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About Facilitated Mentoring
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What is a facilitated mentoring program? Why would we want to start a program? Is a facilitated mentoring program expensive to run?
While mentoring has different meanings to each person, most agree that it is an interactive process in which two individuals of differing levels of experience and expertise are paired for the agreed upon goal of having the lesser skilled person (mentee) grow and develop specific competencies through their interaction with the more experienced or skilled person (mentor). Mentoring relationships are dynamic, reciprocal, personal relationships in which the more experienced person acts as a guide, role model, teacher and sponsor of a less experienced person. That said, the most beneficial mentoring relationship is one that has the potential for win-win outcomes for mentors, mentees and the organizations and communities they serve. The program design provided here is for the development of "mentee-driven" relationships, in which the mentee has the responsibility to ask for the help they need and establish their own goals - in essence they are driving the agenda.
A facilitated mentoring program is one in which a lead organization acts as facilitator in the mentor-mentee matchmaking process. They help participants find an appropriate mentor or mentee, give each pair resources to make the most of their partnership, and provide ongoing support for the project period. Each pair is free to identify and work toward their goals in the method most appropriate for them. The mentoring relationship developed through this kind of program is not a full time job, but rather one in which the partners meet on a regular basis for discussion, attending events, or engaging in other supportive professional activities. How they choose to work together is up to them. In short, the program described in this web-based tool kit is designed to create opportunities for mentees and mentors to develop mutually beneficial, one-to-one professional relationships that allow both parties to learn from each other, grow professionally, and do their jobs all at the same time. It depends on how you choose to develop your program. An inclusive program for the arts community could include all and any of the following:
There are several reasons why an organization might want to start a mentoring program. For example: Studies have shown that people who are mentored perform better, have more confidence in the workplace and are more likely to act as mentors themselves down the road. Young people who are starting their careers as nonprofit arts professionals benefit from the wisdom and experience of a seasoned leader who can "show them the ropes" and act as a confidant. Established professionals have the opportunity to give back to those coming up, sharing their expertise and experience, while having a direct impact on future leaders. Participants in the IAA program have said:
- Mentee
Given the research and evidence that the field will be experiencing a great deal of change as Baby Boomers move towards retirement, there is reason to be concerned that they will take with them a great deal of valuable knowledge and insight. Finding a meaningful way to help them share their experience with the next generation of arts leaders is therefore not only wise, but very timely.
Mentoring has the potential to build leadership throughout the field, thereby strengthening arts organizations and improving their capacity to serve their communities. Mentees can gain greater professional confidence and competency, career satisfaction, decreased job stress and are more likely to remain committed to an organization; an important aspect of an organization's employee retention efforts. Mentors have the internal satisfaction of giving back, career and professional rejuvenation, recognition for developing talent and the pleasure of knowing that he or she is helping to shape future generations. - Mentor
Facilitated mentoring is one of the more low tech and thus low budget ways to provide an invaluable service to your community. The costs incurred are primarily for the time required by the staff person (or persons) charged with running the program, and modest marketing and meeting costs. Travel, phone and other costs incurred by program participants are generally the responsibility of each participant and/or their organizations. Participation is usually voluntary, and the rewards are intrinsic. First it is strongly recommended that you begin by doing your own research on mentoring programs (if you have not done so already). There is quite a bit of information available on the internet to help you understand the range of programs available and uses for these programs in different settings. The "Resources" section has several links to websites and other reference materials that will help you learn more. The "Mentoring Overview" page has plenty of information as well. Once you have done some research to understand what mentoring is and how it can be used to help you achieve your goals, go to the "Getting Started" page for assistance with next steps.
Illinois Arts Alliance/Foundation |
