Client Profiles

Two distinct profiles of business-people avail of our services.

1. The Individual.
Be it entrepreneur or employee, Executive Mentors offers a broad range of mentors from a variety of disciplines. For individuals who are members of professional associations, time spent with a mentor is generally eligible for verifiable continuing professional development hours.

2. The Corporation.
Executive Mentors offers a mentoring program for existing employees or as part of the severance package for departing employees.

Frequently Asked Questions from Clients
• What is unique about Executive Mentors?
• Why do I need a mentor?
• What is the difference between a coach and a mentor?
• My boss is my mentor; why do I need Executive Mentors?
• How long is a typical engagement?
• Who selects the mentor?
• What if my mentor is not the right fit?
• Am I committed to Executive Mentors for a minimum number of hours of mentor time?
• How much will this cost?
• What do you need from me for the initial meeting?
• How do we start the process?
• What are my responsibilities?
• How are the results measured?

• What is unique about Executive Mentors?
We match you with executives who have already experienced the issues that you are faced with as you develop your business or career, rather than applying an academic or theoretical approach to developing your skills. Our mentors share with you the lessons they have learned so that you can develop your business acumen and avoid mistakes that could inhibit your business or stall your career.

▲ top of page

• Why do I need a mentor?
A mentor offers advice and guidance on matters that have to be experienced, rather than taught in business school.

Entrepreneurs seek guidance from experienced businesspeople for advice on issues such as:
◦ Defining and implementing a business strategy
◦ Format and composition of the Board of Directors
◦ Negotiating significant transactions such as an acquisition or refinancing
◦ Addressing technical topics such as compliance, tax, legal or risk management
◦ Preparation, or presentation, of financial statements
◦ Providing peer networking
◦ Attaining growth for your company
◦ Time management
◦ Attracting, developing and retaining the right employees
◦ Improving employee morale
◦ Building self-confidence
◦ Developing critical thinking skills
◦ Enhancing presentation skills
◦ Strengthening “soft skills”
◦ Providing an impartial second opinion

Managers seek guidance from experienced businesspeople for advice on issues
such as:
◦ Identifying why your peers, and perhaps even your subordinates, are being
promoted ahead of you
◦ How to be perceived as a leader in your organization
◦ Developing your networking skills in order to establish business contacts both inside
and outside your organization
◦ Time management
◦ Balancing technical responsibilities with your other responsibilities
◦ Managing your team and/or relating with your peers
◦ Improving employee morale on your team
◦ Working with senior management
◦ Developing critical thinking skills
◦ Enhancing presentation skills
◦ Strengthening “soft skills”
◦ Providing an impartial second opinion

▲ top of page

• What is the difference between a coach and a mentor?
A coach is an instructor who improves performance on the job. This typically consists of training, instruction, support and immediate results. Coaches generally have the same background and education as the client. A mentor is a role model who provides guidance with your career or business. Mentoring is based on education, experience, inspiration and long-term development. Mentors may have different, and therefore unique, qualifications that compliment the guidance being provided to the client. Mentoring can be similar to coaching; the relationship is up to you to define. What is important is that you benefit from the wisdom of a knowledgeable and experienced individual. For example, a mentor may work with you to prepare a business plan while other mentors are retained for a few hours every quarter to provide advice for upcoming board meetings.

▲ top of page

• My boss is my mentor; why do I need Executive Mentors?
In our experience there can be several impediments to a mentoring program based on the employer/employee relationship. Your boss is primarily concerned with addressing on-the-job performance and is focused on shortcomings in skills and knowledge. Guiding your career requires a different perspective and approach. Effecting the transition from boss to mentor can be a challenge as your boss may lack the time, experience, objectivity and impartiality required. You can’t choose your boss; you do have a choice in selecting your mentor.

▲ top of page

• How long is a typical engagement?
Engagements range from a matter of hours for a one-off consultation to an on-going program lasting years.

▲ top of page

• Who selects the mentor?
We encourage you to review our list of mentors to determine a suitable match. Otherwise we can assist you with this process.

▲ top of page

• What if my mentor is not the right fit?
Executive Mentors works with you and the mentor to establish the mentoring relationship. If you find that the relationship is not meeting your needs we will work with you to select a new mentor. In the rare case where the program is not addressing your requirements we will terminate the assignment at no additional cost to you.

▲ top of page

• Am I committed to Executive Mentors for a minimum number of hours of mentor time?
No. The time you require of your mentor is for you to determine.

▲ top of page

• How much will this cost?
You are billed based on the number of hours incurred. Please contact Executive Mentors for an outline of our fees.

▲ top of page

• What do you need from me for the initial meeting?
Please give some thought to the following questions:
◦ What skills do you need to develop?
◦ What are your goals or objectives and timelines?
◦ What qualities are you looking for in a mentor?
◦ How much time can you commit to this program?

▲ top of page

• How do we start the process?
We will meet with you to understand your requirements. We then contact a suitable mentor and outline your situation. We arrange an introductory meeting between you and your mentor at no cost to you. If both parties are agreeable to the mentoring program we document the terms, conditions and rates in a contract and commence the program.

▲ top of page

• What are my responsibilities?
You are responsible for your business or career. Likewise the mentoring program is most effective when you take charge of the mentoring relationship. In an effective mentoring relationship we expect:

◦ Professionalism. This includes respecting one another’s busy schedules.
◦ Constructive advice. Sometimes advice can be difficult to accept. Your mentor’s objective
   is to provide guidance in order for you to apply their wisdom and experience to
   your situation.
◦ Commitment. Both parties must be committed to the relationship. Your mentor
   should be committed to providing advice and suggestions and you should
   be committed to acting on suitable recommendations.
◦ Openness. Communication is essential in all mentoring relationships. Goals,
  objectives and advice should flow freely between you and your mentor.

▲ top of page

• How are the results measured?
In order to monitor the progress of the mentoring program it is essential that mentor and mentee document the objectives of the program and identify expected timelines. If requested, Executive Mentors can monitor your progress and identifies shortcomings in the program in order that you and your mentor can address any issues in a timely manner.

▲ top of page

BOOK A CONSULTATION

Welcome to Executive Mentors, Canada’s premier business mentoring service dedicated to providing our business community with advice and guidance from our country’s most prominent business leaders. read more