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AFPMHV Mentoring Program

PROFESSIONAL MENTORING PROGRAM

Mentoring - It Makes a Difference

AFP Mid Hudson Valley Chapter, is proud to provide one-to-one mentoring that helps ensure that all non-profit organizations have the best professional fundraisers!  The Mentor program, a member’s only benefit, is one of the best tools we know of to strengthen and develop the fundraising profession.

Mentors are senior fundraising professionals who volunteer their time. They commit to approximately one hour per month to coach and guide their Mentees, assisting with specific fundraising and career development issues.

Both Mentors and Mentees represent a wide range of experiences, organization types and budget sizes.

Goals

  1. To strengthen the skills of the Mentee and support professional and career development by identifying and working on specific areas of her or his skills
  2. To enhance the professional abilities of the Mentors through their efforts in guiding, sharing and coaching
  3. To foster Collegial relationships
  4. To provide all fundraising/development professionals with the opportunity to expand their skill set to new areas of development and leadership

Roles and Responsibilities – Mentors

  • Have a minimum of five years fundraising/development experience
  • Make the program a priority for the year you have agreed to participate
  • Commit to one hour  per month for one year (on average/estimate - it could be more or less depending on need and schedules)
  • Soon after learning who your mentee is, contact your mentee to introduce yourself and welcome him or her to the program. This will begin building the relationship critical to a good mentoring experience
  • Establish agreed upon goals
  • Establish regular monthly meetings with mentee via in person, phone or email
  •  To the extent possible be flexible in working with your mentee, respecting their style, demands on their time and current level of skill and development
  • Your advice and guidance may be needed more during a month - try to be flexible to the extent possible
  • Recognize and reinforce that your mentee is a professional whose primary responsibility is to the organization for which he/she works, specifically to effectively meet the responsibilities of his/her job
  • Understand, and if necessary, convey to your mentee(s) that as a mentor, you are not a consultant, nor an ad hoc staff person for the mentee’s organization
  • Enhance the professional development of your mentee(s) through encouragement, coaching and guidance
  • Final survey at end of mentoring session
  • Quarterly communication  with all mentors to talk about progress and any problems, concerns etc

Responsibilities of Mentees

  • Make the mentoring program a priority
  • Be flexible in working with your mentor
  • Be on time for meetings, phone calls etc. or call to let know of any change in  plans
  • Be respectful of Mentor’s time
  • Utilize what you are learning, if possible
  • Be a partner in the mentoring process- a mentor can recommend, guide, direct but it is up to each mentee to  do the work
  • A Mentor also learns from each Mentee

 

For more information contact co-chairs Judith Perrin at judithperrincfre@gmail.com  or Serena Marrero at serenamarrero7@gmail.com