Michelle Runge, CAE
Michelle Runge, CAE, is director of chapter relations, mid-Atlantic region, at the American Inns of Court Foundation in Alexandria, Virginia.
Mentoring for the Modern Age
As many aspects of the association industry change, so does the traditional one-on-one mentoring model that many organizations have relied on. A look at how to adapt your mentoring formats to meet changing times.
There are myriad benefits to mentoring: Mentors can give back to the association profession by counseling future industry leaders, mentees can expand their knowledge and make industry connections, and both mentors and mentees can learn from one another and gain new perspectives on their work.
But when we think of mentoring, the traditional one-on-one relationship between a more experienced professional and a newer professional in the same industry and geographical area often comes to mind. This arrangement has its place, but if the pandemic has taught us anything, it is that traditional ways of doing things can be supplemented and sometimes improved upon by new practices.
The association industry is changing—emerging technologies, volatile circumstances, and a growing population of young professionals entering the workforce all demand associations respond to new and changing industry needs. Why should the practice of mentoring be any different?
Whether in person or virtual, leveraging technology, purposefully pursuing diversity, and experimenting with short- and long-term formats can add value to mentoring relationships. Here are three ways to expand on the traditional mentoring model, with considerations for each.
Virtual Mentoring
Since the pandemic, video call technology has become ubiquitous. Perhaps your field of work is specialized, or you work remotely. Virtual mentoring allows you to search outside your geographical area for a mentor or mentee and meet remotely.
If the pandemic has taught us anything, it is that traditional ways of doing things can be supplemented and sometimes improved upon by new practices.
Other benefits of this model are more flexibility in scheduling, no travel to and from meetings, and an increased pool of potential mentors and mentees. However, do keep in mind that the personal connection between a virtual mentor and mentee may feel different from those who meet face to face. Also be cognizant of Zoom fatigue in planning when and how often to meet.
Group Mentoring
This model allows you to bring together multiple mentors and mentees in a single group, from associations of various types, sizes, and locations (if virtual), as well as diverse backgrounds, careers, and experience levels. Group mentoring is particularly useful when there is a shortage of a particular “type” of mentor; one person can mentor several people at once without increased time commitment.
There also are opportunities to learn from a broader range of perspectives, including fellow mentees and mentors, and mentees can serve as a “cohort” and support one another in their professional goals. In addition, group mentoring encourages diversity of thought and experience within the group. However, scheduling can be complicated with multiple people. Try to find balance between extroverts and introverts in the group, giving everyone time and space to interact in ways most comfortable for them.
Speed Mentoring
A form of group mentoring, speed mentoring gives groups of mentees an opportunity to speak to multiple mentors in short bursts. Mentees rotate among mentors and spend a predetermined amount of time with each before moving on to the next mentor. This can be done in-person or virtually using breakout rooms.
The benefit of this format is that mentees who are looking for general professional guidance can gain insights from multiple mentors in a short amount of time. Likewise, this format can work well for mentees looking for specialized guidance. Plus, there is no long-term commitment for mentees or mentors, which can appeal to those with very busy schedules. That said, this format is not designed to facilitate long-term mentoring relationships, and not all mentees may have time to ask their questions of each mentor.
Trying new approaches to mentoring can improve the experience both for mentors and mentees but defining clear goals from the outset is key. Both mentor and mentee should articulate what they hope to achieve, the timeframe, and how they will measure success. Then they should choose the mentoring format that best serves those goals.