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IWEC MENTORSHIP PROGRAMME
Dreams beyond Borders
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THE PURPOSE OF THE PROGRAMME
• Provide second stage entrepreneurs with support and growth initiatives promoting opportunities to extend the mentees business to the next level through goals identified by mentee at the beginning of the period. These may or may or may not include assisting the mentee to meet IWEC criteria.
• To provide guidance and specific requirement in networking and strategic alliances to open doors in areas identified as requirement by the mentee.
• To maintain and grow the networks and contacts made at IWEC.
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WHY AN IWEC MENTORSHIP PROGRAMME
The mission of IWEC is to develop a global business network for successful woman owners, helping them to gain and expand access to international markets.
•A mentorship programme aligned with this vision would allow past awardees the privilege of cultivating new talent and a fresh pool of future awardees.
•‘grow’ the next generation of potential awardees.
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• enable mentees to immerse themselves in the IWEC concept and culture
- before the conference through non-executive
Board mentoring
- annually at conference where they would have
access to shared resource, best practice, the
power of the event whilst being inspired by current
and past awardees.
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• The ‘next generation’ will be inspired to grow themselves and their business and will aspire to being a future awardee.
• The IWEC family will grow.
• IWEC influence will grow.
• Our mission of developing global business networks will be achieved.
• The programme will act as an international vehicle to meaningfully educate.
• Lets call it DREAMS WITHOUT BORDERS
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• Mentoring magnifies success.
• Mentor someone and seek to learn yourself.
• The result is a win-win.
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WHAT IS A MENTOR• Been there, done that.
• Learnt from their own and others' mistakes and successes.
• To share with you lessons from their experience in the hopes that you can learn them a bit more quickly and easily.
• Experienced businessperson.
• Likely to have an extensive network and willing to open that network up to you which has different value than some casual networking acquaintance.
• Offers senior decision-making perspective.
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WHAT DOES A MENTOR DO
• Teaches the mentee about a specific issue.
• Coaches the mentee on a particular skill.
• Facilitates the mentee’s growth by sharing resources and networks.
• Challenges the mentee to move beyond his or her comfort zone.
• Creates a safe learning environment for taking risks.
• Focuses on the mentee’s total development.
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MENTORS ENJOY MANY BENEFITS WHILST MENTORING
• Gains insights from the mentee’s background and history that can be used in the mentor’s own professional and personal development.
• Gains satisfaction in sharing expertise with others.
• Re-energizes the mentor’s career.
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MENTORING IS
• Becoming increasing popular as its potential is realised.
• Relationship based upon mutual trust and respect.
• Developing specific skills and knowledge for personal and professional growth.
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MENTORING DEFINITIONS• Someone who does not have a vested interest in the
mentee. An important form of teaching that includes walking alongside the person you are learning from.
• A process in which the mentor serves as a role model, trusted counsellor, or teacher who provides opportunities for development, growth, and support to less experienced individuals.
• Not a friend.• Formal mentoring: for a LIMITED PERIOD and within a
controlled environment. Rome was not built in a day, but it is up to the Mentor to take out of it as much as they can.
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THE WORD MENTORSHIP
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A noun:
1. - a wise and trusted counselor or teacher.
2. - an influential senior sponsor or supporter.
WHERE DOES THE WORD MENTOR COME FROM
• The word MENTOR comes from Homer’s Odyssey. Odysseus, king of Ithaca, goes to fight in the Trojan War and while he is away he leaves the care of his household, especially his son Telemachus to Mentor, who already serves as a teacher and overseer. After the war, Odysseus is condemned to wander for ten years as he tries to return to his home.
• Telemachus grows up and goes off in search of his father and he is accompanied by the Goddess of War, Athena, who assumes the guise of Mentor. Eventually Odysseus and Telemachus are reunited and are able to remove the threat to his Kingdom.
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• Over time, the name Mentor has evolved into the concept of a wise and trusted advisor/teacher that we have today.
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MENTOR ROLES
• Teacher
• Guide
• Counsellor
• Motivator
• Sponsor
• Advisor
• Role Model
• Referral Agent
• Door Opener
• Lead by example
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EFFECTIVE MENTORING PRINCIPLESMENTORS
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EFFECTIVE INTERACTIONS• Confidentiality is key
• Listen - the key to unlocking success is to listen - Be quiet and 100% present in the conversation
• Question
• Give feedback
• Keep an open mind
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MENTORING GUIDELINES
• Content confidential – every session.
