Mentoring

Engagement : Trust : Culture

LEADING, LEARNING, COACHING, MENTORING, MOTIVATING cut into interlocking cogs

Mentoring support documents for the Detailed Deck

Engagement : Trust : Culture

Strengths-based structured mentoring Program -The Flyer

Our Partnership approach – We

Co-create the 12-month program with you
Implement internally a Working group (WG) & Steering group (SG)
Meet weekly and monthly with WG/SG
Provide profile forms for onboarding participants
Partner and consult into the matching process (provide criteria)
Collect data from strengths analysis, surveys, and feedback to sponsor our share statistical insights-compared to benchmark
Deliver training workshops for mentors and mentees
Provide and host check in for groups of mentors & mentees QTR
Provide thought leadership
Provide supervision & governance
Provide structure and process throughout life of the program
Provide documents for capturing meetings

Provide a communication strategy(x5)
Provide an Engagement strategy
Provide surveys mid and end
Measure and monitor success
Provide comprehensive manuals of Tools and Frameworks & individual documents online
Support you throughout the entire program
Provide Surveys on fulfilment working from home, Leadership hygiene, Leader feedback
Focus on marginal gains across multiple disciplines- kaizen theory
Partner to educate well-being services
Prepare you to run your own programs

Organisational goals for the program- The diagnostic- what are we solving for?

Engagement
Attrition
Well-being
Performance & development
Internal learning and development culture

Leader as coach/mentor
Working and leading remotely
Culture & Trust
D&I

Strengths-based structured mentoring Program -The Flyer

Our workshops

Our Tools

Our Frameworks

Strength’s analysis
Stakeholder relationships
Flourishing wheel (well-being)
Motivation
Fixed growth mindset
Self-compassion / Self-regulation
Listening / Values
Capacity model & time management
EQ / Self-esteem / Burnout / Psychological safety
Harvard & 3Qetc leadership survey / +suite of surveys

How to Mentor

Effective Mentee

Process

Documentation

Resources

Supervision

Understand the self-audit

Marginal gains

Language style, questioning & listening
Unconscious bias
Feedback, giving and receiving
Well-being
Goal theory
Journaling
Brand, values
Re-GROW & SMART goals
Scaling
ACT (Acceptance Commitment Training)

(All our, tools and frameworks are evidenced based and founded on positive psychology and coaching techniques)

Bringing some tools together

Strengths-based structured mentoring Program -The Flyer

The self-Audit

The Mindful Leader

The compounding effect of our tools and frameworks

Engagement : Trust : Culture

Benefits of a structured strengths based mentoring program

Why Mentoring? Our staff are our most valuable asset. In the current economic climate, our ability to actively engage, develop and support them has never been more critical.

Potential organisational goals a program

Engagement
Reduce attrition
Improve Well-being
Leader as coach/mentor
Working and leading from home
Personal development through self-audit
Strength’s approach
Create Psychological Safety
Break down silos

Mentor benefits

Personal fulfilment and enhanced job satisfaction.
Improve leadership and management skills, as well as improve coaching techniques.
Improve communication skills, especially listening and emotional intelligence.
Create awareness around personal bias, especially “fix-it biases”.
Learn to be a role model and developer of potential leaders.
Exposure to fresh perspectives
Take a sense of pride in mentees’ achievements.
Understand blind spots

Organisational benefits

Increase employee retention.
Organisational self-learning 70:20:10
Improve motivation.
Improve psychological safety and well-being.
Improve trust and engagement.
Build bench strength.
Improve productivity.

Break down silos.
Facilitation of change management
Share company values.
Identify future potential.
Enhance the skills of leaders
Capture fresh ideas.
Breeding and nurturing corporate culture.

Benefits of a structured strengths based mentoring program

Mentee benefits

Build self-efficacy, self-confidence, and resilience.
Develop a growth mindset.
Grow self-awareness and learn to reflect.
Build a can-do attitude.
Career guidance
Develop a personal brand.
Safe place to be curious and explore feedback.
Gain corporate wisdom from a mentor.
Learn to take a wider perspective.

