The West Africa Centre for Crop Improvement (WACCI), University of Ghana, hosted a mentorship seminar aimed at deepening the understanding of formal and effective mentoring practices and to support the co-development of a framework for structured mentorship for students and staff at the Centre.
Some students and staff making contributions and suggestions at the seminar
Opening Remarks
In his opening remarks, WACCI’s Founding Director, Prof. Eric Danquah, reaffirmed the Centre’s long-standing commitment to mentorship, describing it as a core value. He noted that WACCI has made intentional efforts over the years to nurture the growth and development of both students and staff through mentorship. He emphasized that stakeholder engagement in the development of formal mentoring programs are innovations that his team is committed to. He encouraged participants to contribute and also make their views on mentoring needs of staff and students known for appropriate interventions.
Prof. Eric Danquah, Founding Director of WACCI, delivering the opening remarks at the mentorship seminar
Institutionalization and Development of Formal Mentoring Systems and Programmes
As part of the seminar, Dr. Clementine Odei, Head of Unit at the University of Ghana Medical School (UGMS) Clinic, presented on “Innovations in Mentorship: Institutionalization and Development of Formal Mentoring Programmes Locally and Globally.” Drawing on her research on mentorship within the University of Ghana, other public sectors and hospitals in Ghana, Dr. Odei introduced key concepts in mentorship and highlighted the mentoring needs of staff at the University of Ghana. She recommended innovative strategies that WACCI can adopt to establish and sustain structured mentoring systems.
Dr. Clementine Odei, Head of Unit at UGMS Clinic, presenting innovative strategies for developing formal mentoring programmes
Dr. Odei also highlighted the mutual benefits of mentorship for both mentees and mentors, noting that, “When mentoring is done properly, it helps the mentee grow, and for the mentor, it broadens their knowledge and perspective,” she explained.
She further noted that one effective way for African institutions like WACCI to address brain drain is by intentionally mentoring younger staff and faculty. Such efforts help uncover their potential and inspire them to remain and contribute meaningfully to national development. She also gave some examples of mentoring innovations that have been used to minimize attrition in the UGMS Clinic that can be adapted for other WACCI and other centers globally and locally.
Role of Leadership in the Development of Formal Mentoring Programmes
Also speaking at the seminar, Prof. Patrick Ayeh-Kumi, Former Provost of the College of Health Sciences, currently at the Department of Medical Microbiology at UGMS delivered a presentation on “The Role of Leadership in the Development of Formal Mentoring Programmes.” He underscored the importance of visionary leadership in setting the strategic direction and providing the institutional and financial support necessary for mentorship initiatives to thrive.
“Leadership plays a crucial role in establishing and sustaining formal mentoring programmes. Institutions like WACCI must prioritise mentorship as an innovation and integrate it into their long-term strategic plans,” he said.
Prof. Ayeh-Kumi also proposed measures to help WACCI embed mentoring as a sustainable institutional culture. A key recommendation was the need for the Centre to translate and extend mentorship support to local farmers to enhance their agricultural activities.
He shared the next steps for WACCI to develop a formal mentorship framework:
- Create a formal mentoring team/ committee together with PI, grand mentor, director, deputy director and other
- Develop an action plan
- Develop policies through stakeholder engagement
- Develop proposal for mentorship research
- Roll out first pilot
- Monitor and Evaluate
WACCI Staff and students at the workshop
