1. Program Overview, Objectives & Goals AUDIENCE SPONSORS, MENTORS, MENTEES
The Advancing Women Leaders program brings together Mentors, Sponsors, and Mentees from SMI member organizations for the advancement of women into senior leadership positions. Women currently only account for 15% of leadership roles in supply chain. This program strives to close this gap by guiding women in leveraging their networks while changing the corporate system to a more inclusive and diverse landscape.
This 12-month program includes mentoring, forums, peer learning and Sponsor engagement to customize and expedite the career progression for SMI women leaders. Cohorts will consist of approximately 12 Mentees and Mentor/Mentee relationships will be one to one
What Makes This Program Unique & Specialized to Supply Chain
2. Foundational Principles & Statistics AUDIENCE SPONSORS, MENTORS, MENTEES
Despite women accounting for 51.1% of the U.S. population, women currently only account for 15% of leadership roles in supply chain(Source: Gartner 2022)
32% of women in technical and engineering roles are often the only woman in the room at work(Source: McKinsey Women in Workplace 2022).
Women are leaving organizations at the highest rates in years. For every woman at the director level who gets promoted to the next level, two women directors are choosing to leave their company. Source: McKinsey Women in Workplace 2022).
Providers and suppliers will likely need to invest in talent with experience both inside and outside of healthcare to infuse their organizations with the knowledge required to deploy new tools and approaches (Source: SMI LEK The Healthcare Supply Chain of 2030: Mapping Priorities for the Future).
Lead: Intentional Sponsorship and Mentorship are critical to the advancement of women’s careers.
Connect: Relationships with Mentors and the Mentees’ cohort will create an AWL community that continues well past this 12-month program, and that will sustain itself as Mentees advance and “pay it forward”
Learn: Curiosity, openness, and active listening allows Sponsors, Mentors, and Mentees to grow and expand perspectives
Transform: Insights put into tangible action creates growth and change for our organizations
Differences between Mentor and Sponsor
Talks with you
Removed from day to day
Helps build skills and confidence
Helps craft career plan/aspirations
Gives suggestions on how to expand network
Offers ideas on finding projects
Talks about you
Is closer to the daily work
Drives career vision
Advocates on Mentee’s behalf – directly uses influence and network to connect Mentee to higher profile opportunities within the company
Personally invested in upward movement of Mentee
Is constantly thinking about internal promotion and identifies challenging opportunities that support Mentee’s professional growth and visibility
3. Nomination Process AUDIENCE SPONSORS & MENTORS
4. Personal Development Plan AUDIENCE SPONSOR, MENTOR MENTEE
During the 1st quarter the Sponsor, Mentee, and Mentor will provide context and guidance for meaningful opportunities and growth throughout the year. The Mentor guides the Mentee in creating the main areas that will propel the Mentee forward. The Sponsor provides organizational knowledge and influence for the Mentee to gain key experiences and exposure. An internal Personal Development Plan from a specific organization may also be used. The creation of the Development Plan will take place during the first quarter and can be adjusted during the 12-month program.
The Four Es is a framework that utilizes integrated and continuous learning methods to focus development activities that will achieve long-term career outcomes.
Experiences – this should be the bulk of the development plan as the most power comes from learning from experience (70%). This can be on-the-job experience such as a high-profile project, taking on new responsibilities, peer/job shadowing, and job-sharing.
Exposure – this is the next largest part of the development plan (20%), and can include exposure to people, departments, peer-to-peer learning, or industry events outside of the organization (20%).
Expertise – this is a specific area where a specialty or capability is needed. It’s typically a smaller portion of the plan (5%).
Education – when a skill or knowledge needs to be acquired in an instructional setting such as an online program, formal education, or a specific seminar. It’s typically a smaller portion of the plan (5%).
Below is an example of the Personal Development Plan:
5. Responsibilities & Commitment AUDIENCE SPONSORS, MENTORS, MENTEES
Attend SMI Spring & Fall Forums
6. Role of Mentee / Mentor / Sponsor AUDIENCE SPONSORS, MENTORS, MENTEES
7. Process AUDIENCE SPONSORS, MENTORS, MENTEES
Meeting CADENCE ROADMAP
Kick off Workshop
Mentee, Mentor & Sponsor to attend Workshop at the Fall Forum
Mentor & Mentee one-on-one calls
Mentee Peer-to-Peer Networking Session (Mentees facilitate on their own)
Bi-Monthly (Occurring Every Two Months)
Mentor Peer-to-Peer Learning Session (with facilitation by Audrey McGuckin)
Sponsor, Mentee, Mentor Check in Calls
Suggested First Quarter: Life Map, Your Story in 6 Images & Development Plan
Suggested Second Quarter: 1 thing to work on with your sponsor
Suggested Third Quarter: Check in on the 1 thing decided on the Second Quarter
Suggested Fourth Quarter:Progress Check and Update Development Plan
Sponsor Peer-to-Peer Learning Session (with facilitation by SMI)
8. Tools & Tips
Predictive Index AUDIENCE SPONSORS, MENTORS, MENTEES
You will have a session facilitated by a Predictive Index expert to review the Predictive Index Tool of the Sponsor, Mentor and Mentee this month. The purpose of this is to understand each other’s driving forces, needs and typical behaviors and how we may work together effectively. It also can be used to inform the Mentee’s development plan.
