Mentoring for chartership: a practical journey of support and growth

18 September 2025

An experienced mentor shares his reflections on nearly two decades mentoring water and environmental professionals through their chartership journey with CIWEM

Since becoming a chartered member of CIWEM in 2007 and a fellow in 2019, I’ve had the privilege of mentoring colleagues through their own chartership journeys. Over the past 18 years, I’ve supported professionals across the water and environmental sector, helping many individuals successfully achieve chartered member (MCIWEM C.WEM) status. Each journey has been unique, but the common thread has been a structured, empathetic and practical approach to mentoring.

Chartership with CIWEM is more than a professional milestone, it’s a recognition of competence, integrity and commitment to the global water and environment sector. For many, the path to chartership can feel daunting, especially when balancing demanding project work with personal development. That’s where mentoring plays a vital role, helping candidates navigate the process, build confidence and stay focused on their goals.

A structured approach to mentoring

My mentoring style is hands-on and tailored to each individual’s needs. I begin by having a general discussion on their career progression, highlighting career highlights and getting to know the individual on a professional level. I move to reviewing their experience against CIWEM’s competencies, identifying gaps and opportunities for development. This forms the basis of a personal progression plan that guides their progress along their career path and encourages them to match achievements against the competencies.

I recommend quarterly catch ups with each individual to discuss this progress and help them set goals for the next meeting. This allows me to get an understanding of their progression and assess when they are ready to submit their application.

One of the most impactful tools I use is the mock professional review interview (PRI). These sessions simulate the real interview environment, helping candidates refine their presentation, anticipate questions and manage nerves. Running through these mock interviews with other PRI trained colleagues allows the candidate to understand the procedure, giving them comfort of expectation around the process. I also provide detailed feedback on their application documents and, where appropriate, act as a sponsor, offering a formal letter of support.

This structured approach ensures candidates are well-prepared, not just technically, but mentally and emotionally. It’s about building confidence as much as competence.

Success stories and impact

Recently, I mentored a colleague through the full chartership process, reviewing their application, providing a sponsor letter and conducting a mock PRI with a PRI-trained colleague. Their successful outcome of achieving chartered member status was a fulfilling moment for both of us. It’s a very rewarding process for me, one which I’ve repeated with many mentees along my career, each time adapting to their strengths, challenges and aspirations.

These successes have a ripple effect, boosting morale, fostering a culture of learning and demonstrating to others that chartership is achievable with the right support. At Waterman Aspen, where I have worked since 2019, mentoring is not just a helpful initiative; it’s a reflection of our organisational ethos and core values. It embodies our commitment to honesty, integrity and mutual respect, and is embraced as a shared responsibility across the business.

Rather than being confined to a formal programme, mentoring is part of our everyday culture where experienced professionals actively support others in their development. This embedded approach ensures mentoring is accessible, consistent and aligned with our belief in collaboration, enjoyment in work and making a positive impact on people and the environment.

Lessons learned along the way

Mentoring isn’t without its challenges. Time is often the biggest constraint, especially when balancing mentoring with project delivery. However, this is easily overcome by agreeing mutual expectations by both the mentor and the mentee at the start of the journey. As achieving chartership with CIWEM is a personal and professional ambition, I encourage the mentee to drive the support and input they require.

As a mentor I actively encourage the mentee along their journey, ensuring it is at a pace which is realistic and achievable. I recognise that each mentee is different, with some requiring technical guidance, whilst others need encouragement or help with self-reflection. Flexibility and empathy are key.

I’ve learned that the most effective mentors are those who listen, challenge constructively and create a safe space for growth. It’s not about having all the answers, it’s about helping others find theirs.

Looking ahead

As the global water and environmental sector continues to evolve, the need for chartered professionals will only grow. Mentoring is one of the most powerful tools we have to support that growth. It’s a way to give back, to invest in the future of our profession and to ensure that our values of technical excellence, ethical practice and environmental stewardship are passed on.

To those considering mentoring, you should start small, be consistent and focus on the individual. To those pursuing chartership, seek out mentors, ask questions and trust the process. The journey is challenging, but with the right support, it’s absolutely achievable.

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James Trafford is regional director for water and environment, North East and Yorkshire, at Waterman Aspen