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The magic of mentorship for people at any stage of their career
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By IMAGE
07th Jun 2026
07th Jun 2026
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Photo: Getty
As a partner in energy and infrastructure at Eversheds Sutherland (Ireland) LLP, Chelsey O’Doherty is passionate about the value in mentorship for those at all levels.
Becoming a partner at Eversheds Sutherland was something Chelsey O’Doherty had been building towards in her career. When joining the firm in 2024, she already had nine years’ experience in a number of corporate law firms, and joined the partnership within a year. She attributes this success to developing a strategic approach to building her career, and to Eversheds Sutherland’s commitment to increasing the representation of women at all levels at the firm.
Chelsey is clear about the importance of mentors and role models from an early age, and points to the example set by her mother as her first role model for women in business. She also emphasises the importance of taking strategic risks in order to progress.
“I’ve taken a few risks in terms of career progression and I’m very passionate about that when I’m talking to young women in law,” Chelsey explains. “We often hear that one of the key issues for women in the workplace is confidence and a reluctance to put themselves forward. I know that was key for me in my career to date – being actively strategic about where you want to get to, not being afraid to take a risk, and maybe most importantly, not fearing failure.”
This confidence to take the leap, however, doesn’t happen on its own, and Chelsey explains that from the earliest days of her career she’s worked in environments with proactive support for female employees. “The impact of a structured mentorship programme can’t be underestimated, for all employees regardless of gender,” she says. “But for young women in particular, I think it’s a defining element for embedding strategy and confidence into your career development. The phrase ‘if you can see it, you can be it’ has become a cliché, but it’s still important for women to be able to point to senior female business leaders and visualise themselves in similar roles. The fact that Eversheds Sutherland is now led by a woman, Pamela O’Neill, who brings fantastic legal experience, energy and dynamism to the role, is a case in point and is enormously inspirational for the women in our firm.”
The impact of a structured mentorship programme can’t be underestimated, for all employees regardless of gender.
The Power of Mentorship
As well as seeking out mentors, Chelsey believes that having sponsors – people who will advocate for you when you’re not in the room – is equally, if not more valuable. “This kind of support makes a huge difference in my profession where visibility still matters enormously,” she explains. “The reality is that opportunities often go to the people whose potential is most visible. Having that person or people in the room that will nominate you for interesting and progressive pieces of work is incredibly beneficial, and I’ve not only felt the reward of that, but I’ve also seen how it has impacted people around me as we have moved upwards in our careers. I feel this kind of active support has helped propel me forward at pace.”
To become the kind of person that senior colleagues will advocate for, Chelsey advises taking steps to build your own visibility, and seek to become an expert in your field. “Knowing your subject matter brings confidence, and credibility.”
However, she also points out that we shouldn’t wait for opportunities to come to us. “You need to put yourself forward. Sometimes we can feel a bit uneasy about using the word ‘ambition’, but there’s nothing wrong with being ambitious and letting your colleagues know that.”
The structure of support
Developing a professional network is another way for women to grow their careers, and Eversheds Sutherland has initiatives to make this easier, including an emphasis on female talent.
“The firm’s Women in Business Forum boosts career progression and enhances the network of the next generation of our people through mentorship, knowledge sharing and by creating an environment that celebrates peer achievement,” Chelsey explains. “While the Women in Business mentoring programme connects female leaders with external professional services firm mentors, with the aim of encouraging and empowering them to develop these relationships themselves.”
A culture that keeps people growing
Chelsey feels the value of mentorship first-hand, being both a mentor to junior colleagues as well as a mentee with support provided by a fellow partner in her field. She sees the strength that a supportive culture brings. “Having a well-planned mentorship programme is critical. Any business that is not doing that is missing a big piece of the puzzle.”
She’s keen to emphasise that mentorship is not a one-way relationship, pointing out that it is beneficial for everyone. “One aspect of mentorship that Eversheds Sutherland has been strong in is ensuring that it is available to and facilitates all levels. The key for us is a mentorship programme that spans from trainee to senior partner,” Chelsey points out. Not only is it important for building the confidence of young lawyers, but for the wider team it helps to maintain their level of expertise. “We are continuously learning and we need to continuously develop so that we don’t fall behind as business leaders.”
Find out more at eversheds-sutherland.com
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