Mentor Program

UFSC-GKC recognizes the need to prepare future leaders to support its mission. It is clear that members possess a breadth and depth of knowledge and can lead the organization to higher levels. However, without specific and targeted efforts to increase active participation in leadership roles, the organization will experience significant knowledge-drain that will negatively impact UFSC-GKC, the national organization and the Kansas City metropolitan area. The Mentor Program supports UFSC-GKC’s initiatives related to membership retention, leadership development and succession planning.


  • Be successful in their fields, have accumulated work experiences and willing to share “lessons learned” from those experiences. Interactions with the Mentees should include but not be limited to monthly e-mails, face-to-face meetings and phone calls.
  • Have active networks of influential individuals and resources they are willing to share.
  • Have a history of fostering employee development.
  • Respect the next generation of leaders and desire to leave a legacy.
  • Help develop, encourage and support leadership goals established by Mentees.
  • Provide positive, constructive feedback to Mentees.
  • Be independent of the Mentees’ employers


  • Be committed to self-development.
  • Assume responsibility for acquiring or improving skills and knowledge.
  • Be open and honest regarding goals, expectations, challenges and concerns.
  • Be willing to learn and accept constructive feedback from Mentors.
  • Actively work toward establishing regular meetings with the Mentors.


  • Establish goals that are specific, measurable, attainable, relevant and time-bound.
  • Participate in activities sponsored by UFSC-GKC.
  • Stick to agreements.
  • Respect each other’s time and resources.
  • Be willing to commit 1 year toward leadership development in UFSC-GKC through the Mentor relationship.
  • Maintain absolute confidentiality.


  • The UFSC-GKC Mentor Program Coordinator matches the Mentors and Mentees based on common interests and goals contained in their respective profiles completed when they agree to participate in the program.


  • During the course of the relationships, the Mentor Program Coordinator meets separately with the Mentors and Mentees regularly to assess the progress of each relationship compared to the goals set at the onset of the relationships. If irreparable situations develop or are noted with the relationships, the parties have “no fault” options of ending the relationships and can select other individuals to begin new relationships. When the pre-determined end dates of the relationships have been reached, the formal relationships are dissolved. However, that does not mean that the relationships cannot continue informally. Learning is a life-long and continual process. Mentors and Mentees are expected to be continual learners.