The Institute of Water Mentoring Programme is an initiative which aims to unlock potential, support career goals and develop talent in the water industry. We support our members by offering those who are looking to gain additional knowledge or advice the opportunity to learn about a new area of the water industry, apply for professional accreditation or to simply acquire guidance on building and enhancing their career.
Our online mentoring scheme is a learning and development toolkit built upon the twin foundations of mentoring and e-learning, which support a wide range of learning and development resources. All accessible from your smartphone, tablet, laptop or desktop computer, irrespective of manufacturer and operating system.
Mentors and mentees gain several benefits both personally and professionally from this involvement and it’s a great way of developing links with people and companies external to your current workplace.
In order to benefit from our mentoring scheme you must be a member of the Institute of Water, click here to sign up.
We ask potential mentees to provide us with their objective(s) which are then used to strategically match them to a suitable mentor who can help them reach their goal. The pair then work together in building a mentoring relationship that is malleable to their circumstances and requirements; with the Institute of Water offering support and guidance as and when required.
Click here to create an account and follow the instructions. Once your account has been set up you will be prompted to complete a profile form, which will enable mentors and mentees to be matched based on areas of common interest and experience. Once matched we recommend our mentors and mentees meet (Face to face or via an online meeting facility) for a couple of hours per month.
This site contains a wealth of resources and tools to help mentees and mentors in their mentoring relationship. Click the links below to view out various guides and find out more about how our mentoring scheme works.
If you have any questions please contact Lucy Archer via firstname.lastname@example.org.
“Mentor was a person – Greek to be specific and rather than start this blog with a standard business definition of mentoring, I thought it would be more fun to share that it all started when Ulysses left his old friend Mentor, looking after his son whilst he nipped off to fight in the Trojan Wars. The image of wise old man with protégé at foot has been repeated once too often across popular media (Luke and Yoda, Batman and Alfred, Marty McFly and Doc Brown, the Karate Kid and Mr Myiagi… need I go on?!) and it may have left mentoring with a bit of an age-image issue that for some would-be mentors could prove off putting.
Modern day business mentoring knows no age limits and no matter at what stage you are in your career, you will have experiences of value and learning that you could pass to others to help them develop their potential. If you have ever had career help yourself – this should be a good enough reason, to want to ‘put something back in’.
For me, my mentoring journey started a good few years ago when after a frustrating period of trying to break into a particular area in our business where traditionally ‘you had to work your way up from the bottom’, somebody already there offered to spend some time coaching me on ‘being one of them’. I had the job I was after within 6 months. Since then, I have had some inspirational mentors. Some to work on specific topics, others for more general development, some short term, others for far longer and some where the relationship has oddly now reversed. Mentoring my own mentees is my way of repaying the help that I have had from others throughout my career so far and as part-payment for the future help I will without doubt still need!
If you are thinking about mentoring and are new to it then the key thing to remember is that the mentees career is entirely theirs to own. My first conversations with new mentees are always about where they think they want to go, what their plans are and where they feel they need support. What follows next should then be a joint, non-judgmental and at all times confidential discussion about what help you can give. The mentee very much leads the way. The role of the mentor is to listen, to chip in where you can add value, look out for opportunities that the individual may not spot themselves and to and offer up suggestions when and if asked. The ‘when and if asked’ bit is important. Your mentee should remain the focus of the relationship.
Lastly – your mentee might at some point decide you are not right for them or their situation may change and they require guidance in an area you don’t have experience in. This is perfectly OK. It’s a good idea to let them know up front that it’s fine to adjust or stop the relationship if they are not getting what they need. To return to my Karate Kid from earlier, our hero mastered his sport by perfecting multiple separate elements. If you think of your mentee developing their career in the same way, they quite justifiably may require guidance from different sources at different times. Don’t take it as a negative if a mentor relationship comes to a close.
The Institute of Water Mentoring Programme is a great way of putting something back in. It’s also an opportunity to meet new people and network at different levels across our Industry. This is true for both prospective mentors and mentees. I’d encourage anybody who is serious about developing a professional career in water to think about getting involved – you’ll get more out of than you think.”
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