“Mentoring is a brain to pick, an ear to listen, and a push in the right direction.” ~ John Crosby
A new board member may initially feel like an outsider. Learning the ropes and developing a sense of belonging is a process. Everyone knows each other and has a broad understanding of the issues and the meeting and deliberation protocols. However, with the help of a dedicated mentor, feelings of being on the outside are alleviated. The mentor’s role is crucial in lowering the steep learning curve and quickly getting new members comfortable, engaged, and contributing.
What is board mentoring?
A formalized process to help integrate and engage new board members at the beginning of their term of service. It supplements information provided during the annual board orientation.
Why mentor new board members?
Mentoring helps the new board member better understand the organization’s mission, strategic priorities, and direction. It facilitates the new board member’s familiarization with board culture, structure, meeting format, how things get done at the board and committee level, and how best to contribute to board discussions. It creates a sense of belonging and engagement and an early positive experience. It offers additional guidance and a resource for questions.
Who should do the mentoring?
Experienced board members paired with an incoming board member.
When and how long does the mentoring relationship last?
This arrangement can be short-term, lasting as long as a few months. It will be soon that the mentee no longer needs the mentor.
What does the mentoring process include?
There are some essential components of the mentoring relationship to consider:
- The mentor can encourage the new board member to participate in the formal board orientation and be available to address questions that arise from it.
- Ideally, the mentor and new board member will meet before the first board meeting to discuss what to expect at the meeting and any practices and protocols unique to the organization. The mentor can provide additional background information at that time to help the new board member navigate the agenda and board materials.
- The mentor can reinforce expectations for board service, including:
- Encouraging review of all materials before meetings.
- Staying on top of and being responsive to board communications.
- Establishing the importance of timely follow-up.
- Encouraging the new board member to ask questions for clarity and to contribute their perspective.
- Giving feedback on the effectiveness of the mentoring relationship and board orientation provided.
- In addition, the mentor can provide feedback on how things are going so the board chair and executive director can take steps to boost the orientation period for the new member if necessary.
When it’s all said and done…
The outcome of an effective mentoring program is a new board member who is engaged and fully integrated into the board, with a solid understanding of the organization’s mission, initiatives, and board logistics. The organization and board will gain a new leader positioned for success and comfortable contributing to the organization’s vital work.