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Collaborative Mentoring Webinar Series

Men in Mentoring: Mentor Michigan’s Recruitment Toolkit

July 18, 2013

2013 Collaborative Mentoring Webinar Series Planning Team

Sarah Kremer,

Friends for Youth

Michael Garringer,

Education Northwest

Dana Gold, MP of

SWPA

Polly Roach, MP of

Minnesota

Tammy Tai,

MENTOR

Molly Brenner,

MENTOR

Meghan Ferns,

Oregon Mentors

Good to Know…

After the webinar, all attendees receive:

Instructions for how to access PDF of

presentation slides and webinar

recording

Link to the Collaborative Mentoring

Webinar Series webpage, where all

slides, recordings, and resources are

posted.

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out by

answering

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• Who is with us today?

Today’s Webinar

• MENTOR and Mentor Perspective: – David Shapiro, President & CEO, MENTOR

• Mentor Michigan’s Recruitment Toolkit:

– Amber Troupe, Director, Mentor Michigan – Edward Scott, Michigan State University Extension

• Training and Technical Assistance Perspective:

– Michael Garringer, Resource Advisor, Education Northwest

• Male Mentor Recruitment Campaign Example: – Gary Graham, Mentoring Initiative Director, United Way of Palm Beach

County

David Shapiro

President & CEO, MENTOR

David Shapiro is the CEO of MENTOR: The

National Mentoring Partnership, the unifying

champion for the expansion of quality

mentoring relationships for America’s youth.

Before joining MENTOR, Shapiro was the CEO

of Mass Mentoring Partnership, where, during

his seven year tenure, mentoring matches in

Massachusetts almost doubled and the

organization grew 400 percent. Shapiro chairs

the board of the Mass Nonprofit Network and is

most proud to be a father to Jack and Brennan,

husband to Kristin, and mentor to Keontai.

Research

• Recruit mentors by targeting the motivations held by potential mentors

• Increase satisfaction and retention by ensuring experiences allow mentors to achieve desired benefits

Stukas, Clary & Snyder (2013)

Research Recommendations

• Use range of approaches, differentiating between those already prone to volunteer, those open to “good offers,” and those currently resistant

• Match recruitment messages to motivations

• Present challenges and difficulties as well as benefits to prevent disillusionment, disappointment, resentment

• Maintain knowledge of community and social capital that may be leveraged

Stukas, Clary & Snyder (2013)

Amber Troupe

Director, Mentor Michigan

Amber Troupe is the director of Michigan's

statewide Mentoring Partnership, Mentor

Michigan, which is housed at the Michigan

Community Service Commission. She has

been the lead staff person on this initiative for

eight years. Prior to coming to the Commission,

Amber served as an AmeriCorps member,

coordinated a Girls on the Run program in West

Michigan and supported a small community

based mentoring program.

Edward Scott

Extension Educator, Michigan State University

Extension

Edward Scott holds a Masters Degree in Curriculum

Design and Adult Learning Theory and has been using

these skills in the non-profit sector for the last 10 years.

He has worked with juvenile corrections in Jackson

County, Michigan, the YMCA of Metro Detroit and

AmeriCorps. Currently, he is with Michigan State

University Extension, where he recruits and trains

volunteers to work in a mentoring capacity with youth

through 4-H programming, as well as serving on the

Mentor Michigan Providers Council.

Overview

•The Men in Mentoring Campaign

•Components of the Toolkit •A Complete Recruitment Message

•Talking Points

•Tips for specific audiences

•Audio Podcasts, PDF Documents, Training PowerPoint slides

•Recruitment Business Cards

A Complete Recruitment Message

•Awareness: Making the Case

•Understanding: The Role of Stories

•Comfort: You Can Do It

•Commitment: Let’s Be Clear About Things

•Success: The Ability to Win

•Closing/Making the Ask

•Overcoming Objections/Concerns

•A recruitment talk is fundamentally a sales presentation •Speak as if they are already a mentor •When you start, as a mentor (not if)

•Help men to look into their own lives •Recognize how others positively impacted them

•Listen! Listen! Listen! •Make it a conversation

•Men need to be personally asked

“Are you willing to become a mentor?”

General Considerations

• ID the best male mentors in your program. What are their characteristics/attributes?

• Education/Socio-economic (college educated, uses email)

• Demographics (match by race, 25-60 yrs old)

• Interests (likes structure, goal setting)

• Dependable/Accessible (doesn’t travel a lot, emergency meetings are “odd”, calls/emails back within one business day, submits paperwork on-time)

• “Helping” Careers/Hobbies (Health and Human services, HR, PR, Customer services, Sales, Marketing)

• Contacts of current male mentors

Target the “Right” Men

• Slideshow running beforehand with pictures of male matches

• Photos of male matches on the tables, on easels, or on handouts

• Current male mentors at group meetings to interact with guests (one at each table)

• Show a video at the beginning or end about a male match (Colin Powel mentoring video is great!)