• This is essential to keep any shared or secret information safe and to protect both parties in the relationship.
• Progress report is submitted after every meeting, it remains a confidential document to be used by you and the organizers.
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MENTORING GUIDELINES
• Critical to keep the integrity of the program.
• Conduct the meeting in a place convenient for both parties.
• You are not there to be a friend rather to develop the mentee.
• Respect each others time.
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FORMAL DEFINITION
• Informal: where the Mentor may never know they are one
• Informal: where the Mentor is aware they are a Mentor but there is no formal structure
• Formal internal: where individuals offer a mentoring program to assist people
development and knowledge share
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FORMAL DEFINITION• Formal external: where individuals participate in a
program with people from a different company and industry by individuals with experience and not the same industry
• Group: where people learn and develop their share knowledge together
• Incubator: large company will offer incubator support to a small emerging
company within the same sector
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HOW WILL WE DO THIS
VIRTUAL / NON-EXECUTIVE BOARD PAST AWARDEES
• Maximum 5 board members will be required and no less than 3.
• To be made up of past awardees who do AND do not have knowledge of the mentees business industry.
• Mentoring is traditionally confidential and an NDA will be crucial to ensure confidential disclosure without which the programme will be meaningless.
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WHAT DO WE WANT FROM YOU• IWEC has 100 Awardees so effectively we now have 100 Past
Awardees• Past awardees will select amongst themselves who will best suit
the mentee in order to make up the board. The participating Chamber will have the final decision on board members.
• Past awardees will know business and women who are potential mentees for the programme.
• This is a personal voluntary commitment. • As this is a formal program, you will be obliged to remain
committed to the process with diary priority – postponing must be avoided at all cost.
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• 90 minutes every second month for 10 months.• Process to be completed by next IWEC Conference. • Two emails per non-executive board member per
month.• 2 phone calls per month.
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ORGANIZATIONAL SUPPORT
• At organizational level, it is adopted by IWEC as the education vehicle required for IWEC to act as a Foundation.
• Chamber level will provide structured support and education at the level of commerce.
• Past Awardee level will act in the capacity of a non-executive / virtual board, focused at supporting second stage business that have already reached a certain measure of success but need areas of improvement to facilitate growth.
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MEASURABLES AND DELIVERABLES
• This programme is a business development initiative so a baseline survey of the business before the programme begins will be conducted and again between 6 and 12 months after the conclusion of the programme.
• Feedback at the end of each session will be completed by board and the mentee
• Parameters and expectations will be determined at the first meeting with clearly defined measurables based on the mentees strategic challenge.
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• Each board will document their expectations of the mentee and the mentee of the board, using the specific strategic areas of challenge identified prior to the process by the board.
• The challenges of the mentee and milestones over the period will be documented at each meeting.
• The mentee will provide a written report after each meeting as well as at the conclusion of the programme detailing growth, benefits and short comings of the process to IWEC Advisory Council, ensuring historical reporting and improvement.
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• The Council will report annually on the success of the programme at conference which ultimately will be determined by the mentee attaining awardee criteria through growth of her organization and ultimately becoming a future awardee.
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CHAMBER INVOLVEMENT IN THE PROGRAMME
• Personal development to the entrepreneur will be made available through various programmes offered by the various Chambers i.e., CCDI courses, export readiness, international trade delegations, doing business programmes, Incoterms and ISO courses and Introduction to Exporter programme and ISO. All education from the Chamber will be geographically specific and what is available from the regional Chamber.
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PAST AWARDEE INVOLVEMENT IN THE PROJECT
• The mentee is a willing participant in the process and will present 1 tangible strategic issue that she requires assistance with to grow her business, chosen from a list on the Baseline Survey.
• Past Awardees will nominate a co-ordinator per country to drive the process and report back to the Advisory Council.
• The programme will be facilitated by past awardees who will act in the capacity of a non-executive board/ virtual board assisting the mentee.
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• For the period of 1 year to meet the specific strategic support requested by the mentee.
• Past awardees will do this by using their established voice, experience and contact base.
• May assist in annually financially supporting or partially supporting one mentee to attend the IWEC conference for a further educational process.
