Mentoring Program

The Community Development Mentoring program (a strategy of the Alliance)

Mentoring Program Goals:

To have more people of color in Community Development leadership positions; and to position mid to senior level community development professionals of color for advancement into leadership opportunities.

Program Objectives

To prepare 7-10 professionals of color (mentees) for advancement into leadership positions within the community development field;
To prepare 7-10 experienced community development practitioners (mentors) through training and support, to cultivate trusting, respectful relationships with less experienced practitioners;
To build networks and strengthen relationships among community development practitioners; and
To instill a mentoring culture within the community development field.

Participant criteria Mentees: Professionals of color working in the community development field at mid and senior level positions or serving as board members in community development organizations who meet the program’s criteria.Mentors: Senior level staff, executive directors or members of the board leadership of community development organizations who meet the program’s criteria.

Outcomes

Short-term: increasing the skills, knowledge, access to resources and access to networks of people of color; creating opportunities for learning between mentors and mentees and among the network of participants; building trusting relationships between and among community development practitioners

Long-term: increasing the number of people of color in leadership positions within the community development field; creating learning cultures within organizations; improving retention; increasing organization’s ability to attract talented individuals from all backgrounds; developing leaders within organizations; increasing productivity; helping people to do their jobs better

Recruitment

Participants are recruited from community development organizations throughout Massachusetts. Outreach includes using the following methods: Email, posted flyers, websites, referrals from The Alliance, volunteer recruiters, word of mouth.

Assessment/Screening

Participants will be assessed and screened through an application process. Candidates will be expected to meet the following threshold criteria: · Mentees - are persons of color; have worked in the community development field for a minimum of two years; are in mid- or senior level positions, or on the board; are interested in advancing their career within the community development field; have support from their supervisor and executive director or from the board president (?); are willing to make the time to develop a mentoring relationship;· Mentors - have worked in the community development field for a minimum of three years; are in senior or executive level positions, or on the board in a leadership position; have knowledge, resources and networks; have support from their supervisor and executive director or from the board president (?); are willing to make the time to develop a mentoring relationship;

Training/coaching

All mentors and mentees will be required to participate in a 2-3 hour orientation. Training will include the role of a mentor and mentee, building a relationship, stages of a relationship, communication skills, diversity issues, racism within community development, and setting goals. Coaching will be provided to both mentors and mentees by the program coordinator. Participants will also be encouraged to attend periodic training and networking opportunities.

Matching/matching process

Matching will be participant-initiated, facilitated by the program coordinator. Participants will have the opportunity to review mentor/mentee individual profiles and applications. They will meet and interact through the orientation and training/networking events. Matching will occur naturally, over the course of several meetings. Participants will be asked to make up to three choices for potential mentors/mentees. The program will seek to match at least ten pairs. Non-matched participants will be encouraged to participate in networking/training events.

Mentoring process

Mentoring pairs will be asked to meet face-to-face or to connect via phone or email at least once per month. Pairs will be asked to develop specific goals/outcomes and to make a one year commitment.

Relationship closure

Mentors and mentees will be asked to assess their successes, learnings and challenges at the end of one year. This will mark the end of their mentoring relationship. If both partners choose, they will have the option of continuing their relationship either informally or as part of the mentoring program.

Networking Opportunities

The mentoring networking opportunities will engage the mentors and mentees in conversations on community development and provide relationship and career building activities. These activities will be offered quarterly and be open to the community development field.Recognition- Mentors and mentees will be recognized at an annual event. Organizations will be encouraged to acknowledge individuals participating in mentoring and specific accomplishments as a result of mentoring in employee performance evaluations. Organizations will also be encouraged to recognize participants in company newsletters, reports, meetings, etc. Program Staffing and Structure The CDMP is managed by a volunteer working committee and supported by an Advisory Team. The committee is comprised of Alliance members, representing diverse organizations in the community development field, and Mentoring program participants. Shirronda Almeida, Director of Membership staffs the program for MACDC.