The mentoring programme runs for six months. During that time, you’ll meet regularly with your mentor or mentee to discuss progress, challenges, and goals.

You should meet for at least one hour each month. If both of you are available and want to meet more often, you can. For example, you may decide to have two shorter 30-minute calls instead of one longer session. Agree what works best during your first session.

Contact us immediately using in**@***************ve.com – all concerns are handled sensitively and confidentially.

Start by discussing it honestly together. If it still doesn’t improve, reach out to us for support. We can offer guidance, mediate, or arrange a rematch if necessary.

Try to set a recurring time early on to make scheduling easier. If something changes, communicate as soon as possible. Our team can help if schedules become difficult to manage.

Meetings can be held online via Zoom or Microsoft Teams. If you choose to meet in person, use professional or public settings like an office or café. Meetings should never take place in a private home or places such as a bar.

No, but reflection helps you pause and notice what’s changing – in your confidence, your habits, and how you see yourself. It’s easy to underestimate growth when you’re in the middle of it. These prompts help you stay accountable, grounded, and invested in your own progress, and they give you something to look back on at the end of the six months.

Email in**@***************ve.com – we’re here to support both mentors and mentees throughout the programme. 

You can start each meeting by checking in on progress or growth markers, then focus on one or two key discussion areas. You can end with a reflection or next step. We believe that consistency and curiosity matter more than formality.

Send a short, polite message to check in. If you don’t hear back within a few days, let the our team know so we can follow up.

Mentors shouldn’t feel pressured to make job offers or promise placements. You can, however, share advice, resources, or insights into opportunities. If a genuine opportunity arises and you’re able to support your mentee through it, feel free to! In addition, if you believe that they will be a good fit for a role or opportunity, do go ahead.

Your role is to listen, challenge, and guide – not to fix problems or make decisions for your mentee. Share insight from your own experience, ask thoughtful questions, and help your mentee build confidence in their own judgement. You can find out more via our Mentoring Relationship documentation. 

Read the Getting Started section and th ink about your initial goals or growth markers. Reflect on what you want to learn or feel more confident about. Be ready to share a little about yourself and what you’d like to work on.

Try to discuss your concerns respectfully first. Sometimes it just takes a clearer structure or focus to get back on track. If it still doesn’t feel right, contact the us and we’ll support you.

You can ask for advice on how to network or build relationships, but don’t directly request references or introductions unless your mentor offers. While they may say yes, it’s important that its done in a respectful way and that they don’t feel pressured to do so.

That’s normal. Your mentor understands that this is new. Use the first session to get comfortable and ask about their background and experience as well as where you’re currently at in your personal journey. Curiosity is a good way to start.

No. They’re completely optional, but we highly recommend using them. Think of them as tools for you, not assignments. Even spending five minutes after a meeting jotting down what stood out can make a big difference over time.

Absolutely. Some mentees find it helpful to discuss their reflections in sessions; others prefer to keep them private. You can also share insights in your monthly check-ins if you’d like, they help us understand what’s working and where we can improve the programme.

Yes, we do encourage this! Communication should remain professional and respectful.