AMINZ Mentoring Programme
The AMINZ Mentoring Programme provides members with the opportunity to connect, share knowledge and learn from experienced dispute resolution practitioners. Whether you are new to the profession or looking to give back by supporting others, mentoring offers valuable opportunities for professional and personal growth.
How the Programme Works
The AMINZ Mentoring Programme connects members who are seeking guidance and support with experienced practitioners who are willing to share their knowledge and insights. Open to all AMINZ members, the programme provides a structured framework for mentoring relationships while allowing mentors and mentees flexibility to determine how and when they meet.
Participants apply to join the programme as either a mentor or mentee. AMINZ then facilitates suitable matches based on experience, areas of practice, interests and goals. Once matched, mentors and mentees work together to establish expectations, agree on objectives and determine how often they will meet.
Mentor and Mentee Eligibility
The AMINZ Mentoring Programme is open to members who are committed to professional growth, knowledge sharing, and supporting the dispute resolution community. Learn more about the eligibility requirements and expectations for mentors and mentees below.
Mentee Eligibility
To become a mentee, you must be an AMINZ member and be committed to making the most of the mentoring relationship. Successful mentees are enthusiastic about learning, open to feedback, and willing to take an active role in setting goals and driving their own development.
Mentees should be prepared to invest time in the partnership, follow through on agreed actions, and engage openly with their mentor. Mentoring is a two-way relationship, and mentees may also have valuable knowledge, skills, or experiences to share. Reverse mentoring can provide mentors with fresh perspectives and insights from emerging practitioners.
Mentor Eligibility
To become a mentor, you must be an AMINZ member with relevant professional knowledge, experience, and skills that can support the development of others. Mentors should be committed to sharing their expertise, supporting professional growth, and contributing to the dispute resolution community.
Mentors are expected to invest time and energy in building a positive mentoring relationship, providing guidance, encouragement, and constructive feedback. Previous mentoring experience is not required
Benefits of Mentoring
Mentoring provides valuable opportunities for both mentors and mentees to learn, connect and grow within the dispute resolution community.
Benefits for Mentees
Gain guidance from an experienced practitioner.
Build confidence and develop professional skills.
Explore career pathways and areas of practice.
Expand your professional network within the dispute resolution community.
Learn from real-world experiences and insights.
Benefits for Mentors
Give back to the profession and support the next generation of practitioners.
Develop coaching, leadership and communication skills.
Gain fresh perspectives from emerging professionals.
Strengthen professional connections across the AMINZ community.
Benefits for Both
Build meaningful professional relationships.
Share knowledge and experience.
Reduce professional isolation.
Support ongoing learning and professional development.
Strengthen and grow the dispute resolution profession in Aotearoa New Zealand.
Apply now
Before you apply, be sure to review the relevant documents before committing. Both parties need to be committed to the mentoring relationship and prepared to put in the work to achieve the benefits and goals of a successful professional mentorship.
MENTORS: Share your wealth of experience
We are fortunate to have a membership pool of fantastic practitioners with a wealth of expertise and skills. We (and our future mentees!) greatly value your years of experience in dispute resolution, and becoming a mentor is a fantastic way to pass this on to the next generation of practitioners.
MENTEES: Connect with senior AMINZ members
Having a sounding board and support from a senior AMINZ member is a fantastic way to build confidence and expand your insights as you gain experience in the sector.
Like any professional relationship, developing a successful mentoring relationship requires commitment, enthusiasm and a sense of common purpose. Maintaining the relationship requires trust, respect, confidentiality, commitment, and a willingness to challenge and be challenged.
Some mentors and mentees meet weekly. Others meet monthly or even less frequently. Each relationship is different. It’s important that communication norms and meeting expectations are established from the outset.
Key attributes of a strong mentoring relationship include:
Trust
Open communication
Clear standards and expectations
Agreement on the aim of the mentoring relationship, including clear goals
Agreement on suitable meeting arrangements and number of meetings
Discuss the anticipated duration of the mentoring relationship
Maintaining contact as agreed
Openness and honesty
Maintaining confidentiality in all discussions
Assessing performance against set goals
The mentoring relationship
"A great mentor isn’t one that solves your problems but one that provides perspective based on their experiences and encourages exploring various solutions."
Confidentiality
Confidentiality is a key component of any mentoring arrangement and must be protected. Both parties will respect the information shared and exercise the highest level of confidentiality. Where necessary non-disclosure agreements may be signed.
Fundamentals of mentorship
Conflict of Interest
Mentors and mentees must be aware of, and openly communicate, any potential conflicts of interest that may arise during the mentoring process. Any potential conflict shall be addressed and disclosed promptly to affected parties so that they may be resolved.
In addition: Mentors and mentees entering the mentoring programme must not seek to obtain any personal, financial or otherwise (benefits) from the relationship. If there is a matter giving rise to the potential for a conflict of interest, and this cannot be resolved effectively, the relationship should terminate.
Respect
A mutually respectful relationship will ensure the mentoring relationship is an engaging and productive experience for participants.
Disagreement may occur throughout the relationship. Keeping things respectful will help to ensure a situation does not escalate, thereby contributing to a successful mentoring relationship. Be sure to discuss and agree upon objectives at the beginning
Diversity, Inclusion and Equality
Respect for different cultural backgrounds, types of practice, age, gender, values and ways of thinking ought to be respected throughout the mentoring process. Open and respectful dialogue is vital!
Resource Library
Download and utilise these resources ahead of, during and post your mentoring relationship.
A handy checklist to refer to each time you’re matched with a new mentee. Covers the pre, during and post first-meeting stage of your relationship
Checklist: For Mentors
You’ve been matched! Not sure what to do next? This checklist will give you a basic roadmap of steps to work through as you navigate the first stage of your mentoring relationship
Checklist: For Mentees
Looking for an offline guide to the Mentoring Programme? We’ve got you covered. Download this PDF to digest everything you need to know before applying.
A Guide to the Programme
FAQs
Got a question? Most chances are, you’ll find the answer below. If not, get in touch with us on institute@aminz.org.nz
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If the mentoring relationship is not working for either party, the relationship may be terminated.
It is expected that the parties will have agreed a process for ending the mentoring relationship and will have followed that process. Please contact Institute@aminz.org.nz if you would like any assistance with this process.
Additionally, you can stay in the programme and connect with a new mentor or mentee if you would like.
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You can put in a request. Potential mentees can see a list of mentors and links to their profiles on the “find a professional” page on the AMINZ website. Use the search function and select “mentor” from the dropdown.
During the mentee application process, you will have the opportunity to note down your top three selected mentors.
If your first-choice mentor is not available for any reason, the next on the list will be contacted. It is up to the potential mentor(s) to decide whether to accept any request made to them.
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This is completely up to you. Both parties should discuss their goals for the mentorship relationship during your first meeting, and decide what will work best in order to achieve these.
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Yes! Please refer to the CPD page on the AMINZ website for a general idea of how many points you can gain.