Lately, I've been providing Mentor Training for a few organizations whose mentors are just beginning their commitments. In providing this training, I find out from the program staff what important aspects of mentor training are most important to cover (and how much time I have!). The Mentoring Institute has offered this training to a number of agencies over the years and we believe we have a solid foundation that can apply to any kind of mentoring program whether the minimum commitment is for two years or three months. (Usually when the mentoring relationship is less than a school or calendar year, I encourage programs to call their volunteers something else, like coaches or apprentice mentors - the shorter time period can dilute the definition of mentoring that we advocate when it comes to formal programs for youth.) So, what's important? Here's a selection of what we believe needs to be included:
- Mentoring Basics - defining mentoring, having participants reflect on their own mentoring relationships, outlining the potential impacts, and giving a theoretical framework
- Youth Development and Cultural Considerations - explaining the Search Institute's 41 Developmental Assets and how mentoring can positively impact them, listing (and personally remembering!) the stages of adolescence, and considering a few important cultural competencies and, again, how them might affect a mentoring relationship
- Key Skills for Mentoring - explaining and practicing realistic expectations, setting limits and boundaries, active listening, and motivation
- Roles & Responsibilities - provided specifically by the host program so that mentors clearly understand their own boundaries and what they're supposed to do and what can get them terminated from the program
- Establishing communication and meeting habits ("Your mentee is not returning your telephone calls/responding to emails or voice mails or texts")
- Working through a difficult situation that involves significantly more trust in the mentor to reveal what is really happening with the mentee ("Your mentee started to open up about what's going on at home/at school/with friends" or "Your mentee is saying that everything is fine, but you're not sure/hearing from program staff it's not/suspicious that there is something really bothering him or her")
The First Exposures program in San Francisco (where I was a mentor back in my early 20's) invites me in halfway through the year to review photographs and writings from the students. All mentors in attendance get to contribute their thoughts and observations to arrive at solutions to obstacles a particular mentor is facing or perhaps just to positively reinforce the work they've done together.
What do you consider important in mentor training?
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