| “Helping my Mentee develop his skills and his potential, and acting as a trusted advisor for him, has helped me develop also.” - Mentor, CHN 2008 Mentoring Scheme | “I’m still in regular touch with my Mentor, and it’s proved invaluable to me from the outset.” - Mentee, CHN 2008 Mentoring Scheme |
UPDATE AUGUST 2011: The CHN 2011 Mentoring Scheme is now closed. Thanks to all of you that applied. We had a Launch event on Wednesday 24th August 2011 for all the successful mentors and mentees to kick-start the scheme.
A detailed timeline for the CHN 2011 Mentoring Scheme timeline can be found here.
Developing tomorrow’s leaders, developing you
One of the key aims of the CHN is to enable our members to be realise their real potential via a structured mentoring programme and, as such, we shall be looking for both mentors and mentees to take part in the CHN Mentoring Scheme 2011.
Traditionally in Hindusim, a Guru plays the role of a tutor and mentor. But the Guru has traditionally been considered to be more than just a tutor to his Shishya (disciple or student), but also a spiritual guide and a moral compass.
We are relaunching our Mentoring Scheme following feedback from our Mentoring Scheme 2008. We’d like to help those mentees that have outstanding potential but have not necessarily had the most privileged background – for example, we would encourage those potential mentees have not had a private school education or had university-educated parents to apply.
| The “Mentor:” a trusted friend, counselor or guide, usually a more experienced person. The mentor should challenge the mentee by setting the stage for new ideas and encouraging the individual to grow out of their comfort zones, since real learning very rarely happens in a sterile and safe environment. | The “Mentee:” an individual who is open to growing, learning and self progression through the coaching and wisdom of another, more experienced, wise guide. |
The scheme is for anyone who thinks they would benefit from support and encouragement from senior professionals, such that they may maximise their potential in life, develop their skills and become the person they want to be. CHN provides guidelines and training for our mentors and mentees, but the issues discussed will vary depending upon the issues being faced by the mentee.
As a potential mentee, ask yourself this: would you benefit from an open mentoring relationship from someone more senior to you, from outside your reporting hierarchy at work, who could help you achieve more?
As a potential mentor, remember that effective mentoring provides development opportunities for mentors as well as great personal satisfaction. It can improve your leadership skills and can be both challenging and inspiring. Good mentors will ensure mentees gain confidence through mentoring and are eventually able to go to the next level independently. Ask yourself this: are you willing to share your personal knowledge and experience, listen, encourage and develop your mentee as a trusted advisor, while developing yourself as a person?
Brief overview of CHN 2011 Mentoring Scheme timeline:
A more detailed timeline for the CHN 2011 Mentoring Scheme timeline can be found here.
The structure of the scheme
Our aim is to have two initial mentoring work streams. In its initial phase, the mentoring will focus on Stream One and once we have built up sufficient momentum we shall start work on Stream Two.
Mentors
If you would like to be a mentor please review the criteria below and send a covering letter and a CV to chnmentoring
gmail
com (chnmentoringgmailcom) , or apply via the links below. Please state which stream you would like to help with and why. Please only apply if you feel that you will be able to commit to giving 2 hours per month.
Stream One: Should have between 3 to 5 years experience in their industry; and must be willing to commit a minimum of 2 hours per month.
Stream Two: Should have 5+ years experience in their industry and hold a senior post with in their organisation and must be willing commit a minimum of 2 hours per month.
Mentees
We would like the programme to help those individuals that would most benefit from such a scheme. As a result, we request only applications from those who have not been privately educated or not have university educated parents for Steam One.
Document for prospective mentees: CHN 2011 Mentoring Scheme Mentee tips
Stream One: Aimed at new entrants or those with up to three years of experience; mentees should prove that they need the help of a mentor, for example those who have not been privately educated or have not had university educated parents; mentors will be from an allied industry; mentors will have at least three years of industry experience.
Stream Two: Aimed at those established in their careers i.e. those at Vice President/similar level and who are looking to make the next step to SVP/Director/MD/ Partner/Senior Accountant etc; mentees from all backgrounds are welcome to apply for the programme; preference will be given to applicants that are acting as mentors to Stream One mentees; mentors should be from an allied industry and must be willing to commit to a minimum of 2 hours per month. Group sessions/dinners could also be an option.
A detailed timeline for the CHN 2011 Mentoring Scheme timeline can be found here.
The history
The CHN launched its first mentoring scheme in 2008 with over 40 mentees and over 25 mentors taking part in the pilot. The programme started through two seminars, presented by Mamta Saha, former in-house psychologist at Tesco and now Director at Think Spa London, on how to be an effective mentee/mentor. Our mentors were highly regarded in their fields and came from a broad range of backgrounds (including Goldman Sachs, CB Richard Ellis, Deloitte, KPMG, Tesco, Citigroup, the United Nations, State Street and Mishcon de Reya).
You can read a detailed overview of the 2008 CHN Mentoring Scheme scheme here.
The application process
If you would like to take advantage of this Scheme, please apply using the links below, providing:
- An up-to-date CV including your contact details; and
- Mentees: A short paragraph outlining why you require a mentor (i.e. briefly outline any specific developmental areas or coaching required).
- Mentors: A short paragraph outlining why you would like to be a mentor.
Following the closing date for applications, we will endeavour to assign you a suitable Mentor based on your professional background and experience. Please note that as there are only limited places available on this scheme.
