Founder of Precepts & Mentors, Onaivi Dania, is a mentoring strategist and corporate training facilitator with deep expertise in Information Technology, Data Analytics, Business Intelligence, and Human Capital Development.
In this interview, he speaks on the power of mentoring, the impact of his “Teachers as Mentors” programme across Africa, and how structured guidance can transform not just careers but entire communities. He al9dtso discusses how mentoring is evolving in a digital-first world and how young professionals can be better prepared for the workplace. Excerpts:
How do you see the role of mentoring changing in a digital-first world?
Mentoring has become more flexible and accessible in a digital-first world. You no longer have to be in the same city—or even the same time zone—as your mentor. That opens up huge opportunities for cross-border learning and exposure.
At the same time, digital tools now allow us to track progress, have more consistent check-ins, and offer resources in real time. But here’s the shift: mentoring today is beyond mere career advice, it’s about helping people adapt, stay relevant and grow in fast-changing industries. So, mentors also need to keep learning. The digital age demands it.
Why do you think mentoring remains underutilised in many African schools and workplaces?
I think many institutions still see mentoring as optional rather than essential. In schools, the focus is often on passing exams, not shaping the whole person. In the workplace, many leaders are stretched and don’t always create time to invest in younger talent.
There’s also a mindset issue, people believe you must reach a certain level before you can mentor, forgetting that everyone has something to give. Lastly, we lack structured mentoring systems. It’s often informal, which means some people get mentored by chance, not by design. But when mentoring is intentional, the results speak for themselves.
How has your mentoring work shaped the careers of high school teachers and students across Africa?
People often confuse teaching with mentorship, so via an intervention program I termed “Teachers as Mentors”, I was able to reveal mentorship as a strategic tool for building developmental relationships and enabling career transformation with their students.
I have been able to show the teachers the 3 categories of mentorship, 8 formats of mentoring, the classes and styles of mentors, and how they can leverage mentorship in guiding their students to high performance, not only in the school environment but also in getting them prepared for life after school.
What inspired the creation of the “Teachers as Mentors” programme, and how has it evolved since?
I started a program called “The Mentorship Masterclass” that I hosted in different African cities. So, a client of mine who has a school in the Republic of Benin wanted me to facilitate a training for her staff. She wanted the content to be centred around mentorship. I figured it would be a great precedent for other Teachers as Mentors programs afterwards.
During one of our sessions, I realised the important roles teachers play in the development of their students, I figured that if we could create a framework where these teachers can develop their capacity to unearth greatness from their students, it would go a long way in making our society a better place to live in.
What are the biggest misconceptions young people have about entrepreneurship, in your experience?
One big misconception is that entrepreneurship is a quick way to make money or gain fame. A lot of young people see the highlights on social media, such as office tours, success stories, funding announcements and so on.
What they don’t see is the many sleepless nights they put in their work behind the scenes, the rejections or even the failed ideas that came before the wins. Another misconception is that once you have a good idea, things will just take off. In reality, execution is everything. You need structure, obsession and staying power. Entrepreneurship is rewarding, yes- but it’s also a long game. You grow into it, make mistakes, iterate, and the process will stretch you.
What practical skills do your programmes aim to develop in young professionals?
Our programmes focus on three core areas: workplace readiness, leadership, and digital fluency. We facilitate practical skills like business communication, data analysis, critical thinking, business presentations, customer service, financial modelling and so on.
We also train them to work in teams, handle feedback, and lead projects, skills that are often expected but not formally taught. On the digital side, we introduce tools like Excel, Power BI, leveraging Artificial Intelligence and business presentation platforms like Gamma and Prezi. The goal is to help young professionals walk into any office and hit the ground running, not just academically smart, but workplace smart.
Can you share an example of a transformative story from one of your mentoring sessions?
There are many cases we have of people who had no clarity in their career or business pursuits, and after our mentoring program, we noticed a significant change. One of such candidates wanted to start and launch his consulting outfit, and we were able to assess his then-current state, clarify what his future state was and then we mapped out a course of action which he dutifully followed.
Right now, that very individual is doing so well and raking in good figures (money) every single month in his consulting practice. Now, imagine if that person had decided to figure out his path on his own without proper guidance. It would have been a disaster.
How do you engage stakeholders in multiple cities and countries to maintain consistency in your programmes?
First, we focus on building strong local partnerships. Whether it’s in Nigeria, Ghana, Tanzania or elsewhere, we work with people on the ground who understand the context. That helps us adapt our delivery while keeping the core message intact. Second, we invest in detailed planning.
Every programme, whether virtual or in-person, follows a clear framework. We also train our facilitators and mentors to deliver with both heart and structure. Lastly, technology helps us stay connected, track progress, and get real-time feedback. So, while the audience may differ, our values and outcomes remain consistent.
How do you support civil society organisations in executing mentoring-related projects?
We usually start by listening and understanding their goals, their community, and what success looks like for them. From there, we co-create programmes that fit their context, whether it’s youth empowerment, leadership development, or capacity building.
We offer curriculum design, train their mentors, and provide the tools they need to track impact. We’ve supported CSOs working in girl-child education, women’s health and human rights activism. The goal is to equip them with more than a programme. We give them a mentoring framework they can sustain long after the project ends.
