Mentoring Women in Business Programme

XX

Welcome

Across physical and cultural distances, people from around the world are coming together to change lives. By combining mentoring with technology, the Mentoring Women in Business Programme is pioneering a new way of supporting women entrepreneurs.

About

The Programme 

The Mentoring Women in Business Programme was born from the belief in the power of mentoring, a passion for technology, and a view that community is a powerful force for change. By forging these elements together, the Foundation created a new way to support women entrepreneurs around the world.  

Our Mentoring Programme matches women entrepreneurs from low- and middle-income countries with women and men Mentors elsewhere in the world. The women entrepreneurs work one-on-one with a dedicated business Mentor for one year, meeting online for two hours a month to work on personal and business goals. Mentees go on to achieve outstanding results, from revising business plans and strategies to launching products, gaining confidence, building skills, improving financial systems, growing networks and more!

The Mentoring Programme also provides a tremendous personal and professional growth opportunities for Mentors, who bring to the programme a wealth of expertise in multiple business fields.

Benefits 

Mentoring is a supportive and inspirational relationship based on trust and mutual respect, and benefits accrue to both participants.

Both Mentees and Mentors benefit from the mentoring relationship, as they build new skills, make new contacts, and forge a bond with someone in another part of the world. Women entrepreneurs develop their business and personal skills, and are able to launch, sustain or grow their businesses. Their Mentors renew their interest in their work and build their own skills.

The benefits also extend beyond individuals. The women we work with are pioneering change-makers, poised to become successful entrepreneurs and leaders in their communities.

Women who are financially independent have greater control over their own lives and often a more influential voice in tackling injustice and discrimination. Mentoring plays a role in helping them overcome barriers they face and accelerate strides they are already making. By building their digital literacy and skills, women are in a better position to participate in political and business related decision-making processes.

Since its launch in 2010, the Mentoring Programme has reached over 8,000 Mentees and Mentors, and operates in over 105 countries. Our Mentees come from across Africa, Asia, the Middle East and Central and South America, and their Mentors can come from anywhere around the world. We are proud to say that the programme continues to grow.

The Mentoring Programme has a significant impact on our Mentees who have went on to:

  • Increase business profits or improved their communication skills
  • Determine their own goals and work towards these with support
  • Improve their self confidence
  • Gain marketing and communication skills
  • Gain skills in business planning and strategy experience
  • Increase their personal networks 

The programme also provides a great learning and growth opportunity for our Mentors, which feeds back into and inspires their work at their own companies. 

Mentors who have participated in the Mentoring Programme have gone on to:

  • Contribute to a positive change in their Mentee’s life
  • Gain knowledge of a new culture/cultural awareness
  • Learn about doing business in a new sector or market 
  • Build their listening skills
  • Became more aware of the challenges that women entrepreneurs in low to middle income countries face
What to expect

The Mentoring Relationship 

The mentoring relationship is at the heart of this programme. Technology enables participants to forge bonds across borders. Collaborating on projects, brainstorming solutions to challenges and celebrating achievements. The pairs become invested in each other’s successes and combine their talents to make inimitable strides together.  

To ensure Mentees and Mentors get the most out of their time working together, the Life Cycle of their Mentoring Relationship is broken down into 4 key phases:

Phase 1 focuses on building rapport, with Mentees and Mentors spending time getting to know each other, establishing trust, discussing and agreeing on the ground rules for your relationship.

Phase 2 focuses on setting the direction of the mentoring relationship and setting goals. The pairs will work to clarify and set out specific goals and objectives they want to achieve together. They will outline an action plan and define what success will look like for them. 

In Phase 3 the pair will begin working through their action plan. Checking in regularly with each other, the pairs will work on the short and long term objectives that they have established together.

Phase 4 is where the Mentoring pairs begin to wind up their relationships as you come to the end of the programme. At this phase, Mentees and Mentors will use their remaining time together to look back on what they have learned and achieved. They will also start to plan for the end of the relationship, reviewing outstanding objectives and chart out next steps.

Support available for Mentees and Mentors

To assist the pairs throughout their mentoring relationships, the Mentoring Women in Business Programme has a dedicated team who provide support to all Mentees and Mentors.

The support team keeps in regular contact with the Mentors and Mentees throughout the year, to help build their abilities to engage in their mentoring relationships. The support provided includes: helping pairs with the logistics of the mentoring relationship (i.e. connecting, finding times to meet), guidance on what a mentoring meeting would look like, outlining expectations at various points throughout the year and helping a mentoring pair set ground rules.  

