FEMSKILL METHODOLOGY - GUIDELINES FOR PROJECT ORGANISATIONS Formal mentoring From a methodological point of view, partner organisations of the FEMskill project are in a formal mentorship. The differences between the formal and the informal mentoring are summarised on the basis of the WIN methodology, in the following table. Issue Process management
Formal mentoring
Informal mentoring
Coordinator manages the initial, the
Mentoring is initiated and maintained exclusively
procedural and the evaluation phase of
by those involved in the process.
the programme. Partner coupling
Facilitated process in which the responsibility of choice lies with the Mentee
Partners are coupled by pure dumb luck, in general, a mentor choses a Mentee.
Goals of the relation
To achieve predetermined and clear goals. Mentors will be selected on the basis of their capacities of contributing the the achievement of the goals set by the Mentee.
Goals of the relation my be specified Non-existing or included by the mentor. The main criterion for the acceptance of the mentor is sympathy and respect.
Relation
Both partners identify the relation as mentoring relation.
The relation is not called or perceived as “mentoring”.
A mentoring agreement sets the early milestone of the relation.
No mentoring agreement.
Agreements
The relation is a set of regular meetings, communication tools, structures, within a defined framework, chronology etc.
The relation becomes more intensive in an irregular manner and in line with the needs and the conditions.
Evaluation
The relation is regularly evaluated.
The relation is rarely evaluated, if at all.
Time span
The relation is limited in time.
The relation can last several years.
Selection of the mentor
Activities
Table: Formal and informal mentoring
