Boost Your Career: For the 11th Time – Mentoring with the Fondsfrauen

Our mentoring programme will take place for the 11th time in 2026. In this article, you’ll learn why trusted, open exchange is so important for navigating professional goals and challenges, and how the Fondsfrauen mentoring programme works. We also take a closer look at the benefits and time commitment – both for mentees and mentors.

Content

Since 2016, the Fondsfrauen have offered an exclusive mentoring programme because we firmly believe in mentoring as a highly effective form of career support. “When I joined the management board at Morningstar, I would have loved to discuss some of the challenges I faced with a mentor,” says Fondsfrau Anne Connelly. Back then, no mentoring programmes existed specifically for women in the financial industry.

The Application Phase

How does mentoring work with us?

Each year, we present our mentors and their areas of focus on our website. For 2026, we once again have a broad and diverse selection of experienced mentors – ensuring that every participant can find a suitable match. Whether it’s expertise in a specific field, long-standing C-level leadership experience, international perspectives, or diverse personality profiles – you’ll find our mentors here.

Prospective mentees must be members of the Fondsfrauen and can then apply. To ensure a meaningful experience, mentees must have at least five years of industry experience. Those newer to the industry can join our Buddy Programme. The application form for both programmes is available on our website in autumn.

The Fondsfrauen match mentors and mentees as well as possible. Mentee preferences are taken into account where feasible, although not always possible, especially when certain mentors are highly requested.

The Start of the Menteeship

Things kick off in early February. The Fondsfrauen will notify mentors and mentees of their match. All mentorships are 1:1 – no group mentoring – so each mentee’s situation and needs can be addressed individually.
It is then up to the mentee to get in touch with her mentor and begin the process. Ideally, the first meeting would take place in person, but that’s not always feasible. In 2026, for instance, the Fondsfrauen Gipfel on 10 March in Frankfurt offers a great opportunity for an in-person meeting.

Mentor and mentee then set regular one-hour meetings every 4–6 weeks, tailored to current topics and individual needs.

A Wide Range of Topics

The mentee determines the topics she wants to discuss. These can vary widely and may evolve throughout the menteeships:

• My supervisor doesn’t support me or allow me to participate in training. What can I do?
• I want to become more visible in the industry. Where should I start?
• I’ve taken on an interesting but challenging project. Where can I get support?
• I want to plan my next career step. What’s the best way to approach it?
• I'm afraid my male colleagues are paid more than I am. How can I address this?
• I don’t think I can progress any further at my current company. Should I apply elsewhere?
• I’m pregnant. How do I tell my supervisor, and how can I ensure I’m still considered for promotions?

The mentor provides her perspective, offers possible solutions, and works with the mentee to develop approaches that fit the situation.

While mentors don’t always have ready-made answers, it’s much easier to find solutions together than alone. The mentor acts as a trusted professional ally – someone who supports the mentee in navigating her professional goals and challenges.

Workload & Benefits

The Fondsfrauen mentoring programme is all about meaningful exchange, and both parties have responsibilities.

The Mentee’s Responsibilities:

• She organises each meeting, whether digital or in person.
• She prepares a topic for each session and shares it with the mentor at the start of the meeting.

The Mentor’s Responsibilities:

• She listens and shares her own experiences related to the topic at hand.
• In each meeting, she works with the mentee to develop solid solutions.

The mentor typically does not prepare before or follow up after sessions. That does not mean, however, that she won’t occasionally make introductions or share useful information.

The purpose of the mentorship is to support mentees in advancing their careers – something that is easier with a trusted, experienced partner than alone. The exchange is professional, positive, and confidential, with agreed-upon privacy rules.

Many mentors report gaining valuable insights themselves: learning about challenges in other companies, understanding how younger colleagues think, and simply enjoying the exchange.

End of the Programme

After several months of regular meetings, the mentorship officially concludes. Whether you celebrate with a glass of prosecco, offer mutual thanks, hold a debriefing, or simply let the meetings taper off – that’s up to you. Often, the pair stays in touch on a friendly basis even afterwards.

Related articles: