SLN is introducing a Mentorship Program in early 2025. The goal of the program is to facilitate knowledge exchange and provide guidance and support to early career individuals in our Network. 

This Mentorship Program will pair early career passionate individuals (Mentees) with more experienced professionals (Mentors) in tandem. We envision that both Mentors and Mentees will benefit from the program. Mentors help Mentees in different ways such as offering insights, sharing experiences, providing feedback and offering networking opportunities. In return, Mentors gain leadership experience, personal growth and a chance to influence the next generation of leaders in snow leopard conservation. 

How does the program work?

The Mentorship Program is for a tenure of one year. Our team at SLN will pair Mentees and Mentors, once Mentees have been selected. There will be an initial kick-off event online, where all the Mentors and Mentees are introduced to each other and the goals of the program discussed. After the event, the respective tandems of Mentees/Mentors set up further one-on-one meetings. They can meet as frequently as they desire, but we recommend a minimum of at least twice in three months. In addition, a check-in meeting after 6 months and a final meeting after one year will be organized with all the Mentors and Mentees.

How are Mentors selected?

SLN will select a diverse group of Mentors (individuals willing to volunteer their time) from different geographies, genders and age groups from the Network, based on their expertise in different fields relevant to snow leopard research and conservation. Individual emails will be written to them to request if they are interested in becoming Mentors. If any member is interested in becoming a Mentor please contact the SLN coordinator at rakhee@snowleopardnetwork.org

How are Mentees selected?

Applications are invited from SLN members who consider themselves as early career. They are requested to fill in this google form which collects information on their membership status, the current role and organization, a short motivation for joining, their field of research and career path, and preferred gender of Mentor.

Schedule of Mentorship Program: 

January/February – An initial online gathering of Mentors/Mentees to meet and one-on-one sessions to be conducted via break out rooms, during this meeting.

Initial feedback to be collected about expectations

March – May – Individual interaction between Mentors/Mentees

June – Online check-in meeting with Mentors/Mentees. 

July – October – Individual interaction between Mentors/Mentees

November – Final online meeting with Mentors/Mentees 

Mentorship guidelines

    • Approach the mentorship with an open mind and willingness to invest in yourself and your partner.
    • Before the first discussion, exchange contact information and other helpful resources such as resumes.
    • Come to the mentorship prepared, knowing what you would like to give and receive in the partnership.
    • Use the first online session to get to know one other, decide on communication logistics, and develop a set of goals for the mentorship. Determine how progress towards these goals will be measured.
    • Respect your partner’s time: keep scheduled commitments, return phone calls and emails, and be thorough but succinct during discussions.
  • In the case of conflict or disagreement, address the issue directly with your partner. If the issue cannot be resolved internally, contact the Program Coordinator to seek a different partner.

Become a Mentor

The knowledge, advice, and resources a Mentor shares depend on the format and goals of a specific mentoring partnership. A Mentor may share with a Mentee information about their own career path, as well as provide guidance, motivation, emotional support or role modeling. A Mentor may help a Mentee set goals, explore careers or develop contacts. As a non-supervisory figure from another organization, a Mentor can serve as a sounding board for workplace concerns and questions. The Mentor’s role may evolve as the needs of the Mentee change and the partnership develops.

Essential responsibilities of a Mentor

  • Provide advice and guidance in a constructive manner.
  • Exhibit professionalism, motivation, and reliability.
  • Offer support and encouragement to the Mentee.
  • Be flexible in adapting to mentee’s specific goals for the partnership.
  • Enter discussions with an open mind.
  • Make time for consistent contact with the Mentee through in-person meetings, phone, or email.
  • Uphold the confidentiality agreement.

Essential responsibilities of a Mentee

  • Receive advice and guidance with an open mind.
  • Exhibit professionalism, motivation, and reliability.
  • Take the initiative in establishing personal goals and a direction for the mentorship.
  •  Inform mentor about preferred learning and communication style.
  • Make time for consistent contact with the Mentor 
  • Uphold the confidentiality agreement