Thinking about finding a Mentor in the Project Profession?

Whether you’re early in your career, working towards Chartership, or stepping into more senior responsibility, mentoring can be a powerful way to accelerate your development.

Are you ready to make the most of it?

Effective mentoring doesn’t start with finding the “perfect mentor.”  It starts with understanding what you need and finding the right person who will be able to mentor you.

My work settings have varied dramatically throughout my 30-year career.

From operating and maintaining mechanical systems under the oceans on nuclear submarines, to the management of critical facilities in the City of London and working in high-profile projects in Canadian and UK Defence.

Despite the obvious differences in environment, I have heard on many occasions people saying things like 'somebody needs to' or 'somebody should do that'.

There are those who expect someone else to initiate the solution, and there are those that do.

I've always welcomed and adapted well to challenges, being pragmatic and open-minded in my approach, but have had people attempt to stifle my career along the way. I was grateful to a Senior colleague who I respected immensely, who gave me solid support and mentorship early on in my career, which created a foundation that has allowed me to overcome many obstacles. This experience is ingrained into my approach, and I believe it has made me a much better mentor.

I knew the benefit in being a driving-force in encouraging others and always supported my shipmates and colleague’s where I could. I continue to apply this practice to the wider profession as an APM Mentor.

I’ve drawn on these principles in my personal life too, through advocating relentlessly for my disabled daughter who was medically harmed and overcoming the colossal challenges that comes with this territory.

Over the last 25 years, my knowledge and experience have equipped me to mentor in project management, chartership, engineering certifications and work-based qualifications.

I have never been one to hold people back, and for me, I get genuine satisfaction from seeing those I mentor realise their own potential and succeed in their career aspirations. 

Bottom line: We fail or succeed together.

Mentor: Carl Walker

Start with a few honest questions:

What am I trying to achieve right now?
(For example: are you moving into a project manager role, preparing for ChPP, or developing leadership confidence)

Where am I finding things challenging?
Is it stakeholder engagement? Managing conflict? Leading teams? Strategic thinking?

Which APM competence areas are most relevant to me?
The APM Competence Framework’s 29 areas provide a useful structure helping you move from “I want to improve” to “I want to develop this capability”.

Am I open to challenge and feedback?
A good mentor will stretch your thinking, rather than just agreeing with you. Be prepared to have a different point of view and lived practical experience.

Am I prepared to invest time between sessions?
Mentoring isn’t passive. Progress happens in what you do afterwards. You need to lead the mentor relationship.  Have you allocated the right amount of time and commitment.

Do you know what you’re looking for?
Many mentees start with something broad like: “I want a mentor to help me grow.”

That’s understandable but it’s not very actionable.

In the project profession, your development is often a mix of:

• Technical capability (planning, risk, governance)
• Behavioural skills (leadership, communication, teamwork)
• Professional judgement (decision-making, ethics, assurance)

Using the APM competence framework can help you identify where mentoring will have the most impact.

For example:

• Strengthening stakeholder and communication management
• Building confidence in leadership and team management
• Gaining clarity on governance and structured delivery
• Developing broader strategic awareness

The clearer you are, the easier it is for a mentor to help you.

The APM mentoring programme has had a real impact on my professional journey. Through it, I met Odette, whose guidance, fresh perspective, and willingness to invest her time have helped me navigate challenges and continue growing as a project manager. It has been a truly valuable experience. It has shown me that we are not alone in this profession and has inspired me to give back in the future.

Mentee : Yu-Hsien Hung

It’s a common assumption the more experienced someone is the better mentor they’ll be.

But experience and mentoring ability aren’t the same thing.

Some of the best mentors in the APM community are not just experienced they are:

• Curious about your perspective
• Skilled at asking the right questions
• Able to challenge without overwhelming
• Willing to share insight appropriately

Someone may be highly qualified, accomplished, a Chartered Professional but that doesn’t automatically mean they’re the right mentor for you.

What matters more: Chemistry or Credentials?

Both matter BUT chemistry is often the deciding factor.

If you’re working towards something like Chartered Project Professional (ChPP), you might feel pressure to choose someone with very strong credentials or has received the standard.

That’s useful but if you don’t feel comfortable with them:

• You may avoid difficult conversations
• You might not share real life challenges
• The mentoring stays surface level

A strong mentoring relationship needs:

• Trust, openness and mutual respect

Without that even the most experienced mentor won’t have the impact you’re looking for.

• Respect the commitment:
  Don’t waste a Mentor’s time they are not there to do the work for you, you need to put the effort in.
• Most mentors and all within the APM Mentoring Programme are volunteering their time alongside busy project management roles.

The best way to respect that is simple: come prepared

That means:

• Being clear on what you want to focus on
• Bringing real scenarios or challenges
• Reflecting between sessions
• Acting on what you discuss

Mentoring is a partnership and not a one-way transfer of knowledge.

1. Be clear on your career stage

Are you early career, moving into leadership or working towards ChPP? Your needs will differ.

2. Use the APM Competence Framework

Identify 2–4 key areas you want to develop it will help you target the right mentor.

3. Look within the APM Community

You can find the Mentoring Programme on the APM Community.  The programme is available to all paying members, if you are student member you may wish to upgrade to Associate membership.  

If you would like to change your membership - click here to upgrade

4. Don’t just look upwards

A mentor doesn’t have to be vastly more senior sometimes someone a step ahead is more relevant or a subject matter expert in an area that you wish to develop.

5. Test the relationship first

An informal conversation (chemistry call) can quickly tell you whether there’s a good fit.
Don't be shy in asking questions and if the mentor is not the right fit for you or them, they will share that with you.

6. Be thoughtful in your approach

When reaching out, explain:

• Why you’ve chosen them
• What you’re hoping to develop
• What you’re asking for in terms of time

7. Take ownership of the process

The most successful mentees drive the relationship they don’t wait for the mentor to lead everything. Be mindful of your mentors time, and be open with them if you change your needs. Communication is key to a good outcome and relationship.

Final Thought

Mentoring can play a significant role in your development as a project professional whether that’s building confidence, refining your skills, or progressing towards chartership.

Browse the mentors available on the Mentoring Programme and their skills, experience and knowledge 

But its value depends on how you approach it.

Be clear | Be prepared | Choose carefully

And remember:

A mentor can guide your development, but you are responsible for it.