AFP Las Vegas Chapter Mentor Program
WHAT IS MENTORING?
Mentoring may range from answering questions related to fundraising and how to get started in fundraising, to reviewing work portfolios, to counsel on donor / board relationships, to helping a protégé / mentees find work. In such a relationship, the beginning fundraiser gains knowledge and expertise, but must also seek more training and work on his or her own.
A mentor is an individual, usually older, always more experienced, who helps and guides another individual's development. S/he
- Serves as a role model
- Provides support, encouragement, and positive perspectives
- Serves as a resource person and confidant wshen personal, job, and educational problems occur
- Recommends ways for the protégé / mentee to develop specific job skills, effective behavior, and how to function in their respective work environment(s)
- Acts as a source of information regarding careers and career development techniques in general; assists the protégé /mentee in planning a career path
- Gives feedback on observed behavior and reported performance
- Establisshes and maintains ongoing contact with protégé / mentee at agreed upon intervals to discuss their progress and elicit feedback as needed to ensure success
- Seeks information and assistance to resolve questions or problems
- Maintains a journal of mentor activities to record mentor experiences and periodically shares this information with the AFP mentor contact / coordinator
- Agrees to a no-fault conclusion of the mentoring relationship when (for any reason) the time is right
- Dana Earhart Litif is the Las Vegas AFP Chapter Mentor Concierge. She will shelp connect mentees with an appropriate mentor. Contact her at email@example.com.
- You should know that the Alan and the Senior Professionals Group of the LV AFP Chapter have designated and vetted a handful of seniors who agree to serve as mentors;
- Dana serves as a broker. She cooperates in the matchmaking based on probable successful match of professional and personal relationship dynamics.
- Both mentor and mentee must agree on the assignment
- Once contacts are establisshed, Coordinator will withdraw and leave the rest to the two principals, inviting each to contact her and let her know how the relationship is progressing; in the absence of such contact, she should initiate a call to determine what's working, what isn't, and whether a new mentor assignment is advisable.
- Additional or ongoing training needs must be met in some other way.