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The word mentor comes from the name of Odysseus' trusted friend who leads his son in the search for his father. The word also shares common roots with: "remember" "think" and "counsel."

In Alabama, Interns are not explicitly required by law to have a "Mentor."  However, the Alabama Board For Registration Of Architects, NCARB and the AIA all strongly recommend that Interns obtain a Mentor to assist them in their professional maturation. 

 

Guidelines for Mentors

Just before an Intern submits the tri-monthly  IDP Value Unit Report  (January 1, May 1, and September 1 of each year), he or she should make an appointment to meet with you, as their Mentor. The meeting should be arranged by the Intern to coordinate with your schedule and should be held in your office or at a place convenient to you.  According to the NCARB Intern Development Program Guidelines,  you will review the Intern's training progress at this meeting, suggest additional training and supplementary educational activities where certain training areas are felt by you to be lacking, and provide guidance to assure the Intern's well rounded professional growth.  This is the minimum level of responsibility of Mentors.
 

In addition to the bare minimum, Mentors may wish to take on other tasks to help their Interns gain a better understanding of the profession and prepare them to become licensed.  The type and amount of involvement with the Intern's training is limited only by the vast creativity of each Mentor.
 

Choose several Interns as Advisees and meet with them as a group on a regular basis.  The advantage of this scenario is that it helps to create a less intimidating atmosphere when their peers are also present at the meetings.  The Interns tend to open up more when encouraged by people of roughly the same age.  Inevitably, Interns will feel a bit intimidated by the fact that you are older and more experienced in the profession.  There seems to be a sort of safety in numbers effect that takes place when in a group.
 

Meet more often with your Intern(s), say once a