Learn to be independent and self- reliant.
Learn to fail to learn and grow.
How to use language
How to create personal bandwidth
Understand personal strengths in detail.
Enhance job satisfaction.
Develop relationships.
A supportive environment to workshop ideas and conversations

Engagement : Trust : Culture

Why do mentoring programs often fail?

3Qetc has researched the reasons behind the failure of large-scale mentoring programs in major organisations. Below is a summary of insights gathered from interviews with senior leaders and HR practitioners, along with an overview of how 3Qetc effectively addresses these challenges.

WHY PROGRAMS FAIL

3Qetc DRIVES THE SUCCESS

Lack of Senior Sponsorship

We promote active sponsorship and involvement from senior leadership. We collaborate closely with HR teams and internal stakeholders.

Inadequate Training / Preparation of Mentors

and Mentees

We provide training through workshops and supporting materials for mentors and mentees. We provide a suite of tools and frameworks, available for upload to the client’s intranet site, along with clear guidelines and structure or access through the 3Qetc portal.

Absence of Clear Program Objectives and Structure

Through a co-creation approach, we partner to identify key challenges via a diagnostic process, clarifying “what are we solving for.” We provide a clear structure from start to finish, prioritising both client and mentee objectives. Each mentee focuses on three development goals at a time.

Lack of Clear Benchmarks for Success

We collaborate with clients to define clear program objectives, maintain timelines, and a provide a process for measurement. We gather data and insights through surveys and exercises.

Incorrect Matching

We provide a comprehensive framework for effective matching, incorporating profiling forms for mentors and mentees and a robust review process.

Programs “Fizzle Out”

Our structured approach, paired with a robust engagement strategy, fosters the staying power needed for successful completion. Our programs are designed to integrate seamlessly into the organisation’s culture. They are user-friendly, easy to monitor, and adaptable, ensuring flexibility and resilience to meet evolving client needs.

Lack of Supporting Materials

We provide individuals all with supporting materials (tools and frameworks) and upload to the clients internal HR intranet. We provide documentation for capturing meetings

Lack of Supervision and Governance

We provide a supervisory framework for mentors and mentees. We partner with the client’s EAP and establish internal working groups for execution and steering groups for governance.

Engagement : Trust : Culture

The statistics behind mentoring – The research

Why mentoring: The statistical data supports the highly effective way mentoring programs increase staff engagement and well-being, reduce attrition rates, and improve productivity.

(All data from Gallup/Gartner/HBR/ATSD-US/Forbes/Deloitte/CNBC)

Attrition – Retention

Attrition and staff turnover costs between 75-125% of annual salary
Retention rates are 22% higher for staff with mentors compared to those without
More than 60% of college and graduate students listed mentoring as a criterion for selecting an employer after graduation
Retention rates are 20% higher for employees who partake in a Mentoring program as a Mentor or a Mentee
Millennials intending to stay with their organisation for more than 5 years are twice as likely to have a mentor than not (68% vs 32%)
49% of millennials would, if they had a choice, quit their current jobs in the next two years.
Millennials will comprise more than 75% of the workforce by 2025
The top reasons for millennials wanting to quit are 'Not enough opportunities to advance' at 35% and 'Lack of learning and development opportunities' at 28%
79% of millennials see mentoring as crucial to their career success
More than 4 in 10 workers who don’t have a mentor say they’ve considered quitting their job in the past three months
94% of employees said they would stay at a company longer if they were offered opportunities to learn and grow

The statistics behind mentoring – The research

Engagement

Engaged employees have 41% lower levels of absenteeism and fewer sick days.
Disengagement costs 34% of annual salary (37% higher absenteeism, 18% lower Highly engaged employees have an 81% lower rate of absenteeism.
Only 30% of remote employees feel engaged with their employers.

