On the shortlist: Olga Poletaeva

Olga has been shortlisted for WIBF’s Mentor of the Year Award in recognition of her unwavering commitment to career development and inclusion. She has supported individuals at every stage of their journey — from apprentices and graduates to experienced colleagues seeking new directions — tailoring her approach to each mentee’s unique needs. Whether through CV and interview preparation, encouraging participation in hackathons, or coaching on personal brand and influencing, Olga’s guidance has directly led to new roles, promotions, and successful navigation of organisational change.

Her impact is tangible: from helping an apprentice secure a permanent role through targeted coaching and introductions, to designing a structured development plan for a colleague that supported them through a challenging restructure. Beyond the workplace, Olga is also a sought-after informal coach, offering advice that has empowered friends and peers alike. For Olga, mentoring isn’t an obligation — it’s a genuine passion.

We asked her a few questions to find out more…

You’ve mentored people at many different stages — from apprentices to experienced colleagues. What do you enjoy most about working with such a wide range of mentees?

What I enjoy most is the variety of perspectives and needs that come with mentoring people at different stages of their careers. An apprentice might need guidance on foundational skills, while a more experienced colleague could be navigating leadership challenges – yet there are often shared themes that connect them. This mix allows me to sharpen my active listening and problem-solving skills, while also drawing on my experience to offer practical tactics that have worked for others. It’s personally enriching too – hearing people speak about their aspirations often inspires me to pause and reflect on my own career journey.

Your nomination highlights how you tailor your support – whether it’s CV prep, shadowing opportunities, or building confidence in personal brand. Why do you think a personalised approach is so effective in mentoring?

I’ve always believed that “one size fits all” rarely works, especially when it comes to mentoring. While established tools and frameworks are incredibly useful, they’re not meant to be followed rigidly. They provide structure, but it’s the individual’s needs that should guide how we use them. Some people benefit from working through every step, while others need just a few tailored elements. By taking the time to understand what someone truly needs, I can draw on the framework in a way that’s relevant and meaningful to them. That’s where the real impact happens – when support feels personal, not prescriptive.

You’ve helped mentees navigate big transitions, from promotions to restructures. What’s your approach to supporting someone through moments of uncertainty or change?

Change and uncertainty can be deeply unsettling, and my first instinct used to be to jump straight into problem-solving mode. But mentoring has taught me that simply asking how someone is feeling, and truly listening is often the most powerful first step. From there, I lean into what helps me personally during uncertain times: taking a few deep breaths to reset and refocus, identifying what’s within your control, and writing it down. It’s easy to get overwhelmed by everything that feels daunting and out of reach, but focusing on what you can influence is grounding and empowering. That shift in perspective can make even the most challenging transitions feel more manageable.

Outside work, you’ve also been asked to mentor and coach – from friends to wider networks. What does that say to you about the role of mentoring beyond formal programmes?

Formal mentoring programmes are incredibly valuable — they can accelerate careers, build practical skills, and support specific development goals. But not everyone has access to these networks, especially early in their career or in organisations where mentoring isn’t embedded. And not everyone needs a structured, long-term mentoring relationship to benefit. Sometimes, a single conversation that offers a fresh perspective or helps someone work through a challenge can make all the difference.

That’s why I believe in the power of informal mentoring – in everyday moments where we choose to listen, reflect, and explore ideas together. If more of us adopt a mentor mindset, we’ll spot those opportunities more often, whether it’s a friend, a colleague, or someone in our wider network. I would encourage people to do both: reach out for help, and offer it when you can. Your story, your perspective, your challenges – they might be exactly what someone else needs to hear. It’s not about being an expert – it’s about being present and open to shared discovery.

You’re also committed to your own growth, working with a mentor yourself. How has being mentored influenced the way you show up as a mentor for others?

Being mentored has helped me grow both personally and professionally and it’s also shaped how I show up as a mentor. No matter how intentional we are, habits form, and working with a mentor gives me a mirror to reflect on my own approach. I notice things I might not do, pick up techniques for guiding conversations, and explore new ways to support different development goals.

There’s only so much you can learn from articles or books – I’m a firm believer in learning through experience. Being a mentee brings me back to what it feels like to be uncertain, vulnerable, or unsure how to move forward. It also reminds me how valuable it is to hear something you might not be ready to accept, but need to. That experience keeps me grounded and reinforces that mentoring is less about solutions, and more about creating space for exploration.

What would you say to someone who’s never mentored before but might be considering it? Why should they take that step?

For a long time, I thought you needed years of experience to “earn the right” to mentor others. But the truth is, your unique journey – your life and career so far – is already enough to help someone else through a conversation.

What’s often overlooked is how much you gain from mentoring others. It challenges you to articulate your thinking, stay curious, and adapt your perspective. You’re not just offering support – you’re learning to ask better questions, to listen more deeply, and to see familiar situations through someone else’s lens.

Yes, it might feel uncomfortable at first. Speaking up, sharing your perspective, trusting your voice – those things take courage. But once you take that first step, it becomes a reinforcing loop. You build confidence, express yourself more freely, and get inspired by the stories you hear.

And if you’ve been thinking about it, that’s already a sign – it means you have the desire to share, and the capacity to support someone else. That’s what makes a great mentor. You don’t need to have all the answers – just the willingness to show up, listen, and learn together.