Times are tough and with the economics, in a slump, it is time to pull together and help each other out. One of the ways to do that is through mentoring.

Mentoring is a lifeline that can provide the support, knowledge, and resources necessary to becoming a skilled director.  Through mentoring relationships, directors are connected to other professionals who can offer the guidance, information and time to coach directors.

The more difficult hurdles are internal: the tension between an authority and providing support, the psychological isolation of being at the top, and being able to conceptualize and articulate a clear philosophy to parents and teachers.  These are areas where learning and growth are facilitated by role models and mentors who can influence the evolving leader at a deeply personal level—both intellectually and emotionally.  (Larkin, 1992 p.125)

As I struggled to put this article together, I decided to gather help from the people around me.  I thought to myself, why not ask mentors why mentoring is a solution to the problem?  Who better to ask than the mentors and possibly the directors?  What I discovered was that they had plenty to say and words of wisdom from their personal experiences.

Directing is comparable to being a CEO in a major corporation, only on a smaller scale.  The day-to-day struggles and the time constraints contribute to the constant multi-tasking required to do this job.  It is up to the director to keep everything together and to move forward, trying to provide quality care and education for the children in the center.

“Mentoring is a good part of the solution because it is a way of networking.  It is no longer feasible for directors to do this job in isolation.  The connections are a major piece of the solution and we need to fight against isolation.”  (Mary Ellen Seery, Mentor)

There is no one to talk to.  Directors are out there all alone, and teachers, the rest of the staff, and even a spouse cannot relate to or understand the complexity of this position.  Only those who have experienced being directors can possibly comprehend the layers of responsibility that come with the position.

“The mentor most often listens and acts as a sounding board for the isolated and overwhelmed director.  The mentor can offer experience and knowledge about the leadership required in this new role and the mentor can share information about specific duties performed by the director.  Teachers are concerned about one group of children; a director must consider and be concerned about ALL groups in the center; a mentor can be more objective because they aren’t HER groups.”  (Julie Thorner, Mentor)

Mentors take the time to share their expertise and to help the director make connections.  These connections can be with resources, other people (directors’ support group), or just another adult to talk to who can empathize with the overwhelming aspects of the job.  Mentors offer a lifeline to directors, especially those who have not had the training or background in leadership.

 “Lack of training in administration is a key concern for directors, especially when promotion has occurred from within the teaching ranks.  Administration is a very lonely job.  Teachers have a sense of community, and the administration is often somewhat of an outsider in that community.  This is especially difficult when promotion occurs from within and the old ties get broken.  Mentoring provides the director a confidential, non-judgmental supporter and helps counter the loneliness inherent in the position.  I think that is one of the greatest benefits of a mentoring program.”  (Joan Ackerman, Mentor)

 Anytime we make a step towards improving and educating people about best practices for children, we affect children's lives and the world is a better place.  When center directors become more comfortable and more educated in their roles they can in turn help their staff and parents to grow in providing best practices for children.

I hope that the field of ECE in our community will begin to embrace this approach of mentoring as a means of meeting the needs of the early childhood community.  Through providing support, services (mentoring) as a means of improving and strengthening childcare programs we can better meet the need of the growing field of Early Childhood Professionals.  When relationships can be developed, together we can make a difference on behalf of children.

With mentoring in mind, a new discussion forum has been created for you to build a support group and develop relationships to assist one another in working through problems, questions and dilemmas. Let’s join together.

References/Resources:

Larkin, L. 1992. The preschool administrator: Persepctives in early childhood education. Unpublished Ph.D. dissertation Harvard University, Cambridge (UMI Dissertation Services,An arbor: #9219109)

The Mentor’s Guide: Facilitating Effective Learning Relationships  Lois Zachary, 2000, Jossey-Bass Publisher’s ISBN-10: 0787947423

Leadership in early care and education Sharon L.kagan and Barbara T Bowman, Editors NAEYC 1997

Mentoring in Early Childhood Settings

Arlene Martin & Polly Ashelman

Kendall/Hunt publishing,1999

Secrets of Successful Mentorship – article by Dr. Jane Bluestein

Mentoring for Early Childhood Teachers and Providers: Building upon and extending tradition

Marcy Whitebook and Dan Bellm

National Center for the Early Childhood Work Force

Young Children November 1996 page 59-64

The California Early Childhood Mentor Program (CECMP) has existed since 1988.

http://www.clpccd.cc.ca.us/mentor

The California Early Childhood Mentor Program, 2555 Hesperian BLvd.,Hayward, CA 94545, (510) 786-6638 FAX (510) 786-6022

Perry,Jane (1996) Director Mentor’s Handbook California Early Childhood Mentor Program

Young Children  May 2001, The Gift of Mentoring by Kathy Thornburg, volume 56, Number 3

The Power of Mentoring. Taking the Lead: Investing in Early Childhood Leadership for the 21st Century. Elliott, Kimberly; Farris, Marcia; Alvarado, Cecelia; Peters, Cynthia; Surr, Wendy; Genser, Andrea; Chin, Eleanor

Publisher:

Publisher name and contact information, as provided by the publisher; updated only if notified by the publisher. Center for Career Development in Early Care and Education, Wheelock College, 200 The Riverway, Boston, MA 02215-4176 

Creating a Mentoring Culture: The Organization's Guide  ~ Lois J. Zachary

The Mentee's Guide: Making Mentoring Work for You  ~ Lois J. Zachary

Mentor Coaching and Leadership in Early Care and Education  ~ Mary Nolan