Feature Stories
Christian Action shares experience of implementing the Mentorship Programme
Mr Martin LEE (middle), Assistant Manager of the Christian Action, and mentee SUEN Ka-wai (right)
Project operators play an important part not only in the recruitment, matching and training of mentors, but also in promoting effective communication between mentors and mentees. Mr Martin LEE, Assistant Manager of Christian Action, shared with us the experience they acquired in taking forward the Mentorship Programme of their projects. As one of our project operators, Christian Action has run a total of 11 CDF projects since 2009.
Three steps to become a mentor: Recommendation, Interview, Training
In the case of Christian Action, those who wish to become a mentor must clear three "hurdles". First, their applications must be endorsed by their church, supervisors or other mentors of the project as a preliminary assessment of their background, experience and characters. Second, interviews will be conducted with each prospective mentor to understand their perception of mentorship. "During the interviews, we will not only assess their abilities but also let them realise the importance of persistence and accountability," said Mr LEE. And finally, third, all shortlisted mentors have to receive 10 to 12 hours of training so as to obtain a better understanding of the project details and various communication skills with young people. After the training, the mentors will be matched with suitable mentees. "In the course of training, our social workers can know more about the personalities and strengths of each mentor. This is important to the matching process."
Flexible matching
Christian Action will arrange meetings with all mentees before they are matched so as to identify their aspirations for their future. Matching is made in a flexible manner taking into account the mentees' character, gender, age, interest, place of residence, career expectation and occupation, family background, religion and so on. In one case, a mentee who wanted to learn musical instruments was matched with a mentor who could play piano. Another example is that a mentee who wished to enter the engineering profession was assigned an engineer of a railway company as mentor, who later showed the mentee around his workplace.
Breaking ice and establishing trust
Mr LEE said that those mentors who already know each other will be grouped together with their mentees to speed up the relationship. This can help them "break the ice" more easily through various group activities which are held in a relaxed atmosphere. "This arrangement can also promote mutual support among members in the same group." he said. "In one case, a mentor who had to leave Hong Kong for a few months due to urgent work commitments was able to find immediate support from other mentors in the same group."
Mentors are encouraged not only to share their knowledge but also discuss in depth their values and religious missions with their mentees. For instance, mentors can elaborate on the concept of financial management to help mentees understand that providing financial support for their parents is a fulfillment of filial obligation. Once mutual trust is established, mentors will assist mentees in drawing up their Personal Development Plans.
Participation of parents is essential to the Mentorship Programme. Parents welcome the idea of mentorship and they usually participate in the first meeting between their children and the mentors. Mentees who have drawn up their Personal Development Plan are also required to brief their parents on their plans, thus enabling parents to take part in witnessing their children' personal development.