• Past awardees: use their voice and experience to benefit mentees their local business community and the IWEC mentee programme and in this way contribute to a global educational programme of value.
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HOW DO YOU MENTOR A BUSINESS WOMAN WHO HAS ALREADY
ACHIEVED A MEASURE OF SUCCESS
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• Support structures for this level of business are not prolific.
• Often not successful.
• Nor well received by the entrepreneur as it may be perceived as a slight on the success the mentee has already achieved.
• This can be overcome by the way the programme is positioned and the message to the mentee should be "Growth initiatives promote opportunity."
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• The premise from inception must be a willing mentee and a willing mentor.
• The vehicle to be used will be a virtual / non-executive board acting as a sounding mechanism for a mentee by providing guidance, expertise and introduction in strategic areas of challenge, determined by the mentee.
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SUCCESS FACTORS: MENTORING
• Most successful leaders point to the value of key mentoring relationships over the course of their careers.
• Formal and informal relationships.
• Nearly anyone can be an effective mentor.
• A Mentoring relationship must be voluntary on both sides.
• A Mentorship programme benefits the larger community and can be viewed as a Social Responsibility which will benefit your company.
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SUCCESS FACTORS: MENTORING
• Mentors don’t provide solutions, They facilitate Learning.
• Mentors can only exist in an organization imbued with integrity.
• Mentoring relationships are not permanent.
• Mentoring is gratifying and it is a privilege to cultivate talent.
• Allow the mentee to use her own leadership style – her value and vision will set the course.
• Results happen when action is taken.
• Encourage action as steps towards achieving the mentee goals.
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Methods to Achieving a Successful Interaction
• Identify the Mentees Goals
• Find out where they are now
• What are their challenges?
• What are the barriers?
• Agree a path to follow
• Agree a time to achieving positive outcomes
• Deliver on your promises and your role as a Mentor
• Use different types of question styles to get the mentee to disclose information. Don’t use a ‘telling’ style
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CRITICAL PHASES OF AN ENTREPRENEUR’S LIFE AND THE
IMPACT OF A MENTOR• On every entrepreneurial journey, the business the
entrepreneur is nurturing will have a lifetime of development.
• Overseen, guided and lived by the entrepreneur themselves.
• Because of this, entrepreneurial learning often goes through several distinct phases of growth and
development along with the business.38
• The first learning point of entrepreneurial development aligns with business growth phase 1: - from business conceptions to ‘breaking even’; moving towards the critical ‘start-up phase’ sometimes christened “the hockey stick” 1.
• The second learning point is experience by an entrepreneur as a business moves from ‘breaking even’ towards sustainable growth. This is called ‘growth’ or ‘second phase’.
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• The third learning point charts a rarely discussed phase in the entrepreneurial journey. This is the phase as which the successful entrepreneur, (in fact, rarely reached probably with the exception in this room) after overcoming the previous two phases (as many do not), can- if not checked- reach the ‘hubristic’ phase.
• This can occur after the growth phases have been positively navigated and the business is at the top of its game.
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• Can occur when an entrepreneur ‘presumes to know’ rather than ‘presumes to question’, they will often begin to complacently neglect their businesses, refuse to innovate, to become undisciplined in the ‘pursuit of more’.
• This can end in an entrepreneur ultimately overreaching themselves, neglecting the development needs of their business, and ignoring risks.
• What is probably is boredom – geographically incorrect.
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HOW A MENTOR HELPS AT THE ‘SUCCESS STAGE’
• Those who are successful and avoid both the personal and professional downfalls of hubris and boredom have, sometimes instinctively, chosen to do the opposite of achieving solitary euphoria.
• Instead, they have surrounded themselves with people.
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• Richard Branson, the famous British serial entrepreneur and multimillionaire, takes every opportunity to acknowledge the people around him- supporting staff, family, and mentors- emphasizing that the idea of the entrepreneur as a ‘lone wolf’ is a myth, and that an entrepreneur is more like a Formula 1 racing driver with a support team in the pit: “An entrepreneur does not succeed alone”.
• Humility, one of the qualities which underpin true greatness, can be achieved through this realization and through the grounding effect of speaking with others, particularly a mentor who can be trusted.
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• The danger to an entrepreneur’s business in the hubristic stage can be avoided by accepting that there will always be learning to be done, even when your dreams have been.
