The programmes are open, competitive, and fully merit-based, targeting ambitious Africans who are building businesses or have scalable business ideas capable of creating jobs and driving sustainable economic growth.

They are:

1. Tony Elumelu Foundation Entrepreneurship Programme (Pan-African)
2. Aguka Ideation Programme (Rwanda – Youth-Focused)
3. IYBA-WE4A Programme (Women-Led Green Businesses)

The flagship Tony Elumelu Foundation Entrepreneurship Programme is open to entrepreneurs from all 54 African countries, across every sector.

Successful applicants will receive:

• US$5,000 non-refundable seed capital
• World-class business training
• Dedicated mentorship
• Lifetime access to TEFConnect
• Entry into Africa’s largest entrepreneurship ecosystem

Since its launch in 2015, the programme has funded over 24,000 entrepreneurs, trained 2.5 million Africans, helped create 1.5 million jobs, and generated US$4.2 billion in revenue across the continent.

Application deadline: March 25, 2026

Aguka Ideation Programme (Rwanda – Youth-Focused)

The Aguka Ideation Programme is a youth-focused initiative in Rwanda, delivered in partnership with UNDP, the European Union, and the Rwandan Ministry of Youth and Arts.

The programme supports young Rwandans with:

• Entrepreneurship training
• Expert mentorship
• US$3,000 seed capital
• Business development support and pitching opportunities

The initiative is designed to help youth-led ideas evolve into sustainable and scalable enterprises.

Application deadline: January 10, 2026

IYBA-WE4A Programme (Women-Led Green Businesses)

The IYBA-WE4A Programme is a multi-partner initiative supporting women entrepreneurs building businesses in green and sustainable sectors across selected African countries.

Selected entrepreneurs will receive:

• US$5,000 seed capital
• Tailored business and green-enterprise training
• Mentorship and investment-readiness support
• Lifetime access to TEFConnect

The programme focuses on sectors such as sustainable agriculture, renewable energy, circular economy, eco-tourism, and other environmentally focused industries.

Application deadline: January 25, 2026

Each programme is designed to provide African entrepreneurs with practical tools, catalytic capital, and long-term networks to build businesses that generate jobs and deliver lasting impact.

The Tony Elumelu Foundation encourages stakeholders to share this opportunity widely with aspiring entrepreneurs, universities, incubators, innovation hubs, youth networks, and women-led business communities across Africa.

To apply for each of the opportunities, visit here.

The post APPLY: Tony Elumelu Foundation Unveils 2026 Entrepreneurship Programmes for Africans appeared first on Tech | Business | Economy.

That’s how Rufai Mustapha explains his mission. In one sentence, it captures the two tracks of his career: building systems as a software engineer, and giving back through teaching and mentorship.

From startups to systems

Mustapha’s journey began in Nigeria’s fast-moving startup scene, where engineers often had to be more than just coders. At a web hosting service, he designed and built websites while writing documentation for in-house tools. At a digital media outfit, he managed projects and pitched products to clients.

Later, at a film-streaming service often described as “Netflix for renting Nigerian movies,” he built and improved the core Laravel platform, configured infrastructure on Digital Ocean, and kept cross-functional teams aligned.

For him, these years were not just about learning new frameworks or delivering features. They were about understanding how software becomes a product people can trust.

“It taught me to think like a builder, not just a programmer,” he says.

Mentorship as giving back

Even while building systems, Mustapha felt the pull of teaching. At a pan-African training company, he guided more than 2,000 students into careers in web and Android development.

His team’s resources were so effective they were later adopted by a Nigerian state government. At another academy, he designed programs that boosted graduate hire rates by 10 percent.

In 2022, his dedication to giving back was recognized when Google selected him as a mentor for the Africa Developer Scholarship supported by Andela. Over several months, he worked with learners across Africa, helping them navigate difficult concepts in web and Android tracks.

Some of his mentees landed their first jobs in fintech and mobile development. “The best part is getting that message that says, ‘I got the job,’” he recalls. “It reminded me that mentorship is as important as code.”

Teaching at scale

Mentorship soon extended into classrooms far beyond Lagos. In the UK, Mustapha trained women breaking into tech. In Germany, he mentored migrants rebuilding careers in a new country.

On global platforms like LinkedIn Learning and Pluralsight, his courses have reached thousands. On freeCodeCamp, his tutorials on React and SVG mapping have been read by tens of thousands across continents.

