Sara Miller, CAE
Sara Miller, PMP, CAE, is senior director of membership at the Association for Professionals in Infection Control and Epidemiology in Arlington, Virginia, and a member of ASAE’s Membership Professionals Advisory Council.
Mentoring is a great way to boost value and advance member professional development. Here is a step-by-step guide to customize any size mentoring program and achieve the best results.
For most associations, the question isn’t if members would find value in a mentoring program, but how to create a mentoring program that is valuable to members without overcommitting internal resources.
Many of us have benefited from serving on one or both sides of a mentoring relationship. And just as there is an association for everything, mentoring programs are not one size fits all. They can be a small, one-time event or a large year-round initiative. Here are five key areas to help you understand where mentoring efforts can fit into your association’s playbook.
Think of these questions as a starting point to help you transition from countless ideas to a solid plan. As you work through the other areas, you’ll finetune your responses and translate the information into a clear purpose and (eventually) goals.
It’s important to keep your eye on the end user or customer. If you haven’t already asked your members about their mentoring needs and interests, start collecting data to enhance the program and refine your offering. Additionally, if your chapters or other components offer mentoring programs, connect with those leaders to understand how these initiatives can work together.
As with any new project, staffing is key. You need to understand how much staff time will be devoted to this new initiative.
And just as there is an association for everything, mentoring programs are not one size fits all.
In addition to staffing, mentoring programs include a variety of fixed and variable expenses. While you may not know the specifics in your early planning stages, it’s helpful to understand internal financial support.
Fixed items are part of every mentoring program. You cannot launch a successful program without resources in these areas, although the amounts vary considerably depending on program type:
Additionally, there are variable expenses that depend on your program structure.
Figuring out a deadline is always a challenge. If the mentoring program is a strategic initiative, it’s likely time-bound with a specific launch date. If the mentoring program is something you’re thinking about—but haven’t promised anyone—you have more flexibility.
These questions are not intended to produce a definitive decision. Given the variety of mentoring programs, you can always find or create a framework that will work within your organization’s constraints. For example:
Use the five key areas and other unique factors to determine the mentoring structure that will work best at your organization today. Once you have an initial framework, solicit feedback from staff and members. It may be valuable to present Phase 1 (fastest to market with limited resources) along with potential enhancements contingent on program usage, additional resources, etc.
Mentoring programs are an exciting opportunity to strengthen your association’s value while supporting your member’s professional development. Proper planning and stakeholder involvement will help make sure the program succeeds.
This is the first in a three-article series on mentoring. Subsequent articles will address types of mentoring programs and how to support the program post-launch.