If you’ve been working with the same people for years, there’s a good chance they have already taught you most of what they can. That’s not a bad thing – it’s just the natural point you reach when you’ve been in one environment for a while.
New mentorship = New perspectives
Every mentor has their own way of thinking, solving problems, and leading. By stepping into a new company or seeking out a new mentor, you get exposure to different approaches. Maybe it’s a smarter way of managing subcontractor claims as a CA, or a tighter system for program tracking as an SE, learning a new technology, or simply a leadership style that feels refreshingly effective.
More mentors mean more advice, more feedback, and more options when you hit roadblocks. Plus, you’ll build a stronger professional network – one that will support you not just in your next role, but all the way through your career.
Why mentorship really matters in construction
In our industry, mentorship isn’t fluffy or a ‘nice to have’. It’s practical. It’s how you learn the real-world stuff that doesn’t show up in textbooks or training sessions.
If you’re a Contract Administrator, that might be how to navigate a tricky head contract negotiation. For a Site Engineer, it could be learning how to keep trades aligned when the program changes at the last minute.
Good mentors don’t just teach – they shortcut years of trial and error. And they often stick with you for far longer than the project you met them on.
OK, so let’s delve into the simplest approach to go about asking someone to be your mentor…
Get clear on what you want
Before you approach anyone, get specific about why you want a mentor.
Do you want to:
- Improve your skills in managing payment claims as a CA?
- Learn the ropes of site logistics as an SE?
Write it down. The clearer you are, the easier it’ll be to spot the right person, and the easier it is for them to see how they can actually help.
Find the right people
The best mentors are usually the ones you already admire from a distance.
- Look for experience that matches your goals: Maybe it’s a Senior CA known for their calm in disputes, or a PM who’s delivered multiple high-rise projects without losing their sense of humour.
- Do your homework: Read their LinkedIn posts. Check what projects they’ve worked on. If you can reference something specific they’ve done, it shows you’re serious, not just fishing.
- Ask around: Your manager, a specialist recruiter, or even a colleague might know them and be able to make an introduction. A warm intro beats a cold email every time.
And remember, mentors don’t have to be at your company. Industry events, professional associations, and even LinkedIn can be goldmines for making the right connections.
Start small with an informal chat
Before you jump in and ask, “Will you be my mentor?”, keep it simple. Invite them for a quick coffee or a 20–30 minute Teams chat.
Here’s how you could approach it:
- Introduce yourself and be specific: “I’m an SE with [company], and I really admire how you managed the [project] build – especially the [XYZ] stage. I’d love to hear how you approached it.”
- Ask good questions: Skip the generic “How did you get to where you are?” Instead, ask things like, “How did you keep subcontractors aligned when the critical path shifted?”
If the chat goes well, ask if they’d be open to a follow-up. Build the relationship gradually.
Ask for ongoing mentorship
When you’re ready to ask them to be your mentor, keep it simple and clear. Something like:
“Thanks again for catching up last week. I got a lot out of our chat, especially your advice on [XYZ]. I was wondering if you’d be open to the idea of an occasional check-in, maybe every couple of months, or quarterly so I can keep learning from your experience”?
This keeps it professional, respects their time, and makes it easy for them to say yes.
Keep it easy for them
The easier you make it, the more likely they’ll say yes.
- Offer flexible times for catch-ups.
- Be clear about what you’d like help with – whether it’s reviewing a contract draft, talking through a site issue, or advice on moving into a PM role.
- Show appreciation, not entitlement.
Mentorship is a two-way street. When they give you their time, make it worth it by showing you’ve actually acted on their advice.
Maintain the relationship
Here’s how to make it last:
- Show up prepared: Always come with questions or updates, not just “So… how’s things?”
- Follow up: Send a short email afterward summarising what you’ve learnt and how you’ll apply it.
- Celebrate their wins: If they win an award or get promoted, acknowledge it. Even a simple LinkedIn post goes a long way.
- Offer something back: Even if you’re in a more junior role, you can still add value. Maybe you’ve found a new project management app, a contract drafting shortcut, or even industry insights from a recent event.
These small touches keep the relationship strong and mutually rewarding.
Build a ‘board’ of mentors
You don’t need just one mentor. In fact, it’s better if you don’t.
You might have:
- A Senior CA to help you with contract strategy.
- A PM to coach you on leadership and client management.
Different mentors bring different strengths, and together, they’ll give you a far more rounded perspective.
Know when to pivot
Not every mentorship will click. And that’s okay.
If it feels forced or you’re not getting value from it, thank them sincerely and move on. The right mentor will make you feel challenged, supported, and understood, not just like you’re ticking a box.
Final thoughts
Mentorship doesn’t have to be formal or intimidating. Most great mentors in construction are busy people who remember exactly what it was like to be in your shoes.
If you’re clear about what you want, respectful of their time, and willing to do the work, you’ll be surprised at how many people are happy to help. And over time, those mentors will become one of the most valuable assets in your career toolkit.
Handy checklist – How to ask someone to be your mentor
Download our handy, printable checklist below to help guide you!
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