Mentor, Mentee and Sponsor will participate together in a triumvirate facilitated by the McGuckin Group
Conversation Starter Questions AUDIENCE MENTORS
• Tell me more about you and your current role? Your family? Your interests outside of work?
• What was your reaction to being selected for this program?
• For this to be a safe environment, what are your expectations and needs?
• What do you love about your current role? What do you find challenging?
• What were you hoping this program might help you achieve?
• What are your career aspirations?
• For this to be a successful year together, what would you have to accomplish or achieve?
• What do you want out of this Mentoring relationship?
Questions for Sponsors to engage Mentees AUDIENCE SPONSORS
• What are your aspirations?
• What achievements and accomplishments are you most proud?
• What are your most recent achievements and accomplishments?
• To achieve your career aspirations, what parts of the business do you need more experience and exposure?
• Which executives have you had the most and least exposure?
• What expertise and experiences are most important for you to gain in the next year? What are your plans to build these?
Peer to Peer Mentee Connections AUDIENCE MENTEES
Collaborating with your fellow Mentees is a powerful way to expand your knowledge and your network. A couple suggestions:
• Be fully present in the Mentee and peer learning sessions to connect with others
• Speak up in the session. Your experience could help someone else. Your questions allow someone else to be helpful.
• Follow up post session with peers in areas you have expertise and offer assistance.
• Follow up post session with specific Mentees who have an area of expertise you need and ask for assistance.
• Connect with each other via linked in to stay connected
Navigating the SMI Fall Forum AUDIENCE SPONSORS, MENTEES
To ensure you get the most out of the forum, below are suggestions for the Mentee and Sponsor.
Prior to the conference:
• Identify what sessions to attend together
• Identify what sessions to attend separately and how you will share information post session
• Share advice on general conference etiquette
• Share information on sessions attended
• Identify areas to volunteer and get more involved
5 things to accomplish during your first meeting with your Mentee AUDIENCE MENTORS
Get to know each other’s work and personal history. Share Your Story in 6 Images and encourage the Mentee to do the same next meeting.
Discuss your philosophy on shared accountability, your role, and expectations. Below are questions to facilitate the conversation:
• What does Mentoring look like to each of you?
• What do you both want out of this relationship?
• What boundaries need to be established?
• How will you hold each other accountable?
• Establish 1-3 goals for partnership. Review Mentee’s development plan.
• Agree on logistics (meeting cadence, scheduling, virtual/in-person, Mentee sets agenda, etc.)
• Discuss the Development Plan
What to expect in your first meeting with your Mentor AUDIENCE MENTEES
Get to know each other’s work and personal history
Discuss expectations and shared accountability. To prepare, review the Responsibilities & Commitment, Roles, and refresh on the Mentee Agreement.
Establish 1-3 goals for the partnership and begin your Capstone Development Plan
Cover basic logistics like meeting cadence, virtual/in-person, you’ll set all future agendas, etc.
Your Story in 6 Images Exercise AUDIENCE SPONSORS, MENTORS, MENTEES
This introduction format can be used to get to know each other one-on-one during your initial meeting. It allows you to communicate who you are in a confident, relatable, and memorable way.
It is suggested the Mentor share theirs in the first meeting, and the Mentee shares in the second meeting
• “Our personal authentic leadership comes from knowing and sharing our own story. “ Leadership emerges from your life story. Discovering Your Authentic Leadership Bill George, Harvard Business School
• This exercise can be done first by Mentee and Mentor and then Mentee and Sponsor
• Select 6 images to introduce yourself. They should be a combination of past, present, and future. For example:
Past: Where you grew up, family, defining moments, your education, past work
Present: Current role, family, outside work
Future: Aspirations, dreams, goals
Life Map AUDIENCE SPONSORS, MENTORS, MENTEES
This tool is a visual representation of key moments of your life. In a developmental framework, it allows you to explore your life and accomplishments to identify themes and patterns of success to gain insights for future goal setting.
