Join our Mentoring Programme
AICR Switzerland Mentoring
The AICR Switzerland is launching the mentoring program for all members of the AICR Switzerland as well as the AICR Switzerland Junior Club. This program is free of charge and part of the services the membership is offering. The mentors are committed to the AICR and the values it stands for and follow European Ethical Mentoring Guidelines. They are all sharing the passion for the hospitality industry; the desire to pass on their knowledge and experience, utilising their network and all their competences in order to support and develop others.
If you are a Junior Club Member looking for a knowledgeable mentor to guide you through your next career step(s) or if you are an experienced manager looking for a partner to talk to or assist you in challenging times that arise, than the AICR and the mentors are here to support and guide you!
If you would like to learn more about the AICR mentoring programme or are interested to be part of it, then contact one of the mentors directly or write to email@example.com for further information.
Mentoring Peer-to-Peer: mutual support with others at the same career level.
Mentoring Reverse: young employees support a senior partner, for example by passing on technical skills.
If you are interested in joining this programme as a mentor with the aim to enhance the project and if you share our passion to develop people in our industry, please contact: firstname.lastname@example.org
Mentoring: A general description
A mentor is someone who acts as a trusted advisor, support, teacher and wise counsel to another person (often called the mentee). A mentor provides support by offering information, advice and assistance in a way that empowers the person he/she is mentoring.
A mentor may adopt a varied approach to how he/she mentors someone else. For example, sometimes he/she might be a ‘wise guide’ and draw upon his/her own experience to offer insight gained from his/her own journey. Alternatively a mentor might adopt a more detached posture to act as a facilitator who helps someone to think and decide for himself/herself. Occasionally he/she may be willing to provide practical assistance, such as offering to share contacts or make an introduction of some kind.
An intention to empower you
A mentor is committed to your success and yet not attached or invested in it. That means that whilst mentors hope that you gain a lot from your conversations and involvement with them, that what you do as a result of mentoring sessions is essentially your choice.
A mentor does not ‘own’ your circumstances or control your decisions. A mentor wants to empower you to be effective and gain the results you want. That means that ultimately the responsibility for the outcomes of mentoring is yours. That’s a good thing, because it means that you stay in charge, e.g. of your own decisions and actions.
Mentoring is defined by relationship more than behaviour:
Mentoring can be confused with other relationships, perhaps because of the many different guises/approaches a mentor can have. For example, some mentors will be more outspoken about their opinions and advice, whilst others will encourage you to decide for yourself.
All mentors draw on their individual experience, skills, wisdom and world-view, in order to support you with your situations and objectives. It is the intention and the nature of a mentoring relationship that defines it, rather than a fixed list of behaviours and skills.
- That mentors’ involvement is likely to include a sense of benevolence towards you, e.g. that they would like to support you to be successful. However, you decide what constitutes success – for you.
- That you are influenced by your mentor from a sense of commitment to the relationship and also respect for him/her as a person, e.g. what he/she has achieved, or his/her world view/outlook.
- That there is a natural emphasis upon the experience, opinions, knowledge and resources of the mentor, and those are used to inform or support the mentee. For example, you might be interested in how to approach your career/life decisions and be informed by how is the mentors’ attitude/approach to theirs.
Mentoring for juniors may include the following subjects*:
- Assist in analysing own potential
- Supporting to overcome obstacles and challenges
- Offering advice
- Showing up possibilities
- Drafting career development plan
- Sharing expertise and experience
Mentoring for seniors may include the following subjects:
- Providing a qualified professional, a sparring partner for discussions or advice
- Providing tools to self-development and self-reflect
- Analysing reoccurring behaviours and patterns
- Assist in preparing for upcoming challenges
- Develop in your area of expertise, setting new goals and how to achieve them.
- Identifying strengths and areas of development.
*analysing your needs, subjects and length of monitoring is discussed during the first session and always depends on the specific situation of the mentee.
The procedure in order to set up a fruitful relationship for mentor and mentee is:
After you identify your possible mentor, please contact him/her using the direct email or send your general inquiry to email@example.com for further information or suggestion. Hélène can help you to decide which coach could be the best match for your needs and requirements.
Before coming to an agreement and starting the mentoring program the mentor and mentee will need to plan a first session – an introductory interview either personally or online between you and your potential mentor. This first session will help to clarify whether you are on the same wave. In addition the meeting aims to identify the duration and the frequency of the cooperation. Both parties should have clear expectations and commitments.
Throughout the duration of your mentoring relationship – whether it is just one-off meeting or a long-term relationship – be assured that your personal data and all topics discussed are treated with absolute confidentiality.
All sessions should be recorded and filed from both sides in order to be most successful and as transparent as possible for later references.
How to get the most from mentoring
To maximise the benefits of mentoring requires both commitment and involvement from you. For example, much of the success that arises from the relationship will be gained from your actions between the conversations/sessions with your mentor. Here are some ways you might increase the success of your involvement with your mentor:
- Prepare for sessions/conversation in advance, e.g. write a few notes as to what has happened since the last session and also what you would like to focus on in this time.
- Get to know your mentor properly, e.g. his/her strengths, experiences, skills and also his/her worldview. Look for potential wisdom or learning in that for you, e.g. how is that relevant to your own situation and circumstances?
- Be willing to accommodate differences in opinion or mind-set as a natural part of any relationship. For example, if you disagree with your mentor’s approach to a situation, remain objective about that (as something that is valid and yet less relevant for you).
- Work to promote openness and trust in the relationship, e.g. by being open and trustworthy yourself.
- Stay flexible as to ‘how’ the mentoring relationship develops, e.g. avoid being attached as to how a mentor ‘should’ be or how he/she actually provides support. Make efforts to remain constructive as to how you regard your mentor’s involvement and support.
As in life, the efforts you put into your mentor-relationship are likely to be rewarded in direct proportion to the benefits you experience from that. By preparing a little in advance, by staying open and flexible and by maintaining a sense of personal responsibility for your results you will increase the likelihood of an enjoyable and rewarding relationship.