• A mentor, by offering both constructive criticism and a neutral space in which the entrepreneur has no need to pretend to be invincible, can both help an entrepreneur identify opportunities to learn, and provide an antidote to ‘euphoria’.
• Therefore believes that mentoring can continue to add value to the entrepreneurial learning journey not only at the early stages of startup and growth, but in the later stages of an entrepreneurial career.
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MENTEE CRITERIA
• The criteria is that the mentee is already a Second stage entrepreneur, not a start up, who has the intention to import / export products / services.
• The mentee may not meet the full IWEC criteria in terms of revenue, may not be import / export ready but should meet shareholding requirement.
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BENEFITS TO A MENTEE• Gains from the mentor’s expertise.
• Receives critical feedback in key areas, such as communications, interpersonal relationships, technical abilities, change management and leadership skills.
• Develops a sharper focus on what is needed to grow professionally. (a friendly ear with which to share frustrations as well as successes.)
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ARE MENTORING AND COACHING IDENTICAL
• No.
• People often confuse mentoring and coaching. Though related, they are not the same.
• A mentor may coach, but a coach is not a mentor.
• Mentoring is “relational,” while coaching is “functional.”
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Allows for formal agreement of expectations
• Offers a clear structure to the process
• Removes potential obstacles
• Creates agreed understanding of protocols
MENTORING CONTRACT
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IWEC MENTOR PROGRAMME FORMS
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IWEC ADVISORY COUNCIL MENTEE PROGRAMMEMENTEE OBLIGATIONS AND APPLICATION FORM
Name : __________________________________ Company : __________________________________ Designation : __________________________________ Contact details:Email : __________________________________ Mobile : __________________________________ Landline : __________________________________
•Do you have any specific mentoring requirements?
1 strategic challenge relating to C21 in the Baseline survey under business skills should be chosen with one of the areas that the mentee most wants to work on in the next 12 months. Briefly expand on this. _________________________________________________________ _________________________________________________________ _________________________________________________________
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• Have you participated in a mentoring or coaching programme before? If so please briefly describe the impact – positive or negative.
_________________________________________________________
_________________________________________________________
I am applying to join the Mentorship Programme. I understand that: • I will be assigned an appropriate non-Executive Board of Directors• Should my Mentoring Board for some reason not be able to complete their obligation I will be
assigned another Mentor Board / Board member.• Session frequency and place will be agreed with my Mentor Board at the initial meeting• Postponement and contact agreements with my Mentor Board will be finalised during the initial
session • No guarantees are made by IWEC, the Mentorship Programme Facilitator or the Mentor Board that
a specific Mentee objective will be fulfilled• I will agree and document the dynamics of the Mentoring relationship with my Mentor during the first
session and that these dynamics will be adhered to by me throughout the Programme delivery (Mentoring Contract)
• The Mentoring relationship is a confidential one and that I will not divulge information shared unless my Mentor Board gives permission in writing
___________________________
Signature
___________________________
Date
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IWEC ADVISORY COUNCIL MENTEE PROGRAMME
MENTORING CONTRACT
To be complete by Board and Mentee
The purpose of this contract is so that the Mentor Board and Mentee can agree on the basic principles for their engagement with each other. Both Mentor Board member and Mentee should sign the agreement and each should have a copy. By signing this both parties agree that the mentoring sessions are confidential unless it is mutually agreed that outside support/information is required.
The Contract should be returned to the Programme Co-ordinator within one week of signature.
Names of Mentor Board Members
Name of Mentee
Contract Date
Agreed Duration of Agreement(how many sessions over how many months)
Frequency of Meetings (Monthly, weekly)
Duration of Meetings(Hour, 2 hours etc)
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Contact method (e.g. cell, landline, email, SMS if contact has to be made outside of agreed appointment)
Ground Rules (will include meeting postponement notice time, policy for rescheduling)
Agreed acceptable time for communication
Agreed date & time of 1st meeting if different from this meeting
Any other commitments
Acceptable Measurable outcome based on one strategic challenge
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• Mentee agrees to complete a Baseline survey prior to the programme and 6 and 12 months after the program.
• Mentee agrees to complete all relevant application documentation
• Mentee agrees to complete meeting feedback and end of programme progress report / Baseline Survey.
