Mentorship Program | NIGP

NIGP Mentorship Program

NIGP's Mentoring Program

NIGP’s Mentorship Program includes traditional one-to-one mentoring and informal peer-to-peer mentoring, giving you the choice of a series of structured sessions or informal one-off sessions. To participate, email mentorship@nigp.org and ask to join the mentorship program. To join as a mentor, you must be an NIGP member. Mentee slots are open to NIGP members and non-members that are in the procurement profession, and college students interested in the procurement profession. We’ll enter your name and email address in the mentorship platform and send you a registration link. Registering takes about 20 minutes. You’ll choose your role (mentor, mentee, or both), areas of expertise and your goals. The platform will walk you through the process, and using its algorithm, show you who might be your best matches based on your expertise/goals. 

Interested in Participating?

Contact mentorship@nigp.org

Reach out Today

NIGP Mentorship LinkedIn Group

This private LinkedIn Group is for registered NIGP Mentorship Program participants to receive weekly inspiration and mentorship tips. If you’re not a registered participant, and would like to be, please email mentorship@nigp.org. If you are a registered participant and would like to join the LinkedIn Group, click the button below.

Request to Join

NIGP Mentorship Facebook Group

This Facebook Group is closed to general Facebook users, membership requests are approved by the Mentorship Committee. 

Worry not, authentic join requests are processed quickly.

Visit

Benefits of Mentorship

For Mentees

Career Development

  • Access to knowledge, skills, and experiences that accelerate learning and career growth.
  • Guidance on setting goals, navigating challenges, and identifying opportunities.

Confidence and Empowerment

  • Increased self-assurance from receiving support and constructive feedback.
  • Encouragement to take on new responsibilities or pursue leadership roles.

Networking Opportunities

  • Connections to new people and professional communities.
  • Exposure to perspectives beyond the mentee's immediate circle.

For Mentors

Leadership Development

  • Enhanced coaching, communication, and listening skills.
  • Opportunities to reflect on one’s own experiences and leadership approach.

Personal Fulfillment

  • Satisfaction from contributing to someone else’s success.
  • Re-energizing by engaging with fresh perspectives and enthusiasm.

Legacy Building

  • A chance to shape the future of the organization or profession.
  • Creating continuity by passing on institutional knowledge and values.

For the Entity

Improved Retention and Engagement

■ Employees who are mentored are more likely to feel valued and stay with the organization.

■ Increased morale and loyalty across all levels.

Stronger Talent Pipeline

■ A structured way to develop internal talent for leadership and hard-to-fill roles.

■ Accelerates readiness of employees for new responsibilities.

Knowledge Transfer and Succession Planning

■ Preserves institutional knowledge and ensures it’s shared.

■ Eases transitions when key personnel leave or retire.

Collaborative Culture

■ Fosters a culture of learning, trust, and interdepartmental collaboration.