For him, teaching is not about broadcasting knowledge but about breaking down complexity. “I want people to see that they can build too,” he says.

Speaking for ecosystems

His engineering background also pushed him into advocacy roles. At one of Africa’s leading payments companies, he overhauled API documentation and demo guides used by over 10,000 developers and merchants.

He has since spoken at more than 50 conferences across Africa and Europe, reaching thousands of developers with talks that mix live code, strategy, and storytelling.

At Write the Docs Prague, he delivered a message that resonated deeply: African startups cannot afford to ignore documentation. “Good documentation is not a luxury,” Rufai Mustapha said. “It drives adoption, it convinces investors, and it keeps ecosystems alive.”

Building communities

Beyond code and classrooms, Rufai Mustapha invests in building ecosystems. He co-hosts the EMEA chapter of Write the Docs, creating space for African engineers and writers to connect with their global peers.

He also leads Open Source Community Africa, a collective that encourages contributions from African developers to global projects.

The mission ahead

From coding startups in Lagos to mentoring through Google’s continent-wide program, from publishing courses on LinkedIn Learning and Pluralsight to speaking on world stages, Rufai Mustapha’s story keeps circling back to the same mission.

“I started out wanting to build software,” he says. “Now I see that the real measure of what I build is the people who grow because of it.”

Code is what he builds. People are why he builds.

The post Rufai Mustapha, the Software Engineer Who Loves Teaching appeared first on Tech | Business | Economy.

Today that figure stands at 33.5% globally while in South Africa, it has increased from 26% to 42%. Top management roles are only held by 29% of women in South Africa – .3% higher than the global average of 28.7%.

Representation is improving, but there remains a persistent challenge in creating spaces where women leaders can connect, network and expand their knowledge bases so they can collectively drive the diversity narrative forward.

For many women in leadership, safety at work is about the subtle but powerful sense of being heard, valued and supported. Not once a year on a specific day, but consistently and meaningfully, without conditions.

At Braintree, this conversation around women in leadership came into focus at Accelerate Action, an event focused on exploring how to build an environment where safe, inclusive spaces are not the goal, but the norm.

It highlighted a growing concern for women in business – to work in a culture where all employees are given the time to discuss ideas, and feel they deserve to be there.

Recognising the need for authentic spaces is one thing, creating them is another. Companies need to come together and form partnerships with organisations designed to foster this inclusivity and these connections.

This lived experience matters, it pushes companies to move beyond the assumptions of what women might need and to instead listen to the women who are already in leadership roles and to take their advice on how to move forward.

This takes the concept of safe spaces beyond the performative. Employees need to feel they can walk into anyone’s office and be themselves – that kind of access matters more than companies realise.

It is also a model that works. It has already been adopted by companies like Braintree because it is quietly powerful in an industry where inclusion can still be more rhetoric than reality.

Of course, creating safe spaces is only one part of the solution. Companies need to implement policies and practices that support women’s advancement.

This includes mentorship programmes, flexible work arrangements and transparent promotion pathways. Actively changing policy and collaborating with initiatives designed to foster inclusion, such as GirlCode, means businesses are playing a pivotal role in changing the gender narrative.

Events like Accelerate Action, which brought together C-Suite women and rising leaders, are designed to reflect the leadership that’s already in place, giving attendees a safe space to share stories, not scripts.

They allow for people to be honest about the challenges they’ve faced and how they’ve built resilience in their roles.

Importantly, these stories aren’t about bitterness and resentment but rather about shared knowledge and creating a blueprint for those still climbing the ladder. Here, at events like these, people have the opportunity to reflect the lived reality of how leadership looks when women lift each other up.

A surprising insight shared by many speakers was that they attributed a large percentage of their career growth to their mentors – most of whom were men.

It is not a story of men rescuing women, but men playing an increasingly important role in building mentorship ecosystems that are gender-inclusive by design.

The future isn’t gung-ho women’s only spaces, but diversity in all its forms that brings everyone together and gives everyone a chance to thrive.

It’s easy to treat equity as a finish line and measure progress in statistics and press releases, but the women of Braintree spoke to something quieter and more enduring – the need to keep evolving.

Many women are thriving and feel supported, and believe their companies are getting it right, so the narrative isn’t that all is bad but rather that the good models, the working models, should be shared widely so more workplaces embrace this level of change.