• Mentee agrees to future participation in the IWEC Advisory Council Mentoring Programme if Awardee status is met.
____________________________ __________________________
DATE MENTEE SIGNATURE
____________________________ __________________________
MENTOR BOARD MEMBER MENTOR BOARD MEMBER
SIGNATURE SIGNATURE
____________________________ __________________________
MENTOR BOARD MEMBER MENTOR BOARD MEMBER
SIGNATURE SIGNATURE
____________________________
MENTOR BOARD MEMBER
SIGNATURE
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IWEC ADVISORY COUNCIL MENTEE PROGRAMME
IWEC MENTEE BASELINE SURVEY
This baseline survey will inform the IWEC Advisory Council to develop the program and personal growth of mentees. Thank you for accepting to complete this survey. All information provided will remain confidential and will only be used as a statistic by the Advisory Board. Directions: Please circle or tick ONE response per question. A. General Information – Please answer ALL Dependants (Number of people within or outside of your household whom you support financially on a regular basis):
A.1-5 B. 6-10 C. 11-15 D. more than 15
Highest level of education completed:
A. Primary B. Secondary D. Tertiary (certificate, first diploma, Bachelor’s) D. University Graduate/Post-graduate (Master’s, PhD, etc.)
How many years have you been in this business? A. less than 1 year B. 1-5 years C. 6-10 years D. over 10 years
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What sector is your business?
1.Agriculture2.Mining, Oil, Gas3.Financial services4.Healthcare/medical5.Retail/distribution6.Information Communications and Technology7.Transportation8.Utilities (incl. Telecommunications)9.Real estate10.Manufacturing (incl. handcrafts, and any other type of product production)11.Services
i. food/beverage,ii. beauty/cosmetics; iii. legal, events, iv. administrative/consulting
12.Other: ____________
How many years have you been in this business? A. less than 1 year B. 1-5 years C. 6-10 years D. over 10 years
Which of these statements best describes your current company performance:•I am totally satisfied with my current company performance•I am looking to change my current company performance•I need to be trained to change my current company performance 56
B. Business Activity
Is your business legally registered? Yes__ No____
How much in initial funds did you need to start your business?
A. less than $1,000 B. $1,000-5,000 C. 5,000-10,000 D. 10,000-20,000E. more than 20,000
How did you obtain the initial capital?
A. Savings B. Loans/gifts from family/ friends C. Commercial Bank Loan D. Grant from organization or government E. Other
Describe the ownership / shareholding structure of your business.
_________________________________________________________________________________
Do you have a formal financial or accounting system? Yes___ No____
Is your accounting system hand-written or by computer? A. Hand-written B. By computer
What was your company’s total revenue in 2011?
•less than $50,000 B. $50,000-100,000 C. $100,000-250,000 D. $250,000-500,000
E. $500,000-1mil F. over $1million
How many total employees does your business currently employ in a year?
A. 1-25 B. 25-50 C. 51-100 D. 100-500 E. over 500 57
Does your company employ seasonal or temporary workers? Yes_____ No______
If yes, what percentage of your staff is seasonal / temporary?
A. 25% B. 50% C. 75% D. 95%
Does your company trade or do business outside of the country? Yes___ No_____
Explain: ______________________________________________________________________________
Where are the majority of your customers/clients?
A. Local (Within my city/province) B. National (across the country) C. Regional (within Africa)
D. International/Global
What is your role within the company?
______________________________________________________________________________
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C. Business Skills
Please tick the single answer you feel most represents you:
I currently am trying to determine what skills would best help me in the future
I currently have a clear sense of what skills would best help me in the future, but have not developed those skills
I currently have a clear sense of what skills would best help me in the future, and have developed some of those skills
I have developed all of the skills I need, and use all of my skills in my work day-to-day
I have developed all of the skills I need, and I am learning how to teach other women these skills
I have developed all of the skills I need, and I regularly teach women these skills
On a scale from 1-5 (1 = no knowledge , 2 = a little knowledge, 3 = some knowledge, 4 = a lot of knowledge, 5 = expert knowledge on the topic), how would you rate your skill level in the following areas:
a. Business management (i.e. how to run a business, grow a business, take a business to regional and global scales, use business skills to manage a project, etc.)
Answer: _______________________________________________________
b. Financial management (i.e. how to keep track of revenue and expenses, how to manage money or funding, create budgets, developing fiscal policies and practices, etc.)
