Why become a Mentor Afro

To contribute to the realisation of a noble project aimed at building more Afro-descendant talents who will be competitive globally and who will contribute to the development of the African continent. To contribute to Mentor Afro’s commitment to allocate part of the profits made to funding scholarships and capacity-building programmes for Afro-descendants.
Have someone to talk to in confidence about your issues, concerns and development goals. Gain a better understanding of what is expected to progress in your career or business. Develop critical interpersonal skills. Have the opportunity to test your ideas, tactics and strategies in a friendly forum. Draw on a strong support ecosystem. Gain visibility and exposure on our communication platforms and strengthen your reputation.

Our mentoring programme

The Mentor Afro mentoring programme runs for 1 year, with a discussion session (of at least one hour) with your mentee once a quarter. You will have your sessions in virtual format (or physical format if possible) with your mentor.

After the fourth session, the programme ends and both mentor and mentee will be asked to evaluate the relationship. It is recommended that you make a note of the topics discussed and the action plans agreed for each person, so that you can follow up and monitor your progress.

NB: Our aim is to help resolve at least 90% of our mentees’ development issues after one year. This requires the involvement, commitment and passion of our mentors and mentees.

The role of mentors

Mentees must be active participants, learners and independent thinkers.

• Learners
• Independent thinkers
• Active participants
  • Understand that mentoring is a shared responsibility.
  • Actively build and maintain the mentoring relationship.
  • Recognise and accept responsibility for own development.
  • Focus on professional needs and develop an action plan to achieve goals.
• Best practices for mentees
  • Be proactive.
  • Be positive, honest and open.
  • Be prepared to meet your mentor.
  • Support and encourage your mentor.

Their attributes: Active listening – Proactivity – Action Open-mindedness – Action.

The undesirable characteristics of mentees: Not setting a clear development objective – Not being open and honest – Not sharing all the details of the situation – Not taking action following the mentor’s advice – Not being professional and not taking the relationship seriously.

Categorising mentors according to their experience

In order to have productive discussions with our mentees, and to ensure that mentors are of real added value to them, we have introduced a classification of mentors. This also defines the type of mentor (Platinum/Gold/Silver/Bronze) to which you will be entitled according to your profile and experience.

• Mentor Platinum: They have held the office of President of the Republic or you have been a well-known professional, entrepreneur, artist or sportsperson with a worldwide reputation and positive impact & they have tangible evidence of success and learning in mentoring Presidents of the Republic, well-known professionals, entrepreneurs, artists or sportspeople with a worldwide reputation and impact.
• Mentor Gold: They have held the position of Minister, CEO/CEO and DG &: They have tangible evidence of success and learning in mentoring Ministers, CEO/CEOs and DGs.
• Mentor Silver: They have been Directors or Managers and have tangible evidence of success and learning in mentoring Directors or Managers.
• Bronze Mentor: They have worked as operational professionals and : They have tangible evidence of success and learning in mentoring operational professionals.