MAKE MENTORING WORK

improving professional
performance through mentoring.

WHY MENTTIUM

Case Studies

General Mills

Medtronic

The McGraw-Hill Companies

Listed below are comments from mentees describing the value this program has provided.

“My organization has benefited from my willingness and confidence to take on whatever comes my way and the chutzpah to speak up a great deal more. I've also taken on significantly more responsibility and have filled the gaps with organization changes.”

“I have developed the self-confidence to seek and take on leadership challenges. One comment from my mentor made when we were discussing promotion that particularly sticks with me was that 'you are never ready.' I took that to heart to mean that I just need to dive in.”

“I also felt the Business Forums were very valuable. Having a time to get away from work and actually think of how to improve myself is something I don't normally get to do.”

Case Study: Medtronic

Company Background

Medtronic is the world leader in medical technology providing lifelong solutions for people with chronic disease. They offer products, therapies, and services that enhance or extend the lives of millions of people. Each year, five million patients benefit from Medtronic's technology, used to treat conditions such as diabetes, heart disease, neurological disorders, and vascular illnesses. Medtronic does business in more than 120 countries and employs over 34,000 people worldwide. Medtronic World Headquarters is located in Minneapolis, Minnesota. Regional Headquarters include Switzerland and Japan.

Business Case

Talent management is a priority at Medtronic. To support leadership development and strengthen the talent pipeline, Medtronic has implemented a comprehensive leadership curriculum to support development at all levels. The Menttium 100 Program is integrated into the curriculum designed for mid and senior level leaders. Objectives for participation in the Menttium 100 Program include:

Accelerate development of mid and senior level women and prepare them for key leadership roles
Develop leaders’ mentoring capabilities
Foster expanded perspectives
Provide access to experience, wisdom and expertise of mentors

Mentoring Strategy

Each year Medtronic selects over 25 mid and senior level women who have been identified as pipeline talent to participate as mentees in the Menttium 100 cross-company mentoring experience. The selection of participants is distributed across business divisions and mentees participate in the face-to-face Minneapolis-based program as well as in Menttium's virtual, global mentoring program. In addition, several Medtronic senior executives serve as Menttium 100 mentors.

Impact

When asked about their overall Menttium 100 experience, 100% of Medtronic mentees reported:

That the program met their expectations
The experience supported their personal and professional development
They applied new or enhanced skills within 4-6 months of starting the program
They would recommend the Menttium 100 Program to their colleagues

Competency development is a key aspect of the program. When asked about their specific skill development, a significant percentage of Medtronic mentees indicated their Menttium 100 experience provided them with an opportunity to develop or enhance their abilities in the following areas:

Key Outcomes

Percentage Reporting
Improvement

Meet challenges in my current work environment

100%

Take on leadership roles

91%

Lead and manage others

88%

Think strategically

86%

Communicate ideas

86%

In addition, as a result of participating in the program, mentees indicated that they are more confident, are actively seeking internal opportunities to expand the breadth of their experiences and responsibilities, have enhanced their executive presence and business acumen, and have improved their effectiveness in managing direct reports, handling conflict, and influencing senior managers.