How to identify a right mentor for your career development
Roy Ndombi, a career expert at Royal Elite Coach.
For many young professionals, navigating a career can feel like trying to find the right direction without a clear map. While qualifications, experience and networking can open doors, having the right mentor can provide the guidance needed to make better decisions and grow with confidence.
Mentorship can accelerate professional development by helping individuals build skills, understand workplace expectations and identify opportunities that may otherwise remain out of reach. It can also provide a trusted space where professionals can discuss career doubts, setbacks and ambitions while receiving honest feedback.
Career coach Roy Ndombi says mentorship should be approached intentionally, with professionals first identifying what they need at their current stage of growth. He notes that a mentor should not simply be someone with an impressive job title, but a person whose experience, values and professional journey align with the mentee’s aspirations.
According to Ndombi, the right mentor can serve as both a mirror and a map, helping an individual understand their strengths while showing them possible career paths.
"One of the first steps towards finding a mentor is being clear about the challenge one wants to address. This could include developing leadership skills, improving technical abilities, moving into a new role or learning how to navigate workplace relationships. Having a specific goal makes it easier to identify someone with the relevant experience," he says.
Ndombi further advises professionals to look beyond titles when assessing potential mentors. Character, emotional maturity, reliability and willingness to provide constructive criticism are equally important. A good mentor should be willing to listen, share knowledge and challenge their mentee to improve rather than simply offering praise.
Professionals can also begin by looking within their existing networks, including current or former supervisors, senior colleagues, alumni and people encountered during professional events or training programmes.
"In many cases, mentorship develops naturally through regular conversations, advice and feedback before becoming a formal arrangement," he notes.
Ndombi highlights once a suitable person has been identified, making a clear and respectful request can help establish expectations. A professional can suggest regular meetings for a specific period and agree on the areas they would like to work on. Starting with a trial period can also help both parties determine whether the relationship is productive.
However, he notes that mentorship does not necessarily have to be a lifelong relationship. As career goals change, the type of guidance required may also change.
Ndombi notes that changing mentors, therefore, should not be viewed as abandoning previous relationships. Instead, it reflects career growth and the need to build a support system that matches each new stage of professional development.