• Have a panel of current males do Q&A with some set questions (win-win, easy to make the time if you want to, great support, etc)

Set the “Right” Tone

• Know who you are talking to customize your language

•Sports, Business Industry, Giving Audience

•Watch body language and reactions

Customize to Audience

Awareness: Making the Case

•Establishing “background knowledge” •What is mentoring?

•Why is it important?

•What does it have to do with me?

•Resources at your disposal: •Local, statewide, and/or national statistics

•Stories

Awareness: Group Setting Example

Statewide, there are more than 3,500 children waiting to be

matched with a mentor. That may sound like an enormous problem

that you cannot solve, but you can.

This year, we need 82 men to mentor boys in our program. We

already have 50 men matched with boys who are the right fit for

them.

Our boys need men who can coach them through exploring

careers, setting goals, and preparing for the world of work. As

business professionals, you have what it takes to empower a young

men to reach their goals.

Awareness: Individual Setting Example

This year, we need 82 men to mentor 245 boys in our

program. We already have 50 men matched with boys who

are the right fit for them. I know you would be the right fit for

three teenage boys at XXXX High School.

They need a man who can coach them through exploring

careers, setting goals, and preparing for the world of work.

You are enthusiastic, positive, and have a strong

business background. You have what it takes to empower

a young men to reach their goals.

**Personalize their characteristics.

Awareness: Talking Points

•We get overwhelming responses from women to mentor – and they do a great job. However, a woman cannot teach a boy to be a man. We need your help to do that!

•Four out of every ten families are led by a single parent. That leaves a lot of children, especially boys, without someone to look up to during those critical years when they are growing up to be men

•Growing up, boys are at an impressionable stage of learning how to become men themselves, and if they do not have someone like you around, they will look to whomever else happens to be close by. For many boys, those other options are not very good.

Understanding: The Role of Stories

•Stories lay the groundwork for empathy and understanding, which is why it is important for men to hear the stories of how mentors have made a difference •In reflecting upon their own childhood stories of growing up, men begin to recognize how their own role models made (or did not make) a difference in their lives •In sharing stories, emphasize people outside of the home or family to show that you do not have to play the role of a father and be there everyday •Describing a mentor as a father or grandfather may overwhelm a potential mentor and cause them undue concern about their expected role and time commitment

Understanding: The Role of Stories

•Group setting examples •Did you have a mentor or a positive male role model growing up? How did he help you? What was he like? Imagine if you didn’t have that person. For those of you who had no one to think about, that is how our boys feel.

•Individual setting examples •Growing up, or even today, did you have any strong male role models? Yes-tell me about him…won’t it be great to do that for a young man. No-that is exactly what is happening with our boys. They need someone like you.

•Talking points •Think about your life growing up. What men guided you? Was it your coach, pastor, or caring teacher?

•If you had not had someone to look up to, how might you life have been different?

•If our boys don’t get matched with a mentor, where do you think they will learn life’s lessons?

Comfort: You Can Do It

•Address potential fears head-on: •Lack of skills •Lack of success

•Men need to be assured that they already possess the skills and characteristics they need to make a difference

•Men must also know that the most important quality they bring to a mentoring relationship is their own unique personality

•Utilize information that is available about the candidate to show them that they have what it takes to be a great mentor

•The very fact that they are willing to consider a mentoring relationship demonstrates readiness

Comfort: Talking Points

•As a mentor, all you give is your time, not money, gifts nor events.

•Mentoring is just doing everyday things together – it is not doing impressive things every time you meet. What seems normal to us – helping with homework, playing games, talking about college, eating lunch at a restaurant – seems extraordinary to our mentees.

•You will see when you start mentoring next month, your experience is a success. Just SHOWING UP for these kids is a powerful act. They cannot believe you do not get paid to come.

Commitment: Let’s Be Clear About Things

•Men need clarity

•Right up front they will want to know: •What do you expect of me?

•How much time will this really take?

•When does it end?

•Providing clear information from the start about what is being asked of them will allow men to make the right choice

•There is a need for balance •Don’t scare away potential candidates

•Determine whether a prospect is serious about working with children

Commitment: Examples

•Recruitment flyer has all of the expectations (men don’t want to “change”)

•Phone interview/call briefly covers expectations and that we require backgrounds checks, but a record does not automatically disqualify them. Results are confidential to Volunteer Coordinator and CEO

•Application has all of the expectations with sign-offs

•Orientation lists all of the expectations

•Dates, times

•Evaluations and trainings

•Letter writing

•Preparing for sessions (research, free days, etc.)

