MENTORS

Mentors are the guiding force in the innovation journey. Our vast network of enigmatic leaders share valuable knowledge to groom the next generation of technology and business leaders.

FREQUENTLY ASKED QUESTIONS

  1. To join as a mentor, one should fill the linked form
  2. Post the initial screening, there will be an interview with the Ecosystem Office at T-Hub
  3. After qualifying, there will be another interview set up with one of the existing mentors in order to better understand your role with T-Hub

Apart from the startup engagements, mentors will also work with the program managers of Lab32, T-Angel, Trestle, etc., to design better outcomes for the coming cohorts.

Mentor Engagement has been put into place to build a stronger community and enable the back and forth of experiences and ideas to nurture and sustain a vibrant, dynamic and flourishing innovation ecosystem.

Mentors will be engaged on an as-needed basis but as much as possible based on their availability and interests.  Mentors will also have opportunities to represent T-Hub as speakers, panelists, judges at community events, T-Hub events and partners events including WeHub, TSIC, etc.,)

The mentor engagement is handled by the Ecosystem Innovation vertical at T-Hub.

The mentoring relationship, acting either as a mentor or a mentee, may present you with a number of issues or dilemmas.  Often, there are no easy or obvious solutions and there may be no clear-cut sense of ‘right’ or ‘wrong’.

The aim of these simple guidelines is to highlight a set of behaviors that might impact upon the mentoring relationship or, indeed, when using mentoring/coaching techniques in other situations.

  1. The mentor’s role is to respond to the mentee’s needs and agenda; it is not to impose their own agenda.
  2. Mentors will agree with the mentee how they wish the relationship to work adopting the most appropriate level of confidentiality
  3. Mentors will be aware of and adhere to any current legislation relating to activities undertaken as part of the mentoring service.
  4. The mentee should be made aware of their rights and any complaints procedures.
  5. Mentors and mentees will respect each other’s time and other responsibilities, ensuring they do not impose beyond what is reasonable.
  6. The mentor will ensure the mentee accepts increasing responsibility for managing the relationship; the mentor will empower them to do so and will promote the mentee’s autonomy.
  7. Either party should not dissolve the relationship at any time throughout the period of the mentoring relationship without discussing it with the Ecosystem Office team at T-Hub regarding the same.
  8. The mentor will not intrude into areas the mentee wishes to keep private until invited to do so. They should, however, help the mentee to recognize how other issues may relate to these areas.
  9. Mentors will open and truthful with themselves and their mentee whilst participating in the mentoring relationship
  10. Mentors will share the responsibility for the smooth winding down of the relationship with the mentee, once it has achieved its purpose – they must avoid creating dependency.
  11. The mentoring relationship should not be exploitative in any way, neither may it be open to misinterpretation.
  12. Mentors should never work beyond the bounds of their capability, experience and expertise to the point where they do not feel confident in providing the mentee with proper support. Where appropriate, mentors should seek advice or refer mentees to another point of contact or enterprise support professionals.
  13. The confidentiality of the mentee remains paramount at all times. At no time will a mentor disclose any part of the relationship to any person whosoever, without the explicit agreement of the mentee. Any notes or other records of mentoring sessions shall remain, at all times, the property of the mentee. They may, for convenience, be retained by the mentor but may be requested by the mentee at any time.
  14. Mentors have a responsibility to highlight any ethical issues (such as conflicts of interest) that may arise during a mentoring relationship at the earliest opportunity.
  15. Mentors should not attempt to do the mentee’s job for them ‐ the mentee has the ability and the potential, the mentor’s job is to help them realize it.
  16. Mentors will maintain their professional competence through participation in continuous professional development