The challenge isn’t creating safe spaces from scratch but recognising the ones that exist and asking how these can be scaled so everyone can benefit.

The post More Than a Seat at the Table: Why Mentorship and Authenticity Matter in Women’s Leadership appeared first on Tech | Business | Economy.

One of the reputable personalities pushing for the mentorship scheme is Mrs. Rita Ndidi Amuchienwa.

She delivered the keynote address and mentored fresh technology graduates from the university.

This event was a collaboration with the American Embassy in Nigeria under the chairmanship of Ms. Claire Pierrangelo, the consular general.

The event cantered on – Empowerment and Confidence, Career Advancement, Networking Opportunities, Skills development, role models and, support and encouragement

In her address, Mrs Rita Ndidi Amuchienwa talked about empowerment and confidence which she stated that mentoring helps women build confidence and empowers them to take on leadership roles.

“It provides a safe space for women to discuss their challenges and receive guidance on how to overcome them”, she said.

On career advancement, she explained that mentorship is a powerful tool for career acceleration.

“It provides women with the guidance and advocacy they need to navigate their professional journey, helping them set and achieve their career goals”, Mrs. Amuchienwa said.

Further in her address she elaborated on Networking Opportunities, stressing that “mentoring opens doors to new opportunities and expands professional networks. It allows women to connect with influential leaders and peers who can support their career growth.”

“Skill Development: Mentors share their expertise and knowledge, helping mentees develop new skills and improve existing ones. This continuous learning process is crucial for personal and professional growth.

“Support and Encouragement: Mentors provide emotional support and encouragement, helping women overcome self-doubt and workplace biases. This support is essential for women to thrive in their careers.

“Role Models: Having a mentor who has successfully navigated similar challenges can be incredibly inspiring. It shows women that it is possible to achieve their goals and provides a roadmap for success.

Other speaker agreed with the keynote speaker that mentoring programs promote diversity and inclusion by supporting women from different backgrounds and experiences which leads to a more inclusive and equitable workplace.

The post Rita Amuchienwa Champions Women in Tech Mentorship appeared first on Tech | Business | Economy.

Through years of dedication, Peter Coates has cultivated a community that thrives on collaboration, shared knowledge, and mutual growth.

In a recent discussion, Peter Coates reflected on the pivotal role mentorship has played in his professional life. “When I began my career, I benefited immensely from mentors who guided me through technical challenges and helped me navigate the industry,” he shared. “Mentorship is not just about transferring knowledge—it’s about opening doors, building confidence, and inspiring others to achieve their potential.”

Peter Coates’s approach to mentorship is deeply personal. He strives to understand the unique challenges faced by each mentee, offering guidance that extends beyond technical skills.

“I’ve mentored people transitioning from non-technical fields into software development, and each journey is different,” he explained. “Sometimes, the biggest impact you can have is simply believing in someone and helping them see what’s possible.”

Creating a Space for Aspiring Developers 

Peter Coates’s mentorship efforts extend beyond one-on-one interactions. Through his church outreach programs and involvement in local tech communities, he has created platforms for aspiring developers to learn, connect, and grow. These initiatives have helped young programmers gain hands-on experience, develop critical skills, and build networks that are crucial for career advancement.

“One of the key barriers to entering tech is the lack of access to opportunities,” he noted. “By organizing coding workshops and hackathons, we’re not just teaching skills; we’re building confidence and fostering a sense of belonging.” He recounted the story of a mentee who attended one of his workshops and later secured a junior developer role at a well-known company. “Seeing someone succeed because of the opportunities you’ve helped create is incredibly rewarding,” he added.

Tackling Diversity and Inclusion in Tech

Peter Coates is also a strong advocate for diversity and inclusion in the tech industry. He believes that mentorship is a powerful tool for addressing systemic barriers and creating a more equitable landscape. “Diversity in tech isn’t just a moral imperative—it’s a business necessity,” he emphasized. “When we bring in perspectives from different backgrounds, we build better products and solve problems more effectively.”

To this end, he has focused on mentoring underrepresented groups, including women and individuals from minority communities. He recalled a time when a female mentee expressed hesitation about pursuing a career in tech due to gender stereotypes. “We worked together to rebuild her confidence and map out a plan for achieving her goals,” he said. “Today, she’s thriving as a software engineer, and her success is a testament to the power of mentorship.”

