Mentorship Programme

Mentorship Programme Managers

Project Manager: Engr. Funlola Ojelade MNSE.

Project Sponsor: Engr. Nnoli Akpedeye FNSE.


What is Mentoring?

A partnership between two people – mentor and mentee.

A powerful personal development and empowerment tool.

“A process that supports and encourages people to manage their own learning in order that they may maximize their potential, develop their skills, improve their performance and become the person they want to be.“
– Eric Parsloe, The Oxford School of Coaching & Mentoring.

Used to assist individuals at specific stages of development or transition and lasts for a sustained but defined period of time.

“A brain to pick, an ear to listen and a push in the right direction.“ – John Crosby.



Benefits for Mentees

  • Enhanced training and career development.
  • Increased self-awareness and self-discipline.
  • An expanded personal network.
  • Positive and constructive feedback on professional and personal development areas.


Benefits for Mentors

  • Satisfaction from helping others and seeing them progress.
  • Increased awareness of personal biases, assumptions and areas for improvement.
  • Renewed enthusiasm for their role as expert.
  • Expanded networking opportunities.


Are you Eligible?


A mentee also known as a protégé, refers to the less experienced person who is receiving and benefiting from the acquired wisdom and years of practice of the more experienced individual. A mentee must be goal-oriented, willing to initiate a positive learning experience, are eager to accept new challenges and accept personal responsibility for their success or failures.


Enablers Blockers
Goal-Oriented. Too Self-Promoting.


Constantly positioning themselves or engaging in name-dropping.

Seek Challenges.


Vocal about wanting and accepting new challenges.

Too Busy.
Take Initiative. Lack Passion for Others (Mentors) Area of Expertise.
Show Eagerness to Learn. Lack Focus.


Hop from one thing to the next without fully committing to anything.

Accept Personal Responsibility.


Effective mentees do not shift blame, procrastinate or

become easily distracted, but readily admit and own

failures and shortcomings.

Overly Dependent.




A mentor facilitates personal and professional growth in an individual by sharing the knowledge and insights that they learned through the years. A mentor`s purpose is to be a role model, a coach, a broker, and an advocate. All of these defining roles require key characteristics to include a positive view of others, a source of reliable knowledge, patience, and the ability to see the big picture.

Enablers Blockers
Spot the Potential & Believe in Others. Too Busy to Mentor.

A Networked & Resourceful Guide.

Act as a repository of information and provide just-in-time learning.

Use the Mentee as Help.

Display Patience and Tolerance.

Allow mentees to make mistakes and use the mistakes as opportunities to teach/learn.

Not with the Times.

Do not keep pace with the times and do not know the current trends of your field.

Give Encouragement. Overly Critical.

See the Big Picture.

Effective mentors have a larger perspective that helps them generate useful suggestions and bring up points that the mentee would otherwise not consider.

Ego Striving.

If you feel it might endanger your spotlight if your mentee becomes more successful than you do, then mentoring is not for you. Always having to be a notch up on the mentee will interfere with the free sharing of learning.


Who Should Participate?


Graduate Engineer/Career Transition

Whether directly out of school or changing career focus, mentoring is effective in accelerating young professionals’ integration into their field and organization. A mentee is concerned about developing competence, skill level and a professional identity in their field. The mentor is challenged to treat the mentee as a novice colleague and not as a “student”.


Mid-career Engineer
A mentor may inspire the mentee to re-energize enthusiasm and accelerate the development needed to improve their long-term career opportunities. At this stage the mentee needs to be nurtured and guided. The mentor is able to provide this support as their experience often leads them to focus on generativity – a concern for establishing and guiding the next generation.


About to Exit the Profession/End of Career

You may seek a mentor to help you define a strategy for pursuing new career options outside your current work environment. A mentor will aid the mentee in examining their career accomplishments thus far and exploring various post-career options.




The Mentoring Process

First Meeting: Building Rapport

The first mentoring meeting is critical. It is important at the very beginning of the mentoring process for the partners to get to know each other and clarify the overall mentoring goals. The end result of this conversation will be a Mentoring Partnership Agreement, a formal document signed by all members of a mentoring team that spells out the expectations and responsibilities of everyone involved.


Step 1 – Get Acquainted: Start with what you might have in common.
Break the ice by talking about family, hobbies, interests, and personal histories.


Step 2 – Discuss Your Overall Mentoring Goals: Make sure the mentor (and the mentee) is clear about what the mentee hopes to gain from the process.

Use these question to guide the discussion.


Where are you going?


What are your visions and aspirations?


Where are you now?


What are your strengths, weaknesses, and behavioural style?


How can your mentoring relationship to help you build technical skills? Multitask? Explore new idea? Forge a new career path? Expand your network? Build your confidence?


Identify your top 3 goals. Ensure they are SMART


S – Specific, Significant, Stretching


M – Measurable, Meaningful, Motivational


A – Agreed upon, Attainable, Achievable, Acceptable, Action-oriented


R – Realistic, Relevant, Reasonable, Rewarding, Results-oriented


T – Time-based, Timely, Tangible, Trackable.



Step 3 – Create a Mentoring Partnership Agreement: Discuss and sign a letter of understanding that lays out time commitments, goals, and pledges about general rules of behaviour understood by both parties. Outline the parameters of confidentiality so that each partner is clear that their discussions are privileged and private information and will not be shared unless legally necessary.


Clarify mentoring goals, roles, and responsibilities.


Establish a meeting schedule: Where?  When?  How long?  Frequency?


Determine who will initiate meetings.


Consider geographical differences and make adjustments accordingly.


Outline the parameters for information sharing. For example, “What we discuss stays between the two of us.” Or “What we discuss stays between the two of us unless you give me permission to share it with others.”


Second Meeting: Setting Direction

Main objective is for partners to agree a plan or strategy delineating how they will go about achieving their goals. A key outcome of this conversation is the Mentoring Action Plan.


Step 1 – Review the Top 3 Mentoring Goals: Mentees should prepare by reviewing their notes from the previous meeting and think about what they would like to focus on at subsequent meetings and in what order. Prior to the second meeting, a mentee should put in writing:


A list of their mentoring/learning goals in order of priority.


The objectives that describe how to achieve their goals.


For subsequent meetings, mentors should set a meeting objective based on those goals. Both partners should evaluate the mentee`s progress toward the identified objectives and goals each time they meet.


Step 2 – Create a List of Learning Activities, Resources Required, and a Timeline: The most successful plans have a range of learning activities that encourage:


Learning by doing.


Learning from others.


Learning from challenging experiences or “stretch assignments”.


Indicate any outside resources you may need to accomplish each activity. Also determine how many hours, days, or weeks it will take to complete each activity.


Step 3 – Put Your Mentoring Action Plan in writing: Planning puts our goals into action. Putting the goals, action steps, resources needed and a target completion date that are part of the Mentoring Action Plan onto paper helps mentees translate their goals into executable and attainable steps and allows the partners to plan and track their successes.


Mentoring Delivers Value


Talent is unleashed.


Human capital is developed.


Productivity increases.


Participants, organizations, communities and Nations are enriched.


Open yourself to being an effective part of a learning relationship
…think about what we all might become!


Act Now!

Prospective Mentees & Mentors – send a half-page profile to to join the programme today!


Mentee/Mentor pairs will be proposed by the Project Manager and agreed with candidates. Initial meetings must be held within two weeks of communication from the Project Manager. Monthly reports to be sent by Mentees to the Project Manager for follow-up/close out of mentoring relationships.