Matching between Mentors and Mentees is done through a criteria matrix.

Mentors & Mentees each rate their skills.

The Mentoring relationship can be initiated either by a Mentor (wanting to serve) or a Mentee (aspiring to making a decisive shift in his/her career, or to become a better leader).

When a Mentee sends a request to a Mentor (or vice-versa), the latter receives a notification by email. They can also view the request in their dashboard.

In case a request is not responded to, a reminder email is automatically sent 7 days later.

When they mutually agree on the matching, a Mentorship contract is validated to create a framework, stating:

• scope of the mentorship: 1, 2 or 3 skills maxima covered at a time.
• estimated duration: start / end date
• code of conduct (dos & don’ts)
• dates for conversations to take place (using a simple module allowing mentor and mentee to enter their availabilities and make a common match)
• their acceptance to share impressions, suggestions & insights in a compulsory feedback form (to help us evaluate the quality of the mentorship session).

This Mentorship contract can be reviewed during the mentoring period to consider the rapid rate of progress, or the need for additional time.

At the end of a Mentorship contract, an email is sent to both, Mentor and Mentee with a link to a feedback form available on the platform with:  closed questions for quantitative feedback ; and open questions for verbatim (impressions, suggestions, & insights which can be shared on social media).

When a feedback form is completed, the Community Manager receives a notification and then can review and analyse this form. Some data are collected for reporting (like user satisfaction).

1. As a Mentor, your role is to GUIDE & INSPIRE, not educate, or act as a consultant. You are not supposed to fix problems for the Mentee, rather help them discover the options they have available so they can fix issues independently.
2. Developing active listening skills will lead to a better understanding of the challenges and barriers the Mentee may be facing. Encourage the mentee to find the answer.
3. Provide mentee with suitable readings to help them develop areas of concern
4. Encouraging the Mentee to dig deeper, to look beyond, to think outside of the box is appropriate and helpful.
5. Be open minded and patient.
6. Expect results.

1. Understand where you need guidance and think it over thoroughly
2. Go through your day at work mark your breakdown of tasks on your calendar to assess your requirements in guidance before starting
3. Get to know your mentor
4. Be ready to implement your mentor’s notes on the spot to make the best out of your time with him/her

1. Research their operations
2. Research their background
3. Research their future plans

Once you identify your areas of development and where you will need guidance, choose your mentor based on their experience in the industry and their achievements.

1. Research their operations
2. Research their background
3. Research their future plans

Yes, you can download the Mentor Handbook or the Mentee Handbook. The handbooks cover all aspects of your role, as well as a Code of Conduct. You will also find links to resources to investigate how to make your program session a success.
A special Taskforce of past Mentors is going to prepare a tutorial (written, then video) to help current Mentors get better & better.
A special Taskforce of past Mentees is going to prepare a tutorial (written, then video) to help current Mentees make the most of this golden opportunity.

Additional resources

1. Mentor with relevant experience to your requirements in terms of your weaknesses to fix and points of strength to improve.
2. Mentor that listens and notes down your achievements and tasks and monitors your progress.
3. Mentor who is willing to share his experience from simple daily Tasks to strategic financial and operational planning (without jeopardizing privacy of businesses of course)

• Active listening being answered with further questions making the mentee find the answer required. It does not help the mentee if the mentor answers every question. Better to guide the mentee to find the answer.
• Provide mentee with suitable readings to help them develop areas of concern
• Follow-up with mentee frequently to ensure progress matches the goals set.
• Mentor plays high profile role in local community to promote GMP.

Experience shows that Mentees who get the most out of their Mentorship relationship, are the ones who spend a minimum of 2 hours each month (30mn preparation before the call / 60mn call / 30mn wrap up email).

For Mentors NOT to over promise and help them NOT fall into the role of a consultant, it is recommended to keep the pace of a monthly or bi-monthly connection.

Yes, the platform is only available in English for now. It could be available in multi-languages in the future… if a strong needs arises.

Absolutely! If you feel that you have a set of special skills that qualify you to become a Mentor, or if you find yourself already mentoring your colleagues, you can reapply to the GMP as a Mentor, updating your set of skills to clearly state your area of expertise.
Do not forget, that as Mentors we serve Mentees, we do not serve our egos searching for fancy titles.
Since ALL Mentor-Mentee relationships are mutually graded along the course of the relationship, and especially at the end, Spa, Wellness & Hospitality professionals can clearly see the track record of past Mentors & Mentees.

User profile can be viewed by other users in a restricted manner. Mentees cannot see
mentors’ private information such as email address from the mentor listing. They can
contact them by (invisible) email using the platform’s contact functionality.
Mentor can share his/her email address with the mentee (at will) once they are bound to a « Mentorship contract ».