Answer: ________________________________________________________
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c. Access to capital (i.e. attracting investors, obtaining loans, going public, etc.)
Answer: ____________________________________________________________
d. Communications (i.e. creating presentations, giving speeches to groups, networking skills, etc.)
Answer:_____________________________________________________________
e. Marketing (i.e. designing promotional materials, raising awareness about the project or business, collecting information to make decisions, analyzing competitors,
targeting products/customers/regions, hiring people to evaluate opportunities, etc.)
Answer: _____________________________________________________________
f. Business or Strategic planning (i.e. how to create and implement an action plan, timeline, etc.)
Answer: _____________________________________________________________
g. Corporate Governance, Ethics (i.e. starting or maintaining a corporate board, company policies, etc.)
Answer:______________________________________________________________
h. Technology/ICT (i.e. collecting information to make decisions, analyzing competitors, targeting products/customers/regions, hiring people to evaluate opportunities,
etc.)
Answer: ______________________________________________________________
i. Operations management (human resources, capital management, etc.)
Answer: ______________________________________________________________60
Which ONE of the above areas do you most want to work on in the next 12 months?
A.___ B.___ C.___ D.___ E.___ F.___ G.___ H.___ I.___
What strategic challenges do you face in this area?
_________________________________________________________________________________
D. Business Environment
What is the ONE big obstacle that is limiting your success as a woman in business?
A. Discrimination against women (legal, customary, workplace)
B. Lack of land/inheritance/collateral
C. Limited access to finance
D. Lack of business knowledge/skills
E. Corruption F. Infrastructure (roads, technology, telecommunications, etc.)
Are you aware of any Supplier Diversity opportunities for women entrepreneurs? Yes____ No____
Are you currently a supplier to government or to multinational corporations? Yes____ No____
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E. Civic Engagement/Helping Others
On a scale from 1-5 (1 = this is never true, 2 = this is usually not true, 3 = this is true half of the time, 4 = this is mostly true, 5 = this is always true), how would you rate the following statements:
I believe it is my personal duty to improve the lives of others
Answer: ______________________________________________________
I am currently leading or involved in a project that is focused on improving the lives of others
Answer: ____________________________
I feel like I can have a positive impact on my community
Answer: __________________________________________________________
Please tick the single statement you think most describes you:
• Currently I am using my business and/or an initiative or project to help others
• Currently, I am using my business, and/or an initiative or project to help others, and I am focused on expanding my efforts to help even more people
• I have a business an initiative or project, but I need help developing it so that it can benefit others
• My business, initiative, or project currently does not help women in need. 62
Are you a member of any business organization? Yes ______ No ________
Are you a member of any social, volunteer, and/or political organizations in this country?
Yes___ No____
On a scale from 1-5 (1 = this is never true, 2 = this is usually not true, 3 = this is true half of the time, 4 = this is mostly true, 5 = this is always true), how would you rate the following statements:
I consider myself a leader
Answer: __________________________________________________________________________
I consider myself a mentor
Answer: __________________________________________________________________________
My leadership crosses sectors (both business and public)
Answer: __________________________________________________________________________
My leadership creates opportunities for others as much as it benefits myself
Answer: __________________________________________________________________________
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MEETING UPDATE FORM
Please take a few moments to fill in the boxes below, and return to the Programme Co-ordinator.
The information will be stored and only accessed by the Mentoring Board unless otherwise stated.
MENTOR BOARD MEMBER NAME: ____________________________________
MENTEE NAME: ____________________________________
DATE OF MEETING: ____________________________________
Mentor ProgressTo be completed by individual board members
Mentor InputPlease include:How you personally found the process during the meeting or recently. What was good, challenging, frustrating. Etc.
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Please include:•An overview of how the mentee is doing within themselves, any personal challenges, business challenges, changes in situation that make things difficult/easier
•Update of how mentee is progressing to fulfil the defined goals
Mentee Progress
Please include: •An overview of how the programme is proceeding. Are you comfortable with your progress? Are you having any challenges with the process?
•What are you enjoying? •What successes have resulted to date?
Any other comments about the Mentoring Process
Please include: •Comments for the Mentoring board to take note of.
•Tips for other Mentors, e.g. strategies that worked, useful phrases or responses etc.