Balancing Technical and Soft Skills

When asked about the skills he emphasizes in mentorship, Peter Coates explained that he takes a holistic approach. “Technical skills are important, but they’re only part of the equation,” he remarked. “Soft skills like communication, teamwork, and problem-solving are equally critical for success in the tech industry.”

He shared an example of a mentee who struggled with presenting technical ideas to non-technical stakeholders. “We worked on simplifying his explanations and building his

confidence in public speaking,” Peter Coates recounted. “Now, he’s leading meetings and presenting ideas that drive significant business decisions.”

Mentorship in the Age of Remote Work

The shift to remote work has transformed the way mentorship is conducted, and Peter Coates has embraced this change. “While virtual mentorship presents its own challenges, it also opens up opportunities to connect with people from around the world,” he observed. He now mentors individuals across different countries, using video calls, collaborative tools, and online resources to bridge the gap.

“The key to effective remote mentorship is communication,” he advised. “You need to be proactive in checking in, setting clear goals, and providing feedback.” He also highlighted the importance of creating a sense of community, even in a virtual setting. “It’s about making people feel that they’re part of something bigger than themselves,” he said.

Lessons Learned and the Path Forward

Reflecting on his journey as a mentor, Peter Coates shared some of the lessons he has learned along the way. “The most important thing is to listen,” he said. “Every mentee has their own story, and understanding their unique challenges is the first step in providing meaningful guidance.”

He also emphasized the importance of humility. “Mentorship is a two-way street. I’ve learned as much from my mentees as they’ve learned from me,” he acknowledged. This mutual exchange of knowledge and perspectives has enriched his own career and deepened his commitment to building a thriving developer community.

Looking ahead, Peter Coates is excited about expanding his mentorship efforts. He plans to launch an online platform that connects mentors and mentees, offering resources, workshops, and networking opportunities. “The goal is to scale mentorship in a way that reaches more people while maintaining the personal touch that makes it so impactful,” he explained.

An Invitation to the Tech Community

As the conversation came to a close, Peter Coates called on other professionals to invest in mentorship. “The tech industry is built on collaboration, and mentorship is one of the most powerful ways we can support the next generation of talent,” he stated. He urged companies and individuals to prioritize mentorship as part of their efforts to foster innovation and inclusion.

For Peter Sowoolu-Coates, mentorship is more than a professional responsibility—it’s a way to give back, inspire change, and build a brighter future for the tech industry. Through his work, he has demonstrated that by investing in people, we can create communities that not only thrive but also drive meaningful progress.

The post Mentorship in Tech: Peter Sowoolu-Coates’s Journey in Building a Thriving Developer Community appeared first on Tech | Business | Economy.

Globally, 4.2 million youth await mentors, but only one in three is matched (National Mentoring Partnership, 2024).

Professionals face a similar issue, with 70% valuing mentorship, yet only 30% have access (Harvard Business Review, 2024; LinkedIn, 2024).

In the same vein, entrepreneurs struggle too, with 60% lacking mentorship (GEM, 2024; World Bank, 2024).

Meanwhile, women and minorities are especially underserved, with under 15% accessing formal programs (McKinsey & Company, 2024; UN Women, 2024). Digital platforms also face scalability challenges (Mentorloop, 2024).

According to Dr. Clement Obadimu, the Mentors Towers’ visioner , ‘Mentors Tower App’ will further strengthen the provision of valuable guidance and support, helping individuals achieve their goals, and fostering development and professional growth.

Dr. Obadimu noted that the organization realized an existing gap between where people want to go, what they intend to achieve, and how to achieve it.

Thus, a practical-oriented approach through top-notch professionalism is brought about to address the gap.

He noted that the organization realized an existing gap between where people want to go, what they intend to achieve, and how to achieve them.

The award-winning mentor noted that the App was carefully designed and stratified into categories with proven professionals attached to address several areas of human endeavours such as; Parenting, Marriage and Family, Health, Career, Business, Youth/Teens, Academic, and life respectively.

While giving a spinet about the simplicity of the app, he noted that aside from bringing succour to the mentor-mentees challenge, the app will bring global opportunities, accessibility of resources, and professional guidance to people around the globe.

His words: “So on the Mentor Tower APP, or on our website you will see the profile of the mentors so you can say I want this mentor to guide me and click and you will be able to connect with the person, you will fill the form and you will meet demand

“From our end as an organization, we would be monitoring its whole processes, for effectiveness we would want to know if your purpose for connecting with that mentor of yours has been achieved.

