A conversation with Ciara Allan, CFO of Arc Inspirations, on building meaningful mentor-mentee relationship. Ciara Allan is a seasoned financial leader with a strong track record in driving business growth and operational excellence across multiple sectors. As CFO at Arc Inspirations, she oversees financial strategy, compliance, risk, and IT. Her experience includes leading major transactions, such as the sales of Coopland’s Bakery and the Woven Group. Recognised at the Yorkshire Finance Leaders Awards, Ciara is a respected voice in corporate growth and innovation.
When Ciara Allan reflects on her journey to becoming CFO of Arc Inspirations, she’s quick to acknowledge the mentors who helped her navigate the often isolating world of finance leadership. Her perspective on mentorship stems from deeply personal encounters of being the only woman in the room and her commitment to paying that support forward.
As part of Potentia’s mentorship programme, Ciara understands firsthand why these relationships are so crucial for women in finance. Her insights reveal what makes mentorship work and why it’s essential for breaking down the barriers that still exist in our industry.
The Loneliness Factor: Why Finance Leaders Need Mentors
The reality of finance leadership can be isolating, particularly for women. Ciara knows this challenge intimately. “It can be lonely being the only woman or one of only a few women sitting at the board table or executive team,” she explains. Beyond gender dynamics, many environments present additional challenges. In private equity and similar spaces, finance professionals often find themselves as the sole representative of their function.
“You might often be the only finance person in the room,” according to Ciara. “This isolation is equally challenging.” Having someone who’s navigated similar situations becomes invaluable in these moments.
Effective mentorship provides functional knowledge while delivering insight and inspiration. “A mentor not only possesses functional knowledge but also brings insight and inspiration,” Ciara points out. What makes her approach particularly powerful is her recognition that mentorship flows both ways: “I also find that I get something out of each mentoring session, so the exchange is two-way.”
What Makes a Mentoring Relationship Actually Work
When it comes to identifying mentees who will truly benefit from the relationship, Ciara has developed clear criteria. The foundation centres on mindset and ownership rather than technical skills or ambition alone.
“It’s crucial that a mentee really desires assistance and is invested in the process,” she emphasises. While professional competence matters, what really counts goes deeper: “They must really want it and claim it.”
Ciara looks for mentees who take responsibility for driving the relationship forward. “A good mentee takes responsibility; they don’t assume that the mentor will do everything for them. They propel the relationship forward, send reminders, and stay on target.”
Understanding that confidence develops over time, especially for women navigating male-dominated environments, she emphasises the importance of patience combined with accountability. “I also appreciate the fact that mentees are not always confident to start. It’s important to sympathise with where they are at in their process, but they have to be open to criticism and willing to change in order to move forward.”
The Ripple Effect: How One Conversation Can Change Everything
For Ciara, the impact of mentorship extends far beyond career advancement. Her approach centres on shifting perspectives and building resilience through genuine, sustained commitment to her mentees’ success.
“I’ve been given help throughout my career, so having the opportunity to pay it back and see someone else succeed is really rewarding,” she reflects. “When you invest in someone, you can’t just flip a switch. If they still require my help, I’m not going to just cut them loose; I’m long term.”
One particular mentoring moment illustrates the transformative power of these relationships. “There was the one time when I taught a mentee one of my own personal experiences, and it really adhered to her. It helped her realise that it wasn’t her, it was the situation, something that happens a lot more often than one can even think about.”
This insight helps women understand that challenging situations often reflect systemic issues rather than personal failures. “That shifted her mentality, and that’s what I need to be able to do.”
Building Networks, Creating Change
Ciara’s devotion to mentorship extends beyond individual relationships to collective action. Her involvement with Potentia reflects her belief in the power of shared support: “I also really love working with Potentia. Being with a community that is committed to giving back is important to me.”
This collaborative approach aligns perfectly with Potentia’s mission to increase female representation in finance leadership roles. Our mentorship programme has grown from 31 pairs in our first year to expanding cohorts that now include board-level and head of finance roles. Mentors like Ciara are essential to our continued success.
“Mentoring isn’t an overnight thing; it’s about actually committing to someone’s journey,” Ciara concludes. This perspective makes mentorship such a powerful tool for systemic change in finance.
Our Year 2 Mentorship Programme
Ciara Allan’s approach to mentorship embodies the collaborative spirit that drives Potentia’s mission. As we prepare to launch our Year 2 mentorship programme, her insights remind us why these relationships are so crucial for creating lasting change in finance leadership.
Interested in applying for Potentia’s mentorship programme? Applications for our Year 2 scheme are now open until 31st August 2025, with the programme starting in September. Learn more about joining our network of finance leaders committed to empowering the next generation.