CMF Mentoring and Coaching Program

The Council of Michigan Foundations is committed to creating a pipeline of diverse individuals in philanthropy and the Mentoring and Coaching Program is a key initiative. This program is supported by grants from the W.K. Kellogg Foundation and the C.S. Mott Foundation and defined by the goals, objectives, and components below:

Goals:

  • To build a pipeline for the next generation of philanthropic leadership
  • To increase diversity and promote inclusion in the philanthropic sector in Michigan
  • To provide effective leadership development programming
  • To increase mentee’s soft skills to include critical thinking and leadership.
  • To increase mentee’s technical skills in their area of expertise.
  • To create long-lasting business relationships that could potentially result in career opportunities for mentee.

Definitions:

  • Mentor – Someone who has experience within the field of Philanthropy, proven leadership skills, and are of any ethnic or nationalorigin.
  • Executive Coach – An individual with significant experience providing professional development coaching to CEO’s and senior leaders.
  • Mentee –Are those who are underrepresented in upper management fields. (African Americans, Arab Americans, Latino/aAmericans)
  • Mentoring – Pairing of two professionals where the mentor is experienced in areas in which the mentee wishes to develop.
  • Coaching – Pairing of two professionals in the same field where the coach is experienced in areas in which the mentee wishes to develop.

Mentor/Coach Guidelines:

  • Provide guidance based on past professional experiences.
  • Create a positive relationship and climate of open communication.
  • Help mentee identify problems and solutions.
  • Lead mentee through problem solving processes.
  • Offer constructive criticism in a supportive way.
  • Share stories, including mistakes.
  • Assign "homework" if applicable.
  • Refer mentee to other leaders in the field.
  • Solicit feedback from mentee.
  • Come prepared to each meeting to discuss issues.

Mentee Guidelines

  • Shape the overall agenda for the relationship - know what you want!
  • Establish realistic and attainable expectations.
  • Be open in communicating with your mentor/coach.
  • Establish priority issues for action or support.
  • Don't expect your mentor to be an expert in every facet of business.
  • Solicit feedback from your mentor.
  • Come prepared to each meeting to discuss issues.

Partnership Guidelines:

  • Mentor/Coach and mentee must commit to a 9 month relationship.
  • Meeting frequency must be a minimum quarterly - plan at least one event outside of the office.
  • Mentee will identify specific goals and areas he/she would like to develop. Mentor/Coach will help mentee create an action plan to achieve his/her goals.
  • Mentee is responsible for communication and contact with the mentor/coach; he/she manages the relationship.

Mentor/Coach Criteria and Expectations

Below is a list of criteria and expectations, which are evaluated during the mentor selection process.

  • Must complete Mentor/Coach Application.
  • Willing to commit to a 9 month relationship.
  • Middle Manager or above.
  • 3-5 years’ experience in functional area.
  • Must possess interpersonal skills, organizational knowledge, and trustworthiness.
  • Must be committed to learning and development.
  • Honor confidentiality.

Mentee Criteria and Expectations

Below is a list of criteria and expectations, which are evaluated during the mentee selection process.

  • Must complete Mentee Application.
  • Willing to commit to a 9month partnership.
  • Must be employed with their organization for at least 6 months.
  • Must be committed to learning and development.
  • Eager and motivated to learn.
  • Willing to develop and manage the partnership with the selected mentor/coach.

Training and Support Guidelines (Professionally facilitated):

  • Kick off to provide overview of programs, sign partnership agreement, set specific goals/objectives, etc.
  • Midpoint Event of the Program – all mentoring pairs will meet for lunch to discuss progress and recommend program adjustments if necessary.
  • Closing Event of the Program - all mentoring pairs will meet for lunch and share about what they learned from the program.
  • Evaluation –conclusion of the partnership.

Overview:

The mentoring program will have three core components: Executive coaching for each participant so they can develop a personalized career plan, curriculum focused on Dr. Lynn Wooten’s 7 E strategy forexecutive training, and relationship building within the sector of peers and seasoned leaders. The nine- month program will provide participants an opportunity to deepen the understanding of philanthropy, grow in their leadership skills and broaden their networks.

Application:

For more information regarding the application process to be a mentor or a mentee please contact Natosha Tallman, (313) 566-2444 ext. 218,

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