The leadership journey isn’t always a straight path, and it is precisely during times of role transitions, difficult choices, and the shaping of professional identity that I offer leaders reflection, structure, and practical support.

As a mentor

I create a safe and trusting space where the mentee can honestly and without judgment analyse their thoughts, challenges, and areas for growth. My mentoring approach centres on experiential learning, reflection, and creating a sense of order based on the mentee’s strengths. I help articulate clearer goals, see the individual, the team, and the organisation as a whole, and move from discussion to practical next steps.

Experience

In 2020, I completed the leadership development and mentoring programme at Fontes, and in 2021, I completed the EMCC Global-accredited Practitioner-level Mentor Programme, earning an international mentoring certification. I have been active as a mentor since 2022 and have supported both entry-level managers and experienced mid-level managers. I have worked for over 16 years at a large public-sector organisation, 15 of those years at various management levels, progressing from specialist to top executive through six different positions. In addition, I have served as a supportive peer to dozens of leaders as a direct supervisor, trainer, and mentor, and have mentored dozens of students from various fields of study.

Who Does the Mentor Work Best With?

I work most effectively with people who value self-development and lifelong learning and are willing to analyse themselves honestly. A mentee who takes responsibility for their own development, explores new perspectives, and consciously seeks to grow as a leader is a good fit for me.

What a mentee gains from the collaboration

The mentee gains greater clarity and confidence in their leadership role, practical tools for resolving complex leadership situations, and a supportive space for making more informed decisions. This collaboration helps create order where there was previously confusion and supports the development of the leader’s professional identity.

Areas where the mentor adds the most value:

• New leaders (both those transitioning from a specialist role to a leadership role and those changing leadership positions)
• Change management
• Developing leaders into leaders
• Communication and conflict management