Mentor Matchmaking Reviews
A mentor is an individual with expertise who can help develop the career of a mentee. A mentor o en has two primary functions for the mentee. The career-related function establishes the mentor as a coach who provides advice to enhance the mentee’s professional performance and development. The psychosocial function. Matching mentees with mentors. In most organised mentoring schemes there will be an element of matching of mentees with mentors. There are different options for this. Mentee self-matching. How it works: Mentees are provided with details about the mentors on the scheme and select the mentor(s) that they believe suits their requirements.
Important Criteria to Consider
- Similar background (racial, ethnic, cultural, or linguistic)
- Language requirements
- Geographic location
- Availability/schedule
- Shared or compatible interests
- Mentee’s needs and strengths
- Mentor’s skills and strengths
- Life experience
- Shared values
- Temperament
- Personality traits
- Mentor, mentee, and parent/guardian preferences
- Program goals
- Mentoring experience
E dating services in yonkers. * The mentor should be at least three years older than the mentee
Each program will weight its criteria differently. Age* and common interests seem to be the strongest factors supporting effective matches, yet there are many other criteria to consider when making a match.Race, Ethnicity, and Culture Race, Ethnicity, and Culture
Matching youth and adults based on shared interests is a strong predictor of successful mentoring relationships—having shared interests allows participants to more easily establish common ground.
This shared understanding might also be established by perceptions of ethnic or cultural similarity, but research doesn’t demonstrate that this always happens, or that it’s as strong of a predictor of quality relationships as shared interests.
Popular dating sites harker heights texas. However, matching based on shared ethnic or racial identity may be particularly important if the mentee:
- Requests it
- Has limited access to adults who’ve turned similar life experience into positive growth
- Has a negative self-image tied to his or her life experience
- Has goals that are best supported by an adult “who’s been there”
To determine the role culture and race should play in matching decisions and supporting your desired youth outcomes, consider your program goals and the needs and preferences of the youth and their parent.Insider Tips
- Host a group matching event at which prospective mentors and mentees (and potentially parents/guardians) can meet and interact—look for natural chemistry
- Share your match suggestion with parents/guardians to ensure they agree with your recommendation
- Discuss potential opportunities and challenges the mentor may encounter if he or she is matched with a particular mentee
- If ethnic and cultural identity are a feature of or a reality for your program, seek information, resources, and experts to help you adapt your program’s matching process so you can be better informed and more responsive
How to Design a First Meeting How to Design a First Meeting
- Arrange the initial meeting for the pair. This meeting should include the parent(s)/guardian(s) and take place at the mentee’s home if the mentor will be picking up the mentee for outings
- Provide the mentor and mentee with background information about each other
- Plan to attend the meeting to make introductions and review program details
- Review your program’s rules, requirements, and risk management policies
- Have each party sign a commitment agreement to formalize the match
Match Kickoff Activities
- “Getting to know you questions” to spur conversation
- “Life maps” to show where the participants have been and where they are headed
- Play a sport or do something active so the participants can learn more about each other’s personality without “sitting down to talk”
More - Learn more by reviewing “Standard 4: Matching and Initiating” in Elements of Effective Practice for Mentoring (4th edition).
- Use your note-taking guide to list topics or questions about matching to discuss with your technical assistance provider. Remember to save your note-taking guide changes after each chapter.
Mentor Matchmaking
In addition to reviewing programs, the National Mentoring Resource Center Research Boardreviews the evidence base for different mentoring practices (i.e., specific sets of tasks or strategies for implementing some component of a mentoring program). These practice reviews are conducted using a customized process similar to, but distinct from, the CrimeSolutions.gov program reviews. Many of these practices can be implemented in a variety of program models and settings.
For each practice, we offer a detailed description of the practice and its evidence base as well as links to resources that can help practitioners implement or adapt the practice for their own programs. Practices are rated for effectiveness using the following key:
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Mentor Matchmaking Reviews
Learn more about the review process for programs, practices, and resources.
You can also nominate additional programs, practices, and resources for review and inclusion on this site.
Mentor Matchmaking Reviews Consumer Reports
| Title* | Rating | Summary | Insights |
|---|---|---|---|
| Family Engagement | The positive engagement of the mentee’s parents and family in the mentoring relationship and process in order to facilitate mentor-mentee interactions, strengthen the mentoring relationship, and promote positive outcomes for mentees. | View Insight | |
| Family Support | A practice in which the families of mentees receive support that is intended to enhance mentee outcomes and/or strengthen the mentee’s family as a whole. | View Insight | |
| Matching Strategies Informed by Participant Characteristics | A practice that involves the intentional use of information about mentor and mentee characteristics to inform pairing mentors and mentees in programs. | View Insight | |
| Match Support for Mentors | A practice that involves ongoing, two-way communication between mentoring program staff and mentors in order to provide appropriate guidance, oversight, and encouragement to facilitate the development of a high quality mentoring relationship. | View Insight | |
| Mentor-Mentee Activity Guidance | The use of defined activities, which may be required or optional, to facilitate mentor-mentee interactions and shared experiences that strengthen the mentoring relationship and/or promote positive outcomes for mentees. | View Insight | |
| Mentor Retention Strategies | Support for the retention of mentors in order to facilitate longer lasting and greater quality mentoring relationships that promote positive outcomes for mentees. | View Insight | |
| Mentor Training for Cultural Competence | Training to enhance mentor cultural competence in order to facilitate effective mentoring relationships with youth from diverse cultural backgrounds. | View Insight | |
| Monitoring and Evaluation | Routine collection of information as it pertains to mentoring relationships within a program (monitoring) and more systematic collection and analysis of information to assess varying aspects of a program (evaluation). | View Insight | |
| Pre-Match Mentor Training | A practice in which mentors receive structured guidance and instruction before beginning or very soon after having begun their mentoring relationships with youth; the focus is on program orientation, expectations, and general skill and knowledge development for effective mentoring rather than addressing the needs of particular mentors or relationships. | View Insight | |
| Post-Match Mentor Training | A practice in which mentors receive structured guidance and instruction after having begun their mentoring relationships with youth; the focus is on general skill and knowledge development for effective mentoring rather than addressing the needs of particular mentors or relationships (for more individualized support, see Post-match Mentor Support). | View Insight | |
| Strategies for Preventing Peer Aggression, Bullying, and Victimization | Intentional program efforts to develop behaviors, skills, and attitudes that reduce or prevent engagement in (1) aggressive or bullying behavior and (2) experiencing victimization by peers. | View Insight | |
| Strategies for Recruiting Male Mentors | Strategies to increase the number or proportion of male volunteers available to mentor youth. | View Insight | |
| Strategies for Setting and Working on Mentee Goals | A practice that involves strategies to support mentees with setting and pursuing personally relevant goals. | View Insight | |
| Support for Match Closure | Support for healthy closure of mentoring relationships to affirm the contributions of both the mentee and mentor and promote positive outcomes for the mentee. | View Insight | |
| Support for Mentor Advocacy | A practice that involves helping mentors to take actions on behalf of their mentees outside of the mentor-mentee relationship (i.e., the time they spend together). | View Insight | |
| Support for Youth Thriving | Intentional program efforts to cultivate attitudes, skills, and behaviors among mentees that are widely understood to be centrally important to young persons’ positive development and capacity to reach their full potential. | View Insight | |
| Youth Initiated Mentoring (YIM) | A practice of supporting youth with engaging non-parental adults from their social networks (e.g., teachers, family friends, extended family members) in mentoring interactions and relationships. | View Insight |