TY - JOUR
T1 - Mentoring in the young water professionals' training program : lessons for effective capacity development
AU - Maheshwari, Basant
AU - Atkins, Debbie
AU - Hagare, Dharmappa
AU - Spencer, Ricky
AU - Dillon, Peter
AU - Jain, Sharad
AU - Rollason, Russell
AU - Reynolds, Jason
AU - Dollin, Jen
AU - Batelaan, Okke
AU - Packham, Roger
AU - Patel, Jayanti Bhai
AU - Purkait, Mihihr Kumar
AU - Bhaduri, Anik
AU - Mailapalli, Damodhara
AU - Ashok, Alaknanda
AU - Prasad, Jyothi
N1 - Publisher Copyright:
© 2023 The Authors. World Water Policy published by Wiley Periodicals LLC on behalf of Policy Studies Organization.
PY - 2023/8
Y1 - 2023/8
N2 - Training young water professionals in India and many other countries often focuses primarily on technical skills, leaving them ill-prepared to deal with complex challenges and changing water management practices of the 21st century. Mentoring programs need to be designed to address the gap in competency development by incorporating transdisciplinary projects and activities, team building, professional networking, and relationship-building. This will equip young professionals with the necessary leadership and managerial skills. Here, we present a case study of the Young Water Professionals (YWP) training program for participants from India, which developed transdisciplinary thinkers capable of leading positive change in the water industry. The YWP training program involved 20 participants under 35 years of age, paired with mentors from Australia and India who were experienced professionals in the water sector. The Mentor role was diverse and included positioning as an educator, sponsor, advisor, advocating agent, role model, coach, and confidante. This diversity of roles and attributes was necessary to support the mentees in their personal and professional development. The transdisciplinarity of the YWP training approach combined mentoring with technical training, experiential learning through situation understanding and improvement (SUIP), and working with client and project partners is expected to benefit the participants' professional outcomes significantly. The mentoring program aided in facilitating the achievement of career goals and improved the ability of participants to manage workplace challenges providing a clearer path for career progression. There were several learnings for future YWP mentoring, including; a hybrid mentoring mode, making online mentoring more interactive and productive and strengthening lines of communication. Overall, the YWP program reinforced the value of mentoring, especially the role of mentoring in enhancing the skills and capabilities of young water professionals and preparing them for future leadership roles in the water industry.
AB - Training young water professionals in India and many other countries often focuses primarily on technical skills, leaving them ill-prepared to deal with complex challenges and changing water management practices of the 21st century. Mentoring programs need to be designed to address the gap in competency development by incorporating transdisciplinary projects and activities, team building, professional networking, and relationship-building. This will equip young professionals with the necessary leadership and managerial skills. Here, we present a case study of the Young Water Professionals (YWP) training program for participants from India, which developed transdisciplinary thinkers capable of leading positive change in the water industry. The YWP training program involved 20 participants under 35 years of age, paired with mentors from Australia and India who were experienced professionals in the water sector. The Mentor role was diverse and included positioning as an educator, sponsor, advisor, advocating agent, role model, coach, and confidante. This diversity of roles and attributes was necessary to support the mentees in their personal and professional development. The transdisciplinarity of the YWP training approach combined mentoring with technical training, experiential learning through situation understanding and improvement (SUIP), and working with client and project partners is expected to benefit the participants' professional outcomes significantly. The mentoring program aided in facilitating the achievement of career goals and improved the ability of participants to manage workplace challenges providing a clearer path for career progression. There were several learnings for future YWP mentoring, including; a hybrid mentoring mode, making online mentoring more interactive and productive and strengthening lines of communication. Overall, the YWP program reinforced the value of mentoring, especially the role of mentoring in enhancing the skills and capabilities of young water professionals and preparing them for future leadership roles in the water industry.
UR - https://hdl.handle.net/1959.7/uws:77263
U2 - 10.1002/wwp2.12129
DO - 10.1002/wwp2.12129
M3 - Article
SN - 2639-541X
VL - 9
SP - 334
EP - 348
JO - World Water Policy
JF - World Water Policy
IS - 3
ER -