•In-class activities

•Interviewer goes over the expectations

Do you see a pattern? ☺

Success: The Ability to Win

•Perhaps the greatest fear men will confront in this process is the fear of failure

•Men need to know that mentoring is a winning proposition – both for themselves and the young men they will mentor

•It is worth noting that most men will not want to openly talk about being successful, but it is surely on the minds of candidates and needs to be gently addressed

•Paint a clear picture of success: “You are the right person, you have the right skills, you will succeed”

Success: The Ability to Win

•Success is not what you accomplish. While many youth experience increased academic and social behaviors, these results are often not immediate

•Success is being there. Someone a young person can go to when life throws them a curve ball or when there’s an occasion to celebrate

Closing: Making the Ask

•Ask candidates directly if they would

like to be a mentor

•Personal, face-to-face conversations

are desirable

•Be prepared to ask different questions

based on the readiness of the

candidate

•Provide next step options if not ready

to sign on

Closing: Making the Ask

•You seem ready to be a mentor. Will you fill out an application this week?

•We really need men like you, John. When can you join our program?

•At this time, all I need is your willingness to apply.

•If you are still unsure, you can check out our program with one of our mentors or come to an orientation. There will be no pressure to sign up!

Overcoming Objections & Concerns

•If you keep hearing “no,” what should you

do?

•Be prepared in advance – know what

common objections are and be prepared with

solutions

•Address time issues (and other objections)

up front in the presentation! •If you find time to watch the basketball game,

workout, or search online for fun, it is easy to carve

out just one-hour per week to mentor.

•If someone keeps making excuses, you don’t

want him – don’t push it

Additional Resources at

www.MentorMichigan.org

•Talking points by audience •Recruiting Younger Men

•Recruiting Older Men

•Women Recruiting Men

•Religious Leader Recruiting Men

•Recruiter to Employer

•Employers Recruiting Male Employees

•Mentor Recruiting Men

•After the Application

Gary Graham

Mentoring Initiative Director, United Way of Palm

Beach County

Gary Graham, Mentoring Initiative Director for the

United Way of Palm Beach County, oversees the

Mentor Center of Palm Beach County, a local

Mentoring Partnership affiliate of MENTOR. He has

over eight years of experience in youth mentoring, the

bulk of which was gained while working for Children's

Services Council as the Outreach Coordinator where

he was responsible for the mentoring programs,

fatherhood/male involvement initiatives and general

outreach. He has contributed to the Urban Leadership

Institute's research on minority male mentor

involvement and recruitment.

Michael Garringer

Resource Advisor, The National Mentoring Center at

Education Northwest

Michael Garringer is an information services professional

who has spent over 13 years providing mentoring

programs nationwide with research, resources, and

consultation to assist in the development, improvement,

and evaluation of their program practices. As a Resource

Advisor with the National Mentoring Center at Education

Northwest, he has worked as a technical assistance

provider to federally-funded mentoring initiatives

sponsored by the Office of Juvenile Justice and

Delinquency Prevention, the US Department of

Education, and the Corporation for National and

Community Service.

Is male recruitment just a symptom of a larger problem of values, ethics, and culture?

• “Other people’s children” is a concept this nation

struggles with mightily

• We are losing other forms of capital as we struggle to maintain financial capital

• We are an instant gratification society (which is a poor fit with mentoring)

• We volunteer when crisis hits, but not while the crisis is forming

• Online community is replacing in-person community (and increasing “tribalism”)

Challenge assumptions about male recruitment

• How critical are male mentors to the program

model?

• How is the notion of a mentor for their child marketed to parents?

• Are the recruitment messages for men insulting? Grounded in stereotypes?

• What is the overall health of the program’s recruitment?

• How flexible/variable is the volunteer opportunity?

Additional Resources

Visit www.michigan.gov/mentormichigan to view the full Men in Mentoring toolkit, as well as:

Talking points by audience:

•Recruiting Younger Men

•Recruiting Older Men

•Women Recruiting Men

•Religious Leader Recruiting Men

•Recruiter to Employer

•Employers Recruiting Male Employees

•Mentor Recruiting Men

•After the Application

Remember…

After the webinar:

Please help us out by answering survey questions at the end of the webinar.

Everyone will get an email with information on how to

download the slides, recording, and resources on the CMWS webpage on the MENTOR website:

http://www.mentoring.org/program_resources/training_opportunities/collaborative_mentoring_webinar_series/

Access CMWS Information All Collaborative Mentoring Webinar Series information for upcoming and past

webinars is on the new CMWS webpage on the MENTOR website!

2013 Collaborative Mentoring Webinar Series Thank you for participating today!

Topic: Race, Ethnicity, and Culture in

Youth Mentoring Relationships

Registration will open next week on the

MENTOR website.

Sarah Kremer,

Friends for Youth Michael Garringer,

Education Northwest

Meghan Ferns,

Oregon Mentors

Dana Gold, MP of

SWPA

Polly Roach, MP of

Minnesota

Tammy Tai,

MENTOR Molly Brenner,

MENTOR

Next Webinar:

August 15, 2013 1:00-2:15PM EST