Why Goal-Setting Matters #
Goal-setting is the foundation of a meaningful mentoring relationship. Without it, conversations risk becoming unfocused or surface-level. With it, every meeting has purpose. Goals give both mentor and mentee a shared direction – something to work towards, reflect on, and celebrate progress against. They also help the mentee build a habit of intentional self-development, understanding not just what they want, but why they want it.
Many of the young people we support come from environments where career navigation feels uncertain or reactive. The mentoring space is a chance to slow that down, to think strategically, to design a path rather than fall into one.
The Role of Each Person #
Mentors are here to listen, challenge, and guide – not to set the goals for their mentees. They act as sounding boards, helping mentees break big ambitions into smaller, achievable steps.
Mentees take ownership. This isn’t about having everything figured out, but about being honest about where you are and where you’d like to be. Your mentor is there to help you shape the route between those two points.
What Makes a Good Mentoring Goal #
Good mentoring goals tend to be:
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Personal – rooted in your own story and stage of growth.
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Actionable – something you can do or influence directly.
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Measurable – not just “feel more confident”, but “lead a presentation, apply for an internship, or reach out to three people in the field”.
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Stretching, not overwhelming – ambitious enough to challenge, but realistic enough to build momentum.
They might relate to:
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Understanding different career paths or roles in the built environment.
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Building confidence in professional communication.
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Strengthening commercial awareness.
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Navigating identity and belonging at work.
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Developing time management or goal execution skills.
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Preparing for interviews, assessment centres, or new opportunities.
The S.M.A.R.T Framework #
To make goals stick, we use the S.M.A.R.T method – Specific, Measurable, Achievable, Relevant, and Time-bound.
| Element | Description | Example |
|---|---|---|
| Specific | Define what exactly you want to achieve. | “I want to improve how I describe my transferable skills when talking about my degree.” |
| Measurable | Identify how you’ll know you’ve made progress. | “I’ll practice articulating my story with my mentor and use feedback to refine my answer.” |
| Achievable | Ensure it’s realistic within the pilot. | “I’ll focus on one or two examples instead of trying to cover everything.” |
| Relevant | Link it to your broader development or career aspirations. | “This will help me prepare for upcoming interviews in the summer.” |
| Time-bound | Set a clear timeframe. | “I’ll complete a mock interview and review progress by Month 3.” |
Even one well-defined goal is more valuable than a vague list of aspirations. A mentoring relationship should leave you feeling moved forward, however small the step.
The Three-Tier Goal Model #
We encourage mentees to think about goals in three layers. This helps mentors guide the conversation without rushing to action too early.
| Tier | Focus | Example |
|---|---|---|
| Foundation Goal | Builds self-awareness or understanding. | “I want to understand what different roles in the built environment sector involve.” |
| Growth Goal | Builds confidence or skill. | “I want to feel confident networking with professionals or peers.” |
| Action Goal | Leads to a tangible outcome. | “I want to apply to one summer internship or attend a careers event before the end of the programme.” |
Mentors can help mentees choose one from each tier or focus on whichever feels most urgent.
Turning Goals into a Plan #
Once goals are agreed, take some time to discuss how you’ll work towards them.
Mentors can guide with questions like:
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What’s the first small action you could take?
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Who or what could support you with this?
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What barriers might get in the way, and how can you plan for them?
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How will we know when you’ve achieved this goal?
Write the goals down — mentees can use a simple template provided in the Check-ins & Progress section. Each month, reflect on what’s shifted, what’s been learned, and what still feels challenging.
Celebrating Progress #
Progress doesn’t always look like a job offer, sometimes it’s confidently speaking up in a group setting, attending an event on your own, or simply believing that you belong in the conversation. These moments matter – they’re signs of growth and should be acknowledged.
At the end of the programme, you’ll reflect together on what’s changed, and what comes next, whether that’s continuing informally, joining our alumni network, or setting new goals beyond the programme.
