Insights and inspiration for project professionals

In today’s fast-moving professional world, mentorship is more than guidance — it’s a bridge between potential and performance, between curiosity and confidence. At PMI Belgium, that bridge is being rebuilt stronger than ever, thanks to the vision and drive of Maria Rôbè, the Chapter’s Mentoring Program Lead.

In this conversation, Maria shares how the program evolved from an idea into a thriving platform where mentors and mentees co-create value. From starting with “no playbook” to building a culture rooted in trust, ethics, and quality, her journey is an inspiring blueprint for anyone who believes that the best way to grow is to grow together.

The Origins of the Program

Could you tell us about your background and your connection to the PMI Belgium Chapter?

I’m an engineer by trade. Early in my career, living that build–test–learn rhythm, I realized the bigger bug wasn’t in the code: it was in the conversation. Business and tech were speaking past each other. Over time, I found my strength: building the bridge between business intent and technical reality so teams can co-create real outcomes.

Some of my best lessons came from my parents’ small business: integrity is non-negotiable, customers are partners, and you deliver on what you promise. Those values still shape how I lead — people first, clarity over noise, and quality without shortcuts.

Volunteering has always been in my DNA, so joining the PMI Belgium Chapter felt natural. Being part of this community is more than an affiliation — it’s a responsibility to give back and raise the bar for our profession. When I stepped into my current role, there was no playbook for the mentoring program. No assets. No lessons learned. So we built it from scratch, thoughtfully and fast. Because mentorship, to me, is how we pass on language, ethics, and confidence between business and technology. That’s my “why.”

What motivated you to restart the Mentoring Program?

It wasn’t “just another project.” It was a promise I wished I’d had early in my career. I kept meeting brilliant people: career switchers, first-time PMs, and even seasoned leads, who didn’t need more theory; they needed a safe space, a shared language, and someone just a few steps ahead to walk with them.

At the same time, many senior professionals wanted to give back but lacked a simple, ethical structure to do it. Restarting the program, together with Paolo Alagna, our Director of Professional Development, was a way to turn goodwill into a system. We wanted to reduce “luck” as a career strategy and create durable assets (a handbook, a code of conduct, tools) and, most importantly, a culture where mentors grow as leaders and mentees accelerate with confidence.

Building the Foundation

Where did you start?

We began with a simple question: what promise are we making to our members, and what must be true to keep it? From that came our non-negotiables: simplicity, ethics, GDPR compliance, inclusivity, and alignment with PMI standards.

Then we built the backbone before the buzz: a clear handbook, a code of conduct, a mentoring agreement, and a matching process grounded in mentee goals and mentor strengths. With Paolo’s guidance, we recruited mentors deliberately: not just by title, but by mindset, coaching skills, and willingness to give back.

The plan is fixed, but the approach stays agile. We capture lessons learned, iterate on communication and matching, and improve the experience without moving the milestones. Listen first, set the guardrails, recruit the right mentors, and deliver a program people can actually use.

What made the biggest difference in the relaunch?

Two things stand out:

• Early sponsorship and collaboration. We aligned with leadership (Professional Development, Marketing & Communication) right away. That created shared ownership and cleared blockers so we could build quickly and well.
• Quality over quantity. We kept the first cohort intentionally small. Matching was driven by mentee goals, not “first come, first served.” Fewer, stronger pairings deliver better outcomes — and let us learn and iterate without losing trust.

From Project to Culture

What has been the most rewarding moment so far?

Seeing the shift from “a project to deliver” to “a culture we’re building.” You could feel it when mentors introduced themselves — the tone wasn’t about titles, but about service. That quiet shift, from curiosity to commitment, told us we were on the right path. We’re not just pairing people; we’re cultivating a community of leaders who co-create, lift others, and leave the profession better than they found it.

What makes PMI Belgium’s program stand out?

I wouldn’t say we’re unique by features; our neighbors run excellent programs. Where we stand apart is in how we show up. We start small, earn trust, and make confidentiality and quality non-negotiable.

The value is in the conversations. Mentees gain clarity and momentum. Mentors sharpen their leadership skills and discover new perspectives. And the Chapter grows a culture of stewardship.

We’re also practical. We’re rooted in Belgium but globally minded. We run the program in English now, but we’re building toward Dutch and French so people can learn in the language they work in. And we invest in the craft of mentoring, lightweight toolkits, peer exchange, and reflection, so mentors grow too.

Looking Ahead

What’s next for the program?

We’ll keep doing what works: high-quality matching, human connections, and continuous improvement. And we’ll expand access: multilingual sessions (EN/FR/NL), mentor toolkits, and eventually an alumni network so mentees can grow into mentors.

Our goal isn’t to grow fast; it’s to grow well. One excellent cohort at a time, until the PMI Belgium Mentorship Program is the most trusted reference in the country.

Advice for Future Mentors and Mentees

What advice would you give to someone unsure about joining?

Start small. If you’re a mentee, you don’t need perfect clarity — just curiosity and effort. If you’re a mentor, you don’t need to be “finished” to be useful. Bring your listening, your scars, your standards.

Give it two conversations. If you walk away with more clarity, more language, and one action you’re proud of, the program is working.

 

Paolo Alagna
Director of Professional Development, PMI Belgium