Mentoring is a partnership between an experienced NACM member (the Mentor) and a NACM member in good standing (the Mentee) who desires additional professional knowledge, expertise or guidance. The partnership is based on trust, respect, confidentiality and adherence to the NACM model code of conduct for court professionals. Through mentoring, the Mentor will guide, support, answer questions, provide referrals, and share experiences and known opportunities with the Mentee.

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Mentor Reference Guide

Benefits of Mentoring

The program offers many benefits to the Mentor, Mentee and NACM organization including, but not limited to

For the Mentor

  • Shaping the future of court management professionals
  • Personal satisfaction
  • Reviewing own strengths and weaknesses
  • Learning from the Mentee
  • Enhanced reputation and professional identity

For the Mentee

  • Guidance from a seasoned court professional
  • Learning more about the NACM organization
  • Objective feedback on skills
  • Increased career satisfaction
  • Enhanced reputation and professionalism
  • Increases career network opportunities

For the Organization

  • Assists new members settle into the organization Communicates the values, vision and mission of the organization
  • Supports involvement and progression within the organization
  • Enhances member satisfaction and retention

Program Overview

The NACM Mentor program is designed to connect new and existing members to NACM, its leadership, benefits and service opportunities, and creating mutually beneficial relationships to enhance the participants' professional and personal development. The program aims to facilitate communication of the values, vision and mission of NACM through a one-to-one relationship while supporting professional development and enhancing leadership competencies.

Role of the Mentor

  • Sharing information about the NACM Organization
  • Providing confidential assistance to Mentees outside of their chain of command, allowing the Mentee to discuss work-related issues and other issues or concerns
  • Facilitating the Mentee’s growth by sharing resources and networks
  • Challenging the Mentee to move beyond his or her comfort zone
  • Coaching the Mentee on a particular skill
  • Focusing on the Mentee’s professional development

Role of the Mentee

  • Commit to take the initiative to foster a positive and honest relationship with your Mentor
  • Be open to learning about new ideas
  • Follow through with Mentor
  • Actively participate
  • Be ready to make a serious effort to set career goals and achieve them
  • Listen to your mentor’s suggestions, evaluate them, and take action
  • Perform a self-assessment: What skills do you need to acquire? Where do you want to go?
  • Be prepared to commit your time to working toward your goals, in addition to the official time for the mentoring relationship.

Mentor Qualifications

  • A minimum of 5 years of service in court administration;
  • A reputation for competence and ethical and professional conduct. Sample qualities include:
    • Considered a “go to” person;
    • Integrity;
    • Dependable;
    • Reliable;
    • Quick to listen;
    • Slow to speak;
    • Slow to anger (even tempered);
    • A good teacher;
    • Respectful;
    • Consistently demonstrates patience;
    • A sincere desire to mentor;
    • Willing to commit to a one-year mentoring relationship;
    • An experienced problem solver;
    • A member of NACM at least 2 years;
    • Commitment to NACM and its core values and mission.

Pairing of Mentor and Mentee

Mentors and Mentees are paired based on common career background, experience and special interests. Every attempt is made to pair Mentees with an appropriate Mentor based on the application process and statement of need. A system has been incorporated in the program in the event that an initial match or ongoing relationship is not satisfactory. The Mentor and Mentee may turn to the Program Chair for guidance and assistance. Unsatisfactory mentoring relationships may be terminated at any time during the one year period by contacting the Program Chair. An attempt will be made to match the Mentor with another Mentee, although normally re-matching will only be undertaken during the first six months of the program.

Time Commitment

The structured portion of the mentoring relationship is intended to last one year, but it is hoped that the informal relationship will last a lifetime. The Mentor is required to make a minimum of six (6) contacts with their assigned Mentee within a one-year period.

Confidentiality

The information provided by the Mentee and Mentor on their application is considered confidential and will only be reviewed by the Mentor Committee. Likewise, all written and oral communication between Mentors, Mentees, and Mentor Committee is confidential and will not be disclosed without mutual consent. Concerns regarding confidentiality should be referred to the Chair of the Membership Committee.

Questions?

Contact Cheryl Stone