Furthermore, we would also want to see if at least you were able to work within that short period and the challenges you have been able to work on.

“So it’s all about that and many other opportunities we would be creating. Another dimension we would be bringing to bear is the introduction of courses; so many courses are on the App to watch to develop yourself so that is the summary.”

Also giving a keynote address was Professor Odeleye, the incumbent Dean Faculty of Education Lead City University, Ibadan Oyo State Nigeria, who was represented by Reverend Rev. Tayo Adeyanju, current Ph.d candidate at the Kwara State University.

Prof Odeleye, speaks on the subject:

“The Psychology of Mentoring, Making Mentoring Effective and Efficient” where he gives a panoramic view and snapshots of the intellectual background to the subject matter of mentoring and advising the mentors and Mentees on the intricacies and sensitivity of their roles.

Reacting, Dr. Sunday Amosu, noted that the quality of mentorship, mentees, or leadership is premised on mental health which must be taken very seriously.

“We must recognize that everything we have been discussing including mentorship rests on “the Mental Health”. This is because someone who does not have mental health can not be a mentee or a mentor.

We need to have stable mental health to achieve our potential. The truth is that everybody has a potential waiting to be realized and achieved in one way or the other.

‘Specifically, as a mentor we have people to grow, but as a mentee somebody is helping you to fulfil destiny but everything goes back to a very small organ in the body that just weighs only 2% of the entire body, I am referring to the brain. It just weighs 2% of the entire body but it is the orchestra that controls you issuing specific instructions.”

Speaking further, Obadimu noted that;

“Mentors Tower simply put is all about mentoring, we noticed that religious organizations are doing their part but there are missing links, something that is not making it complete so they do not have everything put together that can make it complete.

“So we need to bring professionals that will bring people out of these challenges, many people know where they want to go, but they do not know the path to take.   

 “So Mentors Tower is that particular organization that connects or allows mentors to mentees and allows you to link with somebody and the Mentor Tower provides solutions to global organization challenges

“In addressing the Brain drain, he noted that ‘if one refused to get someone who knows something a mentee, over time that knowledge would go down the drain. For instance, if he retires or dies or anything unplanned happens, that knowledge would be wasted. So we need to connect those who know something and allow them to hand it over to the upcoming generation or someone else before they become weak.  But when you refuse to do this, a lot of things, and information would be wasted.

‘Part of what we are doing is also helping the organization develop the mentorship structure, we go to the organization and ask them if we can help you mentor your employees and after we have done that you would begin to see improvement in your productivity and your income just because of the training. Ours is to give you the required training and expertise.

He noted that Mentors Tower looks forward to collaborating with schools, Associations, Correctional Centers, and many more in the distant future to drive leadership change across several strata of society

The post Mentors Tower Unveils ‘Mentors Tower App’ appeared first on Tech | Business | Economy.

This demand is not merely a temporary trend but a reflection of the growing need to protect sensitive data and infrastructure from increasingly sophisticated threats.

This presents a unique opportunity for young people with a passion for technology to build a rewarding and impactful career.

However, to truly excel in this dynamic field, mentorship plays a critical role, accelerating learning and providing the guidance necessary to navigate the complexities of cybersecurity.

In this article, we’ll explore the global demand for cybersecurity experts, the inherent opportunities for youth in this field, and the crucial role of mentorship in building a successful cybersecurity career.

Global Demand for Cybersecurity Experts

The modern world is more interconnected than ever, with nearly every aspect of life touched by digital technology. However, this connectivity comes at a cost.

Cyberattacks have become a daily occurrence, targeting everything from personal information to critical national infrastructure.

According to a recent report by Cybersecurity Ventures, cybercrime is expected to cost the world $10.5 trillion annually by 2025. This alarming statistic underscores the urgent need for cybersecurity experts who can defend against these persistent threats.

For young professionals, this presents a dual reality: a world increasingly reliant on digital security, and a field in dire need of skilled professionals.

With a shortage of cybersecurity experts globally, there are abundant opportunities for young people to enter and quickly advance in this field.

However, while the demand is high, the path to becoming proficient in cybersecurity is not straightforward. This is where the role of mentorship becomes invaluable.

Inherent Opportunities for Youths

For aspiring cybersecurity professionals, the opportunities are vast and varied. The career paths within cybersecurity are numerous and offer substantial growth potential, including: Ethical hacking, incident response, risk management, threat intelligence, security architecture, compliance and policy and many more.

