Workshop: Meeting Business & Community Goals Through Youth Mentoring

WORKSHOP: Meeting Business & Community

Goals Through Youth Mentoring

Moderator: Daniel Horgan, Corporate Partnerships Consultant, MENTOR: The National Mentoring Partnership

Kristin Howard, Senior Director, Development, MENTOR: The National Mentoring Partnership

Elizabeth Santiago, Senior Director, Programs, MENTOR: The National Mentoring Partnership

Hosted by

@MENTORNational www.mentoring.org

Meeting Business & Community GoalsThrough Youth Mentoring

2017 International Corporate Citizenship Conference

Tuesday, March 28, 2017 | 11:15am – 12:30pm


Welcome and Introductions

Daniel Horgan

Corporate Partnerships Consultant

MENTOR

Elizabeth Santiago

Senior Director, Programs

MENTOR

Kristin Howard

Senior Director, Development

MENTOR


Articulate the business case for youth mentoring

Operationalize corporate youth mentoring programs

Integrate effective employee engagement practices in youth mentoring

Highlight measurement and evaluation practices for youth mentoring

Session Objectives


For 25 years, MENTOR has been raising public awareness, developing and

delivering resources to mentoring programs, and promoting quality through

standards, cutting edge research and state of the art tools.

MENTOR is at the crossroads of education, business and community, facilitating

a network of affiliate Mentoring Partnerships and over 5,000 mentoring programs in all

50 states.

MENTOR is ranked as one of America’s top-performing 100 nonprofit organizations

(Social Impact 100).

MENTOR Overview


MENTOR’s National Program Network


MENTOR’s Local Mentoring Partnerships


MENTOR’s Public/Private Partnerships


The Need for Mentoring

9

46 MillionAll young people

ages 8-18

24 MillionYoung people facing

risk factors

22 MillionYoung people with

no risk factors

15 MillionHad a mentor

2.4M structured

12.6M informal

9 MillionNever had a mentor

15 MillionHad a mentor

4.5 M structured

10.5M informal

7 MillionNever had a mentor


The Mentoring Effect


Part 1:

The Pitch: Making the Business Case for Youth Mentoring


Employee engagement, satisfaction and retention

Future workforce cultivation

Supporting vibrant communities (including customers)

Aligning mentoring engagement with business strengths

Connecting corporate citizenship with brand experience

The Business Case for Mentoring

Business

CommunityYouth


The Pitch Formula

• Starting with shared values helps individuals "hear" our messages.

Lead with valuesand vision.

• Frame problems as a threat to our vision and values. Choose facts carefully, and break facts down into manageable pieces of information, into stories that people can digest.

Then introduce the problem.

• Positive solutions leave people with choices, ideas and motivation. Assign responsibility - who can enact this solution?

Pivot quickly to solutions.

• What can this specific individual / partner do? Try to give them something concrete, that they can picture themselves doing…options ranging from low to high effort.

Call to action.

Source: Opportunity Agenda


Part 2:

The Program: Operationalizing Youth Mentoring Programs


Program Design & PlanningCase Study #1 – Penny Buck Bank

• Operates in Boston, NYC, DC, and Philadelphia

• 800 employees – HQ + branches + call centers

• High % of millennials in workforce

• Recognized for online banking tools & services

• Existing partnership with Boys & Girls Clubs

Case Study #2 – Randy’s Retail Outlet

• Operates outlet stores in 40 states

• 10,000 employees – HQ + stores + warehouse

• High % of HS and college students in workforce

• Strong partnerships with recognized brands

• Existing partnership with DonorsChoose.org


Part 3:

The Engagement: Effective Employee Engagement Practices


Strong commitment from leadership demonstrated by

adequately resourcing mentoring initiatives, establishing a culture

of mentoring throughout the entire organization and being directly

involved in mentoring.

Thoughtfully developed partner relationships that connect

partner needs with company resources and are sustained

through respect, trust and open communication.

Genuine and targeted employee engagement including

personal invitations from leadership, consistent recruitment

campaigns, a variety of mentoring options with different partners,

policies and incentives that encourage participation, training and

support, and recognition.

Effective Practices in Corporate Youth MentoringCompanies interviewed

for this report:

American Express

AT&T

Bank of America

Bloomberg

Blue Cross Blue Shield

Citi

Coastway Community Bank

Comcast

Ernst & Young LLP

First Niagara

GE

IBM

Intel

Luxottica

3M

The Ritz-Carlton

State Street

Viacom


Mentor Motivations

Recruitment

Retention

Developing and enhancing one’s career

Enhancing and enriching one’s personal development

Conforming to the norms of significant others

Escaping from negative feelings

Learning new skills and practicing underutilized abilities

Expressing values related to altruistic beliefs.

Mentors often have multiple motivations so it is helpful to

incorporate several motivations into recruitment messaging.


Part 4:

The Results: Measuring & Evaluating Mentoring Programs


Elements of Effective Practice in Mentoring

Standard 1: Recruitment

Recruit appropriate mentors and mentees by realistically describing the program’s aims and expected outcomes.

Standard 2: Screening

Screen prospective mentors to determine whether they have the time, commitment and personal qualities to be an

effective mentor.

Standard 3: Training

Train prospective mentors in the basic knowledge and skills needed to build an effective mentoring relationship.

Standard 4: Matching

Match mentors/mentees along dimensions likely to increase the odds that relationships will endure.

Standard 5: Monitoring and Support

Monitor mentoring relationship milestones and support mentors with ongoing advice, problem-solving support, and

training opportunities for the duration of the relationship.

Standard 6: Closure

Facilitate bringing the match to closure in a way that affirms the contributions of both the mentor and mentee and offers

both individuals the opportunity to assess the experience.

Elements of Effective Practice

www.mentoring.org/program-resources/elements-of-effective-practice-for-mentoring/

http://www.mentoring.org/program-resources/elements-of-effective-practice-for-mentoring/


Mentoring Program Evaluation

Corporate Alignment – How is a company’s mentoring program aligned with its brand, values, goals

and capacity?

Elements of Effective Practice for Mentoring – Does a company’s youth mentoring program align

with research-based standards?

Data Collection – How will a company collect the quantitative and qualitative data to assess the impact

of its mentoring program (i.e. surveys, interviews, focus groups)?

Measurement Guidance Toolkit - http://bit.ly/2cUsFFJ

Impact Reporting – How will a company report the diversity of impact generated by its mentoring

program with key stakeholders (i.e. mentees, mentors (employees), company, community)?

http://bit.ly/2cUsFFJ


Mentoring Program Evaluation

Stakeholder Top Interests Prioritized Data Preferred Method Reporting Frequency

Senior Leadership

Employees

Community


Additional Resources from MENTOR Online Philanthropic Community of Practice

Online portal for corporations, foundations and donors to connect & share resources

Mentoring Connector

National database of mentoring opportunities

National Mentoring Resource Center

National clearinghouse of tools, resources and practices

Collaborative Mentoring Webinar Series + IMPACT Webinar Series

Free webinars by practitioners for practitioners

National Mentoring Summit – Philanthropic Partnerships Track

Annual conference with 1,000+ practitioners, philanthropic partners, researchers, etc.

Guide for Mentoring Boys and Young Men of Color


Questions?

For more information:-Daniel Horgan, MENTOR – [email protected]

-Kristin Howard, MENTOR – [email protected]

-Elizabeth Santiago, MENTOR – [email protected]

mailto:[email protected]



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