NADE Mentoring Program

The most important role a mentor plays is the role model. The mentor is the person who will demonstrate and embody the professional and ethical behavior expected of the member.

Another expected role of the mentor is that of coach. At the most basic level, a coach demonstrates how a task, activity, or function is performed. As a coach, the mentor introduces the member to the realities of Board life and responsibilities. Mentors often find themselves “cheerleading” and giving periodic “pep talks” when the member is feeling overwhelmed and frustrated.

As the mentoring relationship grows, the role of counselor may evolve. The best mentors are able to accept the beliefs and opinions of their mentees without imposing their own on them. In this role, the mentor will not tell the member what to do. The mentor helps the mentee look at issues from all perspectives, consider all possible options, and then allows the mentee to decide which is correct. The counseling role also helps the mentee learn from the consequences of decision-making. In the counselor role, the mentor must be very careful and aware of when to refer the mentee to others for advice.

Mentees need a good deal of attention. They are often hesitant to make decisions. As a confidence builder, mentors work hard to help the mentee build confidence and independence so that the mentee will accept decision-making and independence as a natural part of their role in the organization.

Mentoring requires frequent, regular contact between the mentor and member. A member should select a mentor who is willing to be generous with their time and devote time for discussion/meetings.

Generally, mentors are already established in their profession. In their role as mentor, they can provide members with insight and guidance that will influence their development.

A good mentor knows the structure, mission and the goals of the organization. Through the mentor’s communication channels (formal/informal), he/she can suggest developmental activities based on important organizational initiatives and provide excellent networking opportunities.

Mentors should establish a close working relationship with the person he/she is mentoring. A mentor should enjoy working with people, have a good attitude, have an open mind and be willing to listen to the point of view of the person he/she is mentoring.

Mentors should not be bound by the traditional way of doing things in the organization. A mentor should be willing to help the person he/she is mentoring look for new ideas and inspire him/her to be creative and innovative.

A mentor should be secure in his or her own competence and willing to share personal professional experiences relevant to the needs of the member. He/she should be honest in describing both successes and mistakes.

A good mentor will allow the member to experience new challenging activities, risks, and possible failures. Mentors provide support whenever needed.

Mentors could currently hold or have held any of the below positions. When expressing your interest in becoming a mentor, please inform the CCP Chair of the positions you have held or currently hold so that you can be matched with the appropriate mentee.

Friend
Coach
Motivator
Companion
Supporter
Advisor
Advocate
Role Model

An ATM
Social worker
Parent
Cool peer
Nag
Parole officer
Savior
Babysitter

Before searching for a mentor, do a self-assessment. What skills do you need to get where you want to go? Which ones should you tune up? Are you aiming for something that can be done in six months or two years? Identify your goal(s). Know where you have been and where you want to go.

Do some preparation work before approaching a prospective mentor. Prepare an agenda that is tied to your goals. If you settle for incidental advice and don’t relate your overall objectives, you won’t get much out of your discussions with your mentor. Make sure you know when it is a good time to approach/talk to your mentor. Everyone has a job to do and you should be considerate of your mentor’s time.

Have a good attitude.
Demonstrate that you are willing to learn.
Be someone who can be effective. Get things accomplished.
Always go one step further. Do more than you are asked to do.
Be a leader in your local chapter.
Develop a network of contacts.
Dress for success.

A good mentee will become knowledgeable about the structure, mission and the goals of the organization. Keep an open line of communication (formal/informal) with your mentor. He/she can suggest developmental activities based on important organizational initiatives and provide excellent networking opportunities.

You should establish a close working relationship with your mentor. You should have an open mind and be willing to listen to your mentor’s point of view.

You should be honest and open to constructive criticism. A good mentor will help you identify your strengths and weaknesses. Your mentor will provide you with insight and will help guide your development.

As a mentee, your mentor will allow you to experience new challenging activities, risks, and possible failures. Your mentor will provide support whenever needed.

If a mentee is having problems with accessing or communicating with his/her mentor, the mentee would need to notify the Program Coordinator (Past President) about his/her concerns. The Program Coordinator would be responsible for handling this matter with the mentor and if necessary, re-assigning the mentee with a new mentor.

If the mentor feels he/she can not meet the requirements of being a mentor, it is essential the mentor contact the Program Coordinator immediately so his/her mentee can be re-assigned.
 
It is our hope that all participants will be satisfied with this NADE Mentoring Program. If there are any concerns, please do not hesitate to inform the Program Coordinator.