Many organizations are now offering entry-level positions and internships specifically designed to train the next generation of cybersecurity experts.

For example, the Cyber New Grad Program at Palo Alto Networks offers recent graduates hands-on experience across various cybersecurity domains.

Young people today are digital natives, which gives them a natural advantage in understanding and navigating the technological landscape.

They are often quick to learn and adapt to new technologies, making them well-suited for a career in cybersecurity. Additionally, various scholarship programs, boot camps, and online courses are making cybersecurity education more accessible than ever.

These resources, combined with the growing recognition of the importance of cybersecurity, mean that young professionals have an unprecedented opportunity to enter and excel in this field.

The Role of Mentorship

While education and training provide the technical skills needed to succeed in cybersecurity, mentorship offers something equally crucial: experience-based guidance, networking opportunities, and personalized support.

Mentorship is the bridge that connects academic learning with real-world application, helping young professionals to not only understand cybersecurity concepts but also to apply them effectively.

Personal Experience with Mentorship

Reflecting on my own journey, I can attest to the transformative power of mentorship. As someone who transitioned from a background in English and Literary Studies to a thriving career in cybersecurity, mentorship was pivotal.

It provided me with the insights and encouragement needed to navigate this complex field, from understanding the intricacies of IT auditing to leading significant cybersecurity projects.

My mentors not only shared their knowledge but also opened doors to opportunities that I might not have found on my own.

Mentorship as a Two-Way Street

Moreover, as a mentor myself through programs like CyberSafe Foundation’s CyberGirls, Silicon Slopes Women Leadership, and Cyversity, I have witnessed firsthand how mentorship can accelerate learning and confidence in young professionals.

By guiding young women and underrepresented minorities through the challenges of entering cybersecurity, I’ve seen them progress from novices to skilled professionals ready to tackle the industry’s biggest challenges.

Building a Support System

Mentorship also offers a sense of community, which is particularly important in cybersecurity, where the stakes are high, and the learning curve can be steep.

Having a mentor who understands the pressures and can provide both technical and emotional support is invaluable.

This support system not only aids in technical growth but also in building the resilience needed to succeed in such a demanding field.

Finding a Mentor

For those looking to find a mentor in cybersecurity, consider the following steps:

• Join professional organizations like ISACA or (ISC)², Cybertech assurance and advisory group
• Attend industry conferences and networking events
• Participate in online forums and communities dedicated to cybersecurity
• Reach out to professionals in your desired area of specialization on LinkedIn
• Explore formal mentorship programs offered by companies or educational institutions

As the world becomes increasingly digital, the demand for cybersecurity professionals will continue to rise. For young people looking to build a career in this field, the opportunities are immense. However, to fully capitalize on these opportunities, mentorship is essential.

Through mentorship, aspiring cybersecurity professionals can gain the insights, support, and network needed to navigate the complexities of the field and excel in their careers.

My own experience underscores the critical role that mentors play in shaping successful careers in cybersecurity, and I encourage all young professionals to seek out mentorship as they embark on their own journeys in this dynamic and rewarding field.

Call to Action

If you’re a young professional interested in cybersecurity:

• Research and enroll in cybersecurity courses or bootcamps
• Seek out internship opportunities in the field
• Join cybersecurity-focused online communities and forums
• Attend industry events and conferences
• Actively seek a mentor using the steps outlined above

Remember, the journey to a successful cybersecurity career starts with a single step. Take that step today, and let mentorship guide your path forward.

*TemiAdeniyan is a rising talent in Information Security and IT Auditing. She wrote from West Haven, Connecticut, United State of America.

The post Leveraging Mentorship to Build a Career in Cybersecurity appeared first on Tech | Business | Economy.

Moments like this can be pivotal for your employees, and how your company addresses this could impact overall productivity.

This is where mentorship comes in as a trusty co-pilot in creating the best employee experience for your staff. Mentorship helps people go beyond their current checkpoints, and let’s face it: life is a learning curve. Let’s take a dive into how you can help your employees when they come across this path.

Why you should care about mentorship.

As the Employer Brand Lead at Moniepoint, I’ve seen firsthand how mentorship can turbocharge careers and also the trajectory of an organization. From employee engagement to improved culture, here are some reasons why mentorship is something we care about;

Employee development

Mentorship initiatives give employees the opportunity to learn and enhance certain skills. They gain valuable insights that enhance their professional capabilities and this can have a positive ripple effect on the organization.

