Mentorship Program in Project Management


6 Month Careers Acceleration Program! Civil Construction Project Management Mentorship. Please review our mentoring website page for all inclusion and details about the program: Mentorship Program


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Our Mentorship Program is a powerful personal development tool. Over the course of a year, you will work with Matt Hollstein on your technical and personal skill development. You will receive a targeted learning and development, customised to yourself.

“Mentoring is a relationship which gives people the opportunity to share their professional and personal skills and experiences, and to grow and develop in the process. Typically, it is a one-on-one relationship between a more experienced and a less experienced person. It is based upon encouragement, constructive comments, openness, mutual trust, respect and a willingness to learn and share.” – Spencer C., 1996 Mentoring made easy.


  • Increased skills and knowledge
  • Regular and constructive feedback
  • Access to role models on an individual basis
  • Development of confidence and enhanced self-esteem
  • Receive encouragement and assistance in career planning
  • Increased personal and professional networks
  • Access to opportunities that will contribute to personal and professional development
  • Development of greater job satisfaction and commitment to the organisation and/or role


Powerful things happen when a respected experienced person shows interest in and goes out of his / her way to help another individual develop, especially when that individual is open to being influenced.

First, we do most of our learning from observing successful and unsuccessful models. In other words, we watch people’s actions, see what happens to them, and then imitate (or avoid) similar actions ourselves.

Second, we respond well to positive reinforcement from certain people. That is, we learn faster and more effectively when we receive positive feedback from someone we respect.

Third, we learn best not only from positive reinforcement but also from having “mastery experiences.” That means we leap ahead in our learning if we master something difficult.

Mentoring at its best incorporates these three factors. Good mentors allow themselves to be observed, and effective mentees make a point of watching and questioning them.

Finally, mentoring partnerships in which the mentees set difficult yet achievable goals and master difficult challenges not only learn a tremendous amount, but build their self confidence in the process.


Within the partnership you will have a number of expectations. Some relationships experience problems because expectations are not met or even discussed. Below you will find some expectations that are common and considered reasonable in mentoring relationships.


  • Accept that the relationship is on a temporary basis i.e. 12 months or until one or both of you decide it’s time to end it
  • Meet as often as time permits (the mentor’s schedule will probably set the pace). A minimum requirement to keep the relationship productive should be one or two hours per month, but you can meet more often than that. In-person meetings can be supplemented with phone meetings and email. These count as mentoring times
  • Ask your mentor for suggestions or advice
  • Listen to your mentor, apply at least some of the advice, and let him / her know the results
  • Keep any commitments made
  • Keep confidences between you
  • Evaluate the relationship at various points within the agreed upon timeframe, considering what you have accomplished and what next steps to take


  • Have regular meetings with you by phone, in person, zoom or via email
  • Provide sound advice on your development activities and professional development concerns
  • Keep confidences between you
  • Follow through on commitments made to you
  • Help resolve conflicts between the two of you
  • Provide honest yet fair and diplomatic feedback
  • Evaluate the relationship at points during the agreed upon timeframe


  • Provide you with personal introductions to other people unless the mentor offers them
  • Spend more time on the relationship than your mentor is willing or able to give
  • Continue the relationship beyond the agreed-upon time period

(*Excludes VET Qualifications)