with your mentee. You should try to meet at least once a month.
  2. Create an atmosphere of trust. All of your exchanges with your mentee—both personal and professional—are subject to the expectations of professional confidentiality. Although this confidentiality is legally limited, neither of you should share the content of your discussions without the written permission of the other.
  3. Do not evaluate a mentee’s performance. Instead, offer feedback—making observations or giving suggestions in order to help the mentee improve. Avoid making judgments or issuing evaluative statements.
  4. Ask a lot of questions of your mentee. For example: Where do you see yourself in the near future? Where are you going with your career? What are you currently doing to get to the next place you want to be? What do you feel you need to do to get to the next level?
  5. Avoid or limit interruptions from others and distractions such as phones, e-mails and text messages when meeting with your mentee. Active and attentive listening is a key part of being a good mentor.