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PROGRAMME FEEDBACK QUESTIONNAIRE
Progress Report to be completed by Mentor Board member and mentee at the end of the programme YOUR NAME ____________________________ MENTOR MENTEE
PLEASE ANSWER THE FOLLOWING QUESTIONS: Question 1 – How many meetings did you have? Question 2 – If the answer above is not 6 meetings, please indicate why. __________________________________________________________________________ Question 3 – How close did you come to achieving the goals set at the first meeting? __________________________________________________________________________
Question 4 – Did you face challenges setting up meetings that both parties could attend regularly?Yes No
If you did, please indicate why: __________________________________________________________________________
Question 5 – General. Please add any other comments, personal feedback and suggestions below: ________________________________________________________________________ 66
IWEC MENTOR PROGRAMME NON DISCLOSURE AGREEMENT
The parties will engage in sensitive discussions relating to the business of the mentee. Due to the sensitive nature of information discussed in the mentorship process, to protect the privacy, both personal and professional, of all in attendance, the undersigned parties agree not to divulge any non-public information learned during the mentorship program to any third party and to treat said information with discretion and respect. Full disclosure, honesty and integrity are vital for the process to be successful. The parties shall not disclose or divulge, directly or indirectly, the confidential information discussed in any manner to any third party for any reason or purpose whatsoever without the prior written notice of the mentee. The parties may not disclose any information or data in whatever form including the written, oral, electronic and visual form which by its nature or content is identifiable as confidential information to/by the mentee. The parties shall not copy or reproduce any confidential information by any means without prior written consent of the mentee and it is recorded that any information disclosed, copied or shared, remains the property of the mentee. The undersigned shall only use the confidential information shared by the mentee solely for the purpose of the process and not for its own or any third party benefit without prior written notice of the mentee.
The obligations of the undersigned with respect to each item of confidential information shall commence on the date on which such information is disclosed or otherwise received, whether before or after the date of signature hereof by the last party signing and shall endure indefinitely.
Each party chooses as its address for all purposes under this agreement, whether for serving any court process or documentation, giving any notice or making any other communications of whatsoever nature pertaining to this process, the address as set out and completed by the party.
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The agreement will in all respects be governed by and construed under the laws of the Republic of South Africa. The parties hereby consent and submit to the non- exclusive jurisdiction of the Western Cape High Court, Cape Town and any dispute arising from or in connection with this agreement.
This agreement shall be signed and deemed an original.
Any indulgence which may be allowed by the mentee shall not be construed to be an implied consent or waiver of this agreement.
Signed at……………………………..on this……….day of……………………………………….2012
Mentee……………………………………………………
Address of Mentee…………………………………………………………………………………………
ID number of Mentee……………………………………
Signature of Mentee…………………………………….
Mentor……………………………………………………..
Address of Mentor………………………………………………………………………………………….
ID number of Mentor…………………………………..…
Signature of Mentor………………………………………
Organizer…………………………………………………
Address of Organizer………………………………………………………………………………………
ID number of Organizer…………………………………
Signature of Organizer…………………………………. 68
Past Awardee Participation Survey for IWEC Mentorship Program Dreams Beyond Borders
Name of Past Awardee: __________________________________
City : __________________________________
Email address: __________________________________
Chamber of Commerce: __________________________________
Willing to participate as a non-executive board member for a mentee in 2013?
Yes____ No____
Willing to offer 90 minutes to the process every second month for 10 months to be completed before Conference 2013? Yes____ No____
Willing to assist Chamber in sourcing a mentee who potentially may become an Awardee in time? Yes____ No____
Willing to co-ordinate the program and other mentors and support the Chamber in your region?
Yes____ No____
Have you previously participated in a formal mentoring process? Yes____ No____
Willing to co-ordinate the project on behalf Past Awardees for your Chamber of Commerce?
Yes____ No____
Mentor Commitment to the process is voluntary. It is essential that once you have volunteered to mentor, that you recognize that the time required will be expected of you.
Signature of Past Awardee:____________________________ 69
• Assists with keeping mentoring focus
• Allows for progress to be monitored
• Gives place for feedback on process to organisers
• Tracks challenges
PROGRESS REPORT
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THANK YOU!
Do something today you will be proud of tomorrow.
Please join the Advisory Council and volunteer to mentor a future awardee for a year.
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