Group Mentoring: TRIEC and JVS Toronto at Mentorpalooza, August 18, 2011


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Presenting at the Skills for Change event, Mentorpalooza , TRIEC’s manager of program development, Racquel Sevilla, describes the group mentoring initiative co-piloted by TRIEC and JVS Toronto for professional immigrant networks. The presentation highlights factors needed for a successful mentoring program.

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  • OAA program – profession-specific; geared towards assisting mentees through the licensing processIC Network and CHC programs were geared towards helping mentees work towards employment  point to the results
  • Meanwhile, TRIEC had started working collaboratively with PINs (networks by and for skilled immigrants  employment).Since 2010, we’ve been building a network of networks to help build PINs’ capacity to connect their members to employment – by learning from each other, developing partnerships with each other and other stakeholders and strengthening their leadership skills.Group mentoring – successful program that we could build on and extend to the PINs. Put the word out and 5 groups came forward to put in a joint proposal.Got funding from ALLIES.
  • Group Mentoring: TRIEC and JVS Toronto at Mentorpalooza, August 18, 2011

    1. 1. Group Mentoring: Pilot with Professional Immigrant Networks<br />Mentorpalooza Marketplace Presentation<br />Farah Alizadehahi, JVS Toronto<br />Racquel Sevilla, TRIEC<br />August 18, 2011<br />
    2. 2. Background<br />Group mentoring is collective mentoring of a small number of mentees by a single mentor. <br />Since 2006, JVS Toronto has been working with different communities to implement group mentoring programs.<br />Ontario Association for Architects (OAA)-JVS Toronto Group Mentoring Program<br />Iranian Community Network for Mentoring Program (IC Network) <br />Hispanic Mentoring Network (Canadian Hispanic Congress)<br />
    3. 3. Intercultural Mentoring Network (IMN) Group Mentoring Program<br />Partnership between JVS Toronto, TRIEC and 5 professional immigrant networks (PINs):<br />Association of Filipino Canadian Accountants (AFCA)<br />Association of Romanian Engineers in Canada (AREC)<br />Canadian Hispanic Congress (CHC)<br />Indo-Canada Chamber of Commerce (ICCC)<br />Canadian Network of Iraqi Engineers and Architects (CNIEA)<br />Goal: Equip mentees with the skills, knowledge and connections to be more successful in securing meaningful employment in their field<br />Funded by:<br />
    4. 4. Intercultural Mentoring Network (IMN) Group Mentoring Program<br />Model: 1 mentor + 4-6 mentees from the same community and profession, 5 mentoring sessions over a 4 month period <br />What’s new<br />Train PINs to run the program themselves<br />Each PIN will hire a coordinator for the program<br />Program modifications include train-the-trainer sessions and program document templates<br />Sustainability training <br />Facilitate interaction between PINs<br />Cross-cultural events<br />Steering Committee with PINs representatives to assist in the planning, implementation and monitoring of the program<br />
    5. 5. IMN Objectives & Rationale<br />Provides a unique support to skilled immigrant mentees seeking meaningful employment<br />Mentors understand how academic credentials and training from home countries differ and will be able to address cultural differences in a sensitive manner<br />Mentors can more easily identify with the obstacles faced by mentees<br />Increases bonding social capital within groups<br />Mentoring creates a community of people sharing the same background, education and work experience that share information and learn from each other<br />Mentoring helps build capacity, leadership and engagement within communities<br />
    6. 6. IMN Objectives & Rationale<br />Increases bridging social capital between groups<br />Through the cross-cultural interaction, mentors, mentees and their communities will expand networks across cultures, develop relationships, and share learning<br />Builds leadership, organizational and program delivery capacity of the PINs<br />Less time is spent on recruitment of mentors <br />Maximizes the benefits with limited volunteer resources <br />Networks will be equipped to run their own program <br />
    7. 7. Mentoring Program Model<br />PROGRAM GOALS<br />Mentors Enroll<br />Mentees Enroll<br />Mentors/mentees matched <br />Mentor and mentees orientation<br />Mentoring agreement established<br />5 - meetings<br />Mentor’s follow-up & evaluations<br />Mentee’s follow-up<br />Agreements conclude & Evaluation <br />Model provided by Sage Mentors Inc. for the use of JVS Toronto. All Rights Reserved.<br />
    8. 8. Building the Mentoring Relationship<br />
    9. 9. Coach & Mentoring Resources<br />Mentoring Coach’s Role<br />Facilitate match<br />Support mentor and mentees<br />Troubleshoot and problem solve<br />Clarify the communications protocols between parties involved<br />Provide guidance; available to answer questions<br />Receive and provide feedback regarding relationship, program etc., <br />Provide information and referrals to other resources/programs <br />Provide guidance when expectations are not being met, boundaries are perceived to have been crossed, or tested<br />Follow up the mentor and mentees after each group meeting for evaluation/feedback<br />
    10. 10. Coach & Mentoring Resources<br />Program Resources<br />Mentor/Mentee Resource Kits<br />Mentor/Mentee Orientation Sessions<br />Forms (Evaluation, Agreement, etc.)<br />
    11. 11. Some Factors for Success<br />Group size – 4 to 6 mentees in each mentoring group<br />Matching – homogeneous groups (examples to consider: professional backgrounds, career objectives, length of time in Canada, job-readiness of mentees)<br />Training – e.g. job readiness, mentee expectations, building mentoring relationships, roles and responsibilities, group dynamics<br />Use of Resources – full utilization of available resources including the mentoring coach<br />
    12. 12. Thank you!<br />