Knowledge transfer

Mentorship is an excellent way to foster the transfer of knowledge, best practices and organizational culture, from experienced employees to newer or less experienced ones. It helps preserve organizational knowledge and ensures continuity, especially during periods of transition or turnover.

Increased engagement

Engaging in mentorship programs and initiatives fosters a sense of belonging and support among employees. At Moniepoint, we also call this Membership. They feel more valued and supported which leads to higher levels of job satisfaction. This in turn increases their level of motivation and commitment to the organization.

Leadership development

A strong organization is one where all employees have a certain level of leadership skills, and you can build such skills through mentorship. With mentorship, mentors have the opportunity to hone their coaching, communication and leadership capabilities. On the other hand, mentees develop leadership qualities through guidance, feedback, and role modelling.

Employee retention and loyalty

Incorporating mentorship programs in the organization strengthens the bond between employees and the company. Through the value they gain, they have a higher commitment to staying long-term with the organization. This reduces turnover rates and its associated costs.

Putting the “M” in Mentorship.

Within an organization, mentorship can take different forms. At Moniepoint, here are a few ways we explore it on our team;

A dedicated L&D team

Moniepoint has a commitment to nurturing talent and fostering growth through its learning and development department. Our employees can always reach out to the team if they’ve identified a skill gap they desire to fill and get linked with the right resources. This extends to every level of our organization.

Open communication system

We also run an open inter-team communication system. This extends beyond our open-door policy, to a system where you can get and receive feedback from anyone, irrespective of level or department. Anyone can collaborate with anyone, getting knowledge and insight to ensure that they can give their best.

Internal hiring system

For employees looking for a path to grow, we make it possible for them to shadow teams outside of their own. This gives them an opportunity to explore other career paths they might be interested in and gives them an opportunity to pivot. For anyone on our team, it’s possible to gain new skills, or switch paths with ease.

Women in Tech Initiative

Each year, Moniepoint selects five women for its Women in Tech initiative, placing them in various departments across the company.

These women are then assigned mentors within their designated teams, and they get to learn while executing projects.

This initiative not only provides invaluable opportunities for career advancement but also provides a path for these teams to grow as well.

Give mentorship a shot

If you want to include mentorship, you need to define the goals and objectives of the mentorship program you have in mind. It helps determine what skills or knowledge gaps the program aims to address and how it aligns with the organization’s overall mission and values.

Then, develop a structured mentorship program with defined roles, responsibilities, and expectations for both mentors and mentees within divisions or departments.

In developing this structure, you should also provide guidelines and resources to ensure participants understand their roles and how to maximize the benefits of the programs.

It’s important to put careful consideration into matching mentors and mentees. It could be based on skills, experiences, and career goals. You can consider factors such as personality compatibility, communication styles, and shared interests to facilitate meaningful mentorship relationships.

Diversity and inclusion are also integral aspects of any mentorship program. While incorporating mentorship initiatives, encourage participation from people across different departments, backgrounds, and levels of experience to foster a rich exchange of perspectives and ideas.

It is also important to foster a culture of open communication and continuous improvement by encouraging regular feedback and evaluation from both mentors and mentees.

Get it right!

When knowledge flows seamlessly within a team, efficiency skyrockets. Everyone is equipped with the knowledge they need to give their best. Win-win!

If you’d like to work in an organization that prioritizes your growth just as much as its own, we’ve saved you a spot. We’re waiting for you.

The writer, Gbemi Adekambi is the Employer Brand Lead at Moniepoint Group.

The post What’s Mentorship Got to do with Employee Experience? appeared first on Tech | Business | Economy.

Mentorship, a practice deeply ingrained in professional development, has long been hailed as a stimulating force, guiding individuals toward success and personal growth. 

But then, as society accelerates, questions have arisen about the efficacy and impact of mentorship. Is it truly the game-changer it’s often portrayed to be, or is its significance overhyped?

The answer is not clear but there is evidence to support both sides of the argument. 

“Mentorship is essential for personal and professional growth, serving as a valuable compass that guides individuals toward success,” emphasizes Dr. Sarah Williams, a renowned career development expert.

