The fifth annual Drinks Association Inclusive Leadership Program has come to an end with 23 pairs of mentees and mentors having participated in the six month program.
It is the second year in which the program was run virtually, the in-person launch event notwithstanding.
Serendis Leadership’s Julie Thompson runs the program with Bianca Havas and said that one of the happy outcomes of presenting the program virtually was that it was less Sydney-centric.
Mentors and mentees also agreed that in a year of such isolation, the opportunity to step away to reflect and think strategically was highly beneficial.
Ms Thompson observed the same. She said that the interactions proved a welcome opportunity for participants to “step away from the crisis; it’s a healthy distraction,” she said.
As in every year, the program brings together mentors and mentees from across the industry and, says Serendis, strives to support “a diversity of talented individuals to develop their readiness for leadership roles and to enhance the inclusive leadership capabilities of current and emerging leaders within the sector”.
In the feedback shared by mentees at the close of the program, some said it was an opportunity to reflect deeply, clarify their purpose and align their work to their strengths, for others an opportunity to plot a pathway to achieving their goals and for others a way to develop “an authentic style of leadership that builds a sense of confidence and agility”.
One mentee said, “My mentor has helped me determine my purpose, areas for development and a plan for how to get to my goal. I have a two page development plan that will now be my bible and I have actions that I will hold myself to account on.”
The program also proves to be a successful and rewarding experience for mentors, some of whom have returned to the program a number of times. For them, working with mentees is an opportunity for them to challenge their own perspectives and their leadership styles, adapting to a very particular style of leadership suited particularly to the person they are working with.
One mentor said, ”The program has taught me that taking time out to support other’s development, accelerates your own learning.”
Mentors also describe feeling a great sense of satisfaction in watching the mentees grow and gain deeper insights over the six month period.
The mentees develop leadership skills of their own and the mentors develop their own skills as leaders which they then take back and use with their own teams.
At a session in August, mentors shared their stories about their own professional development. Ms Thompson described the session as “an opportunity for mentees to think about lateral professional opportunities, not just vertical career progression”.
David Dreyer, GM of Revenue Growth & Planning at Coca-Cola Australia, Jacquie Shuker, People and Culture Director – Supply Chain at Lion, Glen Scarlett, Head of National Key Accounts at Pernod Ricard and Sarah Nichols, Marketing Director at Bacardi all spoke about their professional trajectories.
Ms Nichols suggested, “You should consider moving into roles not knowing it all, that’s how you gain experience. I’ve seen it hold people back. You are not going to know 100 per cent but if you are smart and have emotional intelligence, you will get there.”
Coca Cola Australia’s Mr Dreyer agreed.
“Having very honest and open discussions with my leaders over a number of years, I recognised I should leverage my strengths but also open up areas of learning to continue growing as well as add value to the business.
“You need to be open and honest about what you do and don’t want to do. It takes a bit of forward planning and a willingness not to hold on to plan too tightly,” he said.
Jacquie Shuker, People & Culture Director – Supply Chain at Lion suggested that during their career progression, mentees try to adopt a more dynamic way of thinking about their career, and not limit themselves to simply thinking: "What roles can the organisation offer me?".
She suggested, “It is more about what skills the organisation needs and what opportunities there are for you to learn. This shift can help open up thinking. Ask others when they see you light up and when they see you being great.”
Ms Nichols agreed, suggesting that people ask themselves, “What do you love doing? What is my best day? What am I really passionate about? Words come at you and you can pull it together and it helps to navigate jobs or roles that are offered to you. Then you can question whether it fulfils your purpose and if it’s a role you can be passionate about.”
Registration for the 2022 Inclusive Leadership Program will open in February.