• This exercise can be done first by Mentee and Mentor and then Mentee and Sponsor
• Create a chronological timeline
• Using words, pictures, or drawings fill in important milestones and key events
• Highlight accomplishments and important lessons
• Reflect on emerging patterns
• Consider In the context of future goals, what might be repeatable? What might be new territories to explore?
1 thing to work on with your Sponsor AUDIENCE SPONSORS, MENTEES
During the 2nd quarter of the program, identify at least one area for the Sponsor to engage with the Mentee. Examples may include but are not limited to:
• A high-visibility, high-impact project for the Mentee to be involved in
• Advocate for tangible next step experiences for the Mentee to accomplish their career vision
• Connect Mentee with connections in Sponsor’s network to give them greater exposure and resources
Personal Board of Directors AUDIENCE MENTORS, MENTEES, OPTIONAL SPONSORS
This tool supports the Mentee in leveraging their network. It allows the Mentor to help identify who else they can connect with the Mentee.
• When a CEO of a company needs help, they go to their Board of Directors, which consists of trusted advisors. It is important for all of us to have go-to people in our lives who can help us with certain problems; to have people who will be give us honest feedback. These might be peers, cross functional colleagues, a former boss, Mentors, friends, or family members.
• Those you elect to your Personal Board of Directors are people who will:
lead and plead your case
go out on a limb for you
tell you your image/reputation & proactively help craft it
be able to match your desires to opportunities
give you heads up about problems in a timely way
advocate vs. be silent vs. throw stones at you
others who will pile on
• Mentee may share this with their Sponsor for additional insights and help making connections
Stakeholder Block AUDIENCE SPONSORS, MENTEES
This tool supports the Mentee in identifying and managing key stakeholder relationships.
• For your most pressing initiative, identify 10 stakeholders and plot on the graph based on their passion for this initiative and their level of influence. Consider who is affected by the initiative, who has power over it, and who has an interest in it succeeding or failing.
• With your Sponsor, discuss your approach to managing each group of stakeholders. It is optional to share with your Mentor.
9. First Cohort AUDIENCE SPONSORS, MENTORS, MENTEES
Sarah Charai, Allina Health, Director Supply Chain
Kelly Hammons, Concordance Healthcare Solutions, SVP Customer Experience
Amanda Morgan, Medline, VP Acute Care Sales
Rachael Raynes, University of Vermont Health Network, Network Director, Supply Chain Contracting
Sophia Flores, QuVa Pharma, Director, Manufacturing Operations
Jolene Peterson, Baxter, Senior IDN Director
Michelle Azotea, Johns Hopkins Medicine, Director of Project Management and Implementation
Elisa MacCarroll-Wright, Advent Health, VP System Ancillary
Anne Nelson, Johnson & Johnson, Director, Contract Strategy
Key Learnings from Past Mentees
What’s unique to SMI’s Program is that your Mentor is outside of your organization. Therefore, no question is off the table and it’s a confidential relationship, so don’t be afraid to ask questions or seek support from your Mentor, who is outside your company.
Attend the Spring & Fall Forums. Spend time networking with the other Mentees during the networking sessions/evening events instead of working & catching up on email.
Best advice for next round of Mentees
Be prepared for the monthly meetings with your Mentor – What topics do you want to discuss? Are there open items from the prior month to revisit? Is there a specific project or skill where you’d like outside perspective?
Your Mentor is likely busier than you are, so be respectful of your time together & have your camera on to talk face-to-face, and draft an agenda for each call.
10. Continuity & Growth of Program AUDIENCE SPONSORS, MENTORS, MENTEES
One of the foundational principles of this program is relationships last well past the 12-month program, and that the Mentees from previous cohorts “pay it forward” as they advance.
Below are examples of tangible next steps for the Mentees
• Become a battle buddy for future cohorts
• Become a Mentor for future cohorts
• Join and participate in a SMI Council
• Facilitate peer-to-peer learning sessions for future cohorts
• Actively engage in AWL Alumni Community
• Potential attendance at future Forums
11. Measurement Scorecard/Success Surveys AUDIENCE SPONSORS, MENTORS, MENTEES
(in progress, items below are possible items)
• % increase of SMI organizations with women in leadership
• # of Mentees who are promoted during or after their 12-month program
• % Mentees who become council members the following year
• % of Mentees who become Mentors in future years
• % of Mentors who become Sponsors for future Mentees
• Survey Feedback mid-program and end of program to show progress against the objectives of the program
• % of total SMI member organizations involved in the program
• # of individuals AWL has touched within SMI organizations outside the formal SMI program. # Predictive Index events have taken place within SMI member organizations