Well-being

91% of staff with Mentors reported being satisfied with their jobs.
67% of staff say they are “sometimes or always burned out at work.”
Employee happiness: 91% of staff with mentors reported being happy with their jobs, 31% of millennials and 35% of Gen Zs have taken time off during the pandemic due to stress and anxiety.
Nearly 40% of millennials and Gen Zs do not believe their employees have taken actions to support their mental well-being during the pandemic.
41% of millennials and 46% of Gen Zs said they felt stressed all or most of the time

Performance and Productivity

Managerial productivity was 88% higher for those with mentors compared to 24% for those who received skills-based training alone.
Participants who write down their goals are 40% more likely to achieve them. This increases to 70% if the goals are shared with someone to keep them accountable, such as a mentor.
67% of businesses reported an increase in productivity due to mentoring.
55% of businesses felt that mentoring had a positive impact on their profits

The statistics behind mentoring – The research

Valued and Empowered Development

87% of mentors and mentees feel empowered by their mentoring relationships and have developed greater confidence
89% of those with mentors believe their colleagues value their work, compared with 75% who do not have mentors
85% of mentees go on to become mentors, helping establish a leader as a developing coaching leader
But 63% of millennials say their leadership skills are not being fully developed
Better decision making: 84% of CEOs said when questioned, that mentors had helped them avoid costly mistakes
71% of people with a mentor say their company provides them with good opportunities to advance in their career, compared with 47% of those without a mentor
Formalised mentoring programs are run by 71% of Fortune 500 companies
Research shows that minorities who advance the furthest share one characteristic: a strong network of mentors and corporate sponsor

Diversity and Inclusion

Mentoring programs boosted minority representation at the management level from 9% to 24%.
A study found that mentoring programs also dramatically improved promotion and retention rates for minorities and women–15% to 38% as compared to non-mentored employees.
Women are more likely to have a mentor than men – 54% vs 48%
38% of female employees (in companies that have at least 30% women on their board) who have exposure to senior mentors believe they will make it to the board themselves, compared with 21% of women from companies under the 30% target.

Strengths-Based Mentoring

Gallup Global Survey of 1.2mio employees across seven industry sectors and 45 countries found that a Strengths-Based Approach to mentoring delivered the following:

9% increase in sales
5% increase in profits
4% increase in customer engagement
6% increase in employee engagement

Engagement : Trust : Culture

Strengths-based mentoring program – End of 12-month program client Survey

The following is anonymous aggregated feedback from mentors and mentees from the strengths-based mentoring program. We surveyed participants after 6 months and at the end (12 months). The 6-month survey informed us to provide more workshops, which we did on “Listening” and “Goal setting”. The program also included a team-building exercise at the Sydney Fish Markets cooking school.

All mentors and mentees had 2 hours of training in workshops. All participants received a psychometric strengths-based analysis test. Mentors received an executive coaching strengths debrief from a qualified, accredited executive coach. Mentees were debriefed by their mentors. (Mentors were trained to debrief) All participants received handbooks on the 12 tools, and 9 frameworks and all tools and frameworks were uploaded to the Client intranet. All line managers of mentees, as participants, were briefed in detail on the program and given access to all materials.

The organisational goals of this program were:

Attrition/retention

Well-being and Mental health

Engagement

Leadership development

Survey results from the Top three tools used

82% of participants used the strengths-based tool
76% of participants used the stakeholder relationship tool
82% of participants used the flourishing well-being tool

Mentees

95% of mentees found the structured program useful
94% would recommend a strengths-based program to colleagues
85% had achieved 5 or more personal or professional development goals
74% had over 7 meetings with their mentor
97% of mentees felt their mentor was committed to building a relationship
The satisfaction rating of the program had an average rating of 8 /out of 10 (median 8)

Statistics from a 12-month program- an example, CEO Testimonial Investment bank

Mentors

85% of mentors said they matched well with their mentee
96% of mentors felt their mentee was committed to building a relationship
94% of mentors said the tools and frameworks were helpful
74%of mentors found tools and frameworks useful for their leadership development outside of mentoring
The satisfaction rating of the program had an average rating of 8 /out of 10 (median 8)

Areas of focus by mentees

70% focused on career planning
70% focused on stakeholder relationships
64% focused on self-confidence
Other vital areas of focus were: - leadership skills, well-being, and a growth mindset

Engagement : Trust : Culture

Statistics from a 12-month program- an example, CEO Testimonial Investment bank

CEO – Global Investment Bank

The CEO personally sponsored the program and was actively involved from start to finish – participating in launch and closing events, mentoring, completing all assessments, and joining every workshop and team activity. This visible commitment from the top was critical to the program’s success.