This sentiment rings a bell with the majority, as highlighted by a survey conducted by Olivet Nazarene University, where 76% of respondents acknowledged the importance of mentorship. Millennials, in particular, value mentorship, with 93% considering it significant for their career development.

The Mentoring Institute found that mentored employees were more likely to be promoted and to earn higher salaries than non-mentored employees. Another study by the National Mentoring Partnership found that mentored youth were more likely to graduate from high school and to go on to college than non-mentored youth.

While 71% of Fortune 500 CEOs have had a mentor at some point in their careers, reports showed that mentored employees are more likely to be engaged at work and to stay with their companies longer. Further research revealed that mentored youth are more likely to have positive attitudes and to avoid risky behaviors. But this isn’t applicable in all cases. 

Despite the widespread belief in mentorship’s power, empirical studies present a more subtle picture. Harvard Business Review’s research suggests that while it can lead to positive outcomes like increased job satisfaction and career advancement, its impact varies based on the quality of the relationship.

“Effective mentorship, characterized by trust, communication, and mutual respect, fosters positive career outcomes,” states Professor Emily Roberts, a leading researcher in organizational psychology. However, subpar mentorship can result in limited benefits.

In the University of Phoenix’s study, only 37% of employees said that they had a mentor, while just 23% of CEOs had mentors in the study by the Harvard Business Review.

Digital Age Dynamics: Virtual Mentorship vs. Traditional Mentoring

With virtual mentorship programmes gaining popularity, online platforms and social media have facilitated mentor-mentee connections, expanding opportunities for diverse interactions. “Virtual mentorship, when well-structured and involving regular communication, can be as effective as in-person mentoring,” notes Dr. Michael Johnson, a technology and education expert. Virtual mentorship offers flexibility and a broader pool of mentors, potentially enhancing diversity and inclusion within mentoring relationships.

Nonetheless, there exists a gender disparity in mentorship opportunities, hindering inclusivity. According to LeanIn.Org and McKinsey & Company’s report, women are less likely than men to interact regularly with senior leaders, limiting their access to mentorship. “It’s crucial to bridge the gender gap in mentorship and ensure equal opportunities for all,” emphasizes Dr. Lisa Adams, a gender equality advocate.

The impact is multifaceted. “Mentorship, when approached thoughtfully and with realistic expectations, remains a valuable tool for personal and professional growth,” concludes Professor David Turner, a mentorship expert. 

Acknowledging its limitations and addressing existing disparities is essential to leveraging its true potential in our dynamic modern world. We need to adequately understand mentorship’s complexities; this will clear the path for a more inclusive and empowering mentorship experience for all.

So, is mentorship overhyped? The answer is probably somewhere in between. It can be a very beneficial relationship for both the mentor and the mentee, but it is important to have realistic expectations. This phenomenon is not a magic bullet that will guarantee success, but it can provide valuable support and guidance.

If you are looking for a quick fix, mentorship is not the answer. But, if you are willing to invest time and effort into the relationship, mentorship can help you to achieve your goals and to live a more fulfilling life.

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The event will be held virtually on April 1st, 2023, via google meet.

This event will showcase the transformative power of mentorship and coaching in personal and professional growth.

The event, which will be free to attend, will feature some of the most successful mentors and coaches that will be talking at the event.

Attendees will have the opportunity to hear from experts in various fields and learn about the impact that coaching and mentorship can have on their lives.

In addition to connecting individuals with experienced and knowledgeable mentors, Mysparklite also offers the opportunity for life coaches, mentors, career experts, trainers, and consultants to start their own mentorship forums on the platform via creation of groups and forums. By creating an account, they can easily set up a forum to share their expertise and help others achieve their goals.

Mysparklite understands the importance of mentorship and coaching in achieving personal and professional goals. The platform is committed to empowering its users and providing them with the resources they need to succeed.

“We’re excited to host this event to showcase the power of mentorship and coaching, our dream is to create a platform where leaders are born out of coaching and mentorship from mentors,” says Austin C. Eneanya, the founder of MySparkLite. “We believe that everyone can benefit from having a mentor or coach, and we’re thrilled to be able to provide our users with the tools they need to succeed. We also encourage life coaches, mentors, career experts, trainers, and consultants to join our platform and start their own mentorship discussion forums for FREE.”

Attendees will have the opportunity to network with other members of the MySparkLite community, learn about the platform’s features and benefits, and gain insights into the best practices for achieving success in their respective fields.

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