Our online platform and community

In addition to the core one-to-one mentoring relationship, the programme offers Mentees and Mentors additional support through a network and online resources.

Through our closed LinkedIn group, Mentees and Mentors have the opportunity to network and connect with our vibrant online community sharing ideas, building their networks and supporting one another. With thousands of pioneering, ambitious entrepreneurs and professionals on board, the possibilities for collaboration and idea-generation are endless.

Every month, we host webinars that offer business advice on a range of topics, led by experts from within our network. Topics that are discussed range from “How to protect your business against cyber crime” to “Communicating with confidence”, “How to balance life and work responsibilities”, and “Business to Business selling”. 

Get involved

Selection

Matching of Mentees and Mentors to the Mentoring Women in Business Programme takes place two times per year: May and November. Three months before each cycle begins, we commence our recruitment process.

Recruiting Mentees
The Foundation works in partnership with over 70 local organisations in low and middle-income countries who nominate dedicated women entrepreneurs within their network to join the programme. Click here for more information on our local partners. 

We may also accept a limited number of applications from women entrepreneurs who are not nominated by local partners.

Recruiting Mentors
Our Mentors are men and women from diverse sectors, recruited through collaboration with our corporate partners. All mentors have at least seven years of relevant experience.

The selection requirements ensure you’re able to thrive in the programme with the key to success being commitment. Our online application takes 20 minutes to complete and helps us find you a Mentee or Mentor who is a great fit.

Training

“The Cherie Blair Foundation for Women’s Mentoring Course is one of the best examples of e-learning I have experienced. I particularly like the downloadable key learning summaries of each lesson that I could refer to when preparing for my first mentoring meeting.”
– Edward Kellow, Mentor and Head of Learning and Leadership, LEADE International

If selected, you will be invited to participate in our online training, which enables you to start with the knowledge and tools you need to build a productive mentoring relationship. It not only builds a good foundation for starting this programme but also helps you build skills that you can transfer to your work and professional lives.

All Mentees and Mentors must complete the online training before being matched. It takes about 2.5 hours hours to complete and can be reviewed in multiple sittings.

Matching

Our matching procedure is a twofold process. The Foundation has created a bespoke algorithm which draws upon the information provided in an individual’s application form to identify a potential match.

Our team of matching experts then look over every potential match to identify the most suitable relationship. This personal touch ensures that pairs can get off to the best possible start!

Getting Started

Once you’re matched, you’ll receive the details of your assigned Mentor/Mentee and can begin your one-on-one relationship. Your mentoring relationship will last for one year and you should be speaking for at least two hours each month.

At the start of your relationship, the Foundation will invite you to participate in a welcome webinar, where you’ll be welcomed unto the programme and receive important information about the upcoming year. You can read more about what to expect in the mentoring year here. 

Our team will guide you every step of the way, offering dedicated support to ensure that both Mentees and Mentors get the most out of their relationships and online platform.

We’ll monitor progress and check in to see how each mentoring pair is doing every few months. Other than meeting with your mentoring partner regularly, the only requirement is to complete short feedback forms to reflect on your goals and tell us how we can best support you. 

At the end of the 12-month programme, the Foundation asks our Mentors and Mentees to complete an end of programme survey to capture key learnings and outcomes from the year. 

The Foundation honours Mentees and Mentors who finish the programme. In addition to the satisfaction and benefits of their mentoring relationships, they receive a special certificate, are formally recognised as a Cherie Blair Foundation Mentoring alumni and will retain their  access to our webinars and online platform.

Nov20 intake - Key Dates
Code of Conduct

Code of Conduct for the Mentoring Women in Business Programme

Last Updated: September 2020

(Mentoring Women in Business Programme henceforth “the Programme”, and the Mentoring Women in Business LinkedIn group henceforth ‘LinkedIn Group’)

This Code of Conduct details mentors’ and mentees’ obligations while participating on the Mentoring Women in Business Programme in order to facilitate healthy, effective and beneficial mentoring relationships. If you have any questions, please send an email to mentoring@cherieblairfoundation.org.

Confidentiality

  1. Each mentor and mentee agrees that all written and oral information exchanged between them during the mentoring relationship is confidential unless otherwise stated, including after the mentoring relationship.

