New mentoring programme aims to nurture our home-grown talent

Liz Lawson, DSW Capital‘s Talent & Resourcing Manager, explains how our latest initiative aims to help staff develop their skills and build confidence.

What does the mentoring programme hope to achieve?

Over the 12-month programme, we aim to provide a pathway to help develop DSW’s internal talent. Our goals include enhancing collaboration and stronger communication across the network, improving job satisfaction and developing leadership skills for both mentees and mentors in a supportive environment.

How does it work in practice?

In the latest mentoring programme we have 15 Partners who are acting as mentors and meeting with their mentees at least every three months. The mentees are responsible for scheduling the sessions, setting the agenda and clarifying their objectives. Actions for reflection or learning are agreed at each session. Mentors share real-world examples from their experience to help mentees understand various solutions and ideas, emphasising that there’s no one-size-fits-all approach. I check in with all participants every six months to track progress, and we encourage mentees to keep their line managers updated on their development.

What do participants get from the programme?

Mentees benefit from fresh, impartial perspectives from a Partner outside their team, gaining insights, experience, and advice in areas they want to develop. The programme offers a safe space to test ideas and solutions, challenge their thinking, and increase their confidence. It’s also a great opportunity to broaden their internal and external networks and to learn essential networking skills for future career development.

We encourage mentees to think about their future goals and how they can grow through the process. This approach gives them more control over their future career direction.

Mentors get the chance to hone their leadership skills while sharing their insights, experience, and wisdom.

What do you most enjoy about leading the programme?

Seeing the mentees’ confidence grow and building a strong culture of trust is incredibly rewarding. I believe everyone in the business should have access to development support, and our mentoring programme ensures that opportunity is available to all.

I also enjoyed taking the learnings from the previous programme to add more structure and momentum this time around. We undertook a survey to help with the matching process, considering factors such as service line interest, gender and role models. This has created a great mix of perspectives which is vital for career growth.

Hearing positive feedback about sessions on career planning, managing up, handling difficult conversations, and broadening networks is music to my ears. Knowing mentees value having a sounding board is equally pleasing!

How do you think the DSW mentoring programme is different from others?

DSW has a relatively ‘flat’ structure compared to the big accountancy firms, so staff have greater access to Partners – so they have more opportunities to interact with them and gain valuable insights. Thanks to DSW’s unique network model, the Partners are, in effect, entrepreneurs running their own businesses within our business. Their commercial acumen, drive, and entrepreneurial mindset are invaluable assets to the mentees, providing them with a rich learning experience – something that sets our programme apart.

Phil Tarimo, Partner in DSW Debt Advisory, and Alex Odlin, a Manager in the Corporate Finance team, are paired on the programme. Here they tell us how it works for them:

Alex: When planning my career for the next five to ten years, it’s important to think about the roles I aspire to and the skills required. Often, these positions involve more management than the hands-on work I’m used to, so it’s smart to start developing those skills early.

Regarding appraisals and career progression, Phil has given great guidance in preparing me for these. For example, in one year with reduced M&A activity after a previous busy year, Phil suggested I highlight what I achieved outside of my client work, such as improving internal processes, CPD, and networking – which demonstrated I was being proactive in this period. This advice was invaluable.

I’ve also received lots of support from Phil for building confidence in my role. It’s reassuring to know confidence grows with experience and knowledge, and having someone to discuss this with has been incredibly helpful.

Understanding our business’s position in the market is crucial, too. Even though Phil and I aren’t in the same service line, learning about market trends and the firm’s positioning helps develop broader market knowledge. The Partner-led approach at DSW means I can learn from Partners across various teams, which has been immensely beneficial.

Phil: Being involved in the firm’s mentoring programme is incredibly rewarding. I support Alex with skills for specific goals, like his recent promotion, managing people, and business development/networking. Helping him build confidence and expertise is a key part of my role.

What I enjoy most is watching Alex grow both professionally and personally. Seeing him succeed and knowing my experience and insights have played a part in his development is fulfilling. Plus, the fresh perspectives Alex brings often inspire and challenge my thinking.

Thank you, Phil and Alex, for sharing your experience with being a mentor and mentee, and we hope you continue to find support and guidance on the programme!