“Partnering with 3Qetc has been one of our most impactful leadership investments. They delivered a highly structured, strengths-based mentoring program that went far beyond traditional models, combining deep industry understanding with robust governance, evidence-based tools, and practical application to drive measurable outcomes.

Participants were equipped with high-quality assessments and clear, practical frameworks that were used throughout the program. Engagement and satisfaction from both mentors and mentees were exceptionally high, with clear benefits across retention, leadership capability, engagement, and well-being.

3Qetc worked as true partners – listening closely, adapting in real time, and adding targeted interventions where needed. Their responsiveness and data-led reporting gave us confidence in both immediate impact and long-term sustainability.

As a result, we built a strong internal mentoring community and embedded mentoring as a credible leadership lever. We now have a comprehensive suite of 3Qetc resources on our internal platform. My personal favourite was the ‘Stakeholder Map’ exercise! which I use. 3Qetc continues to support us across Australia and internationally, including in Asia and North America. After 5 years of collaboration, 3Qetc continues to partner with us through ongoing mentoring programs and executive coaching.

We regard 3Qetc as trusted advisors, exceptional facilitators, and genuine partners in building strong leaders, healthy cultures, and sustainable performance.”

– Chief Executive Officer, Global Investment Bank

Engagement : Trust : Culture

Other services – 3Qetc

3Qetc is a global consultancy firm specialising in leadership development, structured mentoring, executive coaching and executive search. With a team of seasoned professionals, each bringing 20 to 30 years of executive experience across sectors such as finance, banking, legal, government, healthcare, manufacturing, retail, mining, occupational rehabilitation, education, digital, pharmaceutical, agriculture, advertising, and marketing. 3Qetc employs evidence-based positive psychology frameworks and a collaborative approach to co-create tailored solutions that meet each client's unique needs. Our distinctive data-driven methodology offers clients insightful analytics into team dynamics and individual and team strengths, promoting enhanced leadership awareness and organisational growth. Through comprehensive diagnostics and a suite of tools, frameworks, and surveys, 3Qetc empowers organisations to cultivate high-performing teams and resilient leaders, ensuring lasting impact and meaningful transformation.

Our current service

Executive Coaching

Team Coaching

Leadership development programs

Structured Mentoring solutions (The Flagship)

Sponsorship programs

Co-created OD & LD programs

Executive search

Strategy facilitation (Board & C-suite)

Coaching supervision

Wellbeing: Individual and organisational assessment – (scalable/digital)

Research and data analytics

Talent mapping / Role criteria /promotion selection processes

Hosting (MC) panel discussions

We have a partnership approach. What are we solving for? The diagnostic

Retention & Attrition

Engagement

Performance and productivity

Equity and Belonging

Strengths Awareness

Culture, Character and Trust

Leadership and development

Well-being, Psychological safety & mental health

High performing teams

Feeback (two-way)

Other services – 3Qetc

3Qetc Point of Difference

We provide insightful data and analytics on individuals and teams, adding value to our clients. 3Qetc’s recent study of 400 executives over the past three years–conducted through our programs, highlighted key insights on high-performing teams, poor self-awareness and common blind spots.

We take a partnership approach and co-create our programs, building on a comprehensive suite of evidence-based tools and frameworks grounded in positive psychology. We are committed to continuous learning and adapting to meet our clients’ evolving needs. Our focus is on self-awareness, self-regulation, and self-development to cultivate mindful leaders and employees.

Our team brings strong business experience, particularly in finance, with first-hand experience managing complex global operations. This is complemented by deep expertise in Leadership Development (LD) and Organisational Development (OD). Our approach is highly collaborative, structured, and outcomes-driven and we measure the impact of our work.

Our programs are scalable. At 3Qetc, we partner with clients to measure the impact of our leadership, coaching, and mentoring programs. Using our proprietary data lens, we deliver actionable feedback, identify next steps, and demonstrate a clear, positive return on investment (ROI).

In executive search – we integrate transition coaching into role- as part of service and fee.

Engagement : Trust : Culture

Current resources

Resources. This is an inventory of the current available Tools, surveys and frameworks. These are found in the handbooks for the programs (Leadership, coaching, and Mentoring) and online https://www.3qetc.com/resources

(individual resources email 3Qetc for PW). There are short 3-5-minute videos on all the tools online