Financial compensation or requests

  1. Neither mentors nor mentees will receive financial compensation or expense reimbursement as a result of their participation in the Programme and/or for the use of the LinkedIn group.
  2. Mentors are strictly forbidden from charging mentees for the provision of advice or guidance. Mentees will not ask mentors for any investment, loans or support with personal finances under any circumstances. Any requests for money need to be reported to the MWIB team and may result in expulsion from the Programme.
  3. The Cherie Blair Foundation for Women is not a grant making organisation and will not be able to provide funding to any Programme participant for any reason whatsoever.

 Ethical code

  1. Mentors and mentees must respect each other’s boundaries, commitments and engagements, ensuring they do not impose on these beyond what is reasonable.
  2. The mentoring relationship must not be exploitative in any way; both parties must show mutual respect at all times and must be considerate of each other’s religion, culture and beliefs.
  3. Mentors and mentees must not show any prejudice based on race, religion, gender identity, sex, sexual orientation, age, disability, ethnicity, national origin, etc. Any proven transgressions based on such prejudices will lead to immediate termination of an individual’s participation on the Programme.
  4. Mentees and mentors enter into a business mentoring relationship and where possible should keep conversations focused on business and personal development topics. Friendships may develop but it is important to have a clear mentoring relationship and not allow personal bias to influence professional actions. We urge participants to be mindful of maintaining confidentially, objectivity and equal partnership.

Programme commitments

  1. The mentor and mentee must commit to the minimum amount of meeting time set for each phase of the programme as set out in the programme commitments.
  2. Mentor and mentee must be open and truthful with each other about the relationship itself and shall evaluate it periodically with the aim of making it more effective for both parties.
  3. Mentees and mentors will receive requests to complete feedback questionnaires which they must do before the stated deadline in order to continue on and graduate from the Programme.
  4. Mentors and mentees must respond in a timely manner to any communications from the Mentoring Team when a reply is requested.
  5. Mentees and mentors will be invited to use MWIB titles of Cherie Blair Foundation for Women Mentor/Mentee after being matched. Use of this title is reserved only for mentees and mentors who are fulfilling the programmatic requirements, including Feedback questionnaires and meeting regularly with their mentee/mentor. Mentees and mentors will not share more detail about their experiences of being on the programme until after graduation.

Roles within the mentoring relationship

  1. The mentee will take a proactive role during their time on the Programme: scheduling the first and subsequent meetings, setting agendas, sharing their goals, and so on.
  2. The mentor’s role is to respond to the mentee’s goals and agenda; it is not to impose their own agenda.

End of the mentoring relationship

  1. Either party may dissolve the relationship if they feel that it is not achieving its goal; however, they have the responsibility of discussing any issue with their mentoring partner before doing so. They can contact the Mentoring Team for any support needed (see point 23 for more information about filing complaints).
  2. Mentors and mentees share the responsibility for the smooth winding down of the relationship when it has achieved its purpose; they must avoid creating dependencies.
  3. At the end of the Programme and after successfully completing all Programme requirements, mentees and mentors will receive an official certificate of their participation and may use the title of Cherie Blair Foundation for Women Mentor/Mentee Alumni.

Advice

  1. The mentee is not obligated to follow the mentor’s guidance; however, the mentee does have a responsibility to consider and evaluate carefully the guidance given.
  2. Each mentee agrees that, in taking part in the Programme and engaging in the LinkedIn group, it is solely their responsibility to obtain relevant professional advice before taking any specific actions in relation to their career and decisions. Any advice or information provided by a mentor is not intended to be relied upon as a substitute for such professional advice.
  3. Each mentor accepts no responsibility or legal liability for any advice and/or information posted in the LinkedIn group nor with regard to any advice and/or information provided to any mentee during the mentoring relationship and the participation in the Programme. They agree not to use their mentee’s business plan or idea for their own purposes or profit.

Safety

  1. If a mentee expresses concerns that the mentor deems outside of the scope of the mentoring relationship, or if a mentor feels generally concerned about their mentee’s wellbeing, they should inform the Mentoring Team as soon as possible. The Mentoring Team will respond within 3 working days and try to direct the mentee to in-country support networks where possible.

Complaints

  1. The MWIB has a complaints procedure that all participants can use to file an informal or formal complaint regarding any element of the Mentoring Women in Business Programme. It comprises three stages:
    1. Informal Resolution: You can send an email to mentoring@cherieblairfoundation.org and explain the issue you’re experiencing. You will start receiving support from the administrators in the MWIB team within three UK working days to solve the issue.
    2. Formal Complaint: If you’re unsatisfied with the support provided, you can file a formal complaint by submitting our Stage 2 complaint form and emailing it to mentoring@cherieblairfoundation.org, where it will be forwarded to the Programme Manager. A written response will be issued within 20 UK working days.
    3. Escalation: The complaint can be escalated to the Head of Mentoring, by submitting a written statement to mentoring@cherieblairfoundation.org as to why solutions provided so far have been unsatisfactory. A written response will be issued within 20 UK working days.

Your complaint will be dealt with in the strictest confidentiality and permission will be obtained before sharing with others inside or outside of the MWIB team. Filing a complaint will not affect your treatment on the programme.

Participation Guidelines

Participation Guidelines

Participants on the Mentoring Women in Business Programme are required to commit to certain guidelines that will help them to build the most mutually beneficial and efficient mentoring relationship with their mentoring partner. The Mentoring Team will be able to check whether participants are continuing to fulfil these requirements and can provide support if needed.

You can find the guidelines here.

Complaints Procedure

Complaints Procedure

Updated September 2020

If you have a complaint about any element of the Mentoring Women in Business Programme, please let us know, as we aim to provide a high-quality service and programme. Your complaint may be related to the wider Mentoring Women in Business Programme, the Mentoring Team, or your mentoring relationship itself.  If you are having challenges connecting with your mentoring partner or any issues relating to the mentoring relationship, please do contact the Mentoring Team on the mentoring site.

Our complaints procedure comprises three different stages: Informal resolution, Formal complaint, and Escalation. At all stages of the complaints procedure, your complaint will be dealt with in the strictest confidence, and we will inform you and obtain permission if your complaint needs to be discussed with others within or outside of the Mentoring Women in Business Team. Filing a complaint will not impact your treatment on the programme.

The Mentoring Team will document every complaint filed, both formal and informal, and this information can be made available upon request. If your complaint is about a member of the Mentoring Team, this team member they will not have access to this information and will not be involved in the investigation of the complaint.

Throughout the complaint process, you may continue with your mentoring relationship, if this is a workable situation and safe to do so for both mentoring partners.

Any written complaints should be sent to enquiries@cherieblairfoundation.org. This inbox is not managed by the Mentoring Team and therefore provides complainants the opportunity to complain about a Mentoring Team member in the confidence that this will initially be received by an individual outside of the team.

Stage 1: Informal resolution

We envisage that most informal and non-serious complaints that address concerns within the Code of Conduct can be sorted out easily and quickly, often at the time they arise. You can contact the Mentoring Women in Business Team directly via the mentoring software and explain your issue in your message. You must contact the Mentoring Team within one month of the issue having taken place.

A representative from the Mentoring Team will be in contact within three UK working days to provide you with support and advice. They can contact you via written message but may also give you or your mentoring partner a call via the phone number provided in your application form, if needed or requested.

The Mentoring Team will let you know via written response when they deem the matter to be resolved.

Stage 2: Formal complaint

If your problem cannot be sorted out in the way described above and you wish to make a formal complaint to the Programme Manager, we ask you to fill in the form attached and send it to enquiries@cherieblairfoundation.org, with the subject line: Mentoring Women in Business – Formal complaint [name]. The completed form will be forwarded to the Programme Manager. The formal complaint must be submitted within one month after the end of stage 1.

The Programme Manager will review your complaint and get back to you within three UK working days to acknowledge receipt. An investigation will be carried out and a written response will be provided within twenty UK working days.

Stage 3: Escalation

If you remain unsatisfied with the solution provided by the Mentoring Women in Business Team, you can request your complaint to be escalated to the Head of Mentoring, within one month after receiving the written response to stage 2.

You will need to provide a written statement as to why you deem the initially provided solution(s) insufficient. Please send this statement to enquiries@cherieblairfoundation.org, with the subject line: Mentoring Women in Business – Escalation complaint [name]. This will be accessed by the Head of Mentoring.

We will acknowledge receipt of your escalation within three working days and aim to have looked into your complaint within twenty UK working days. We should then be in a position to offer you a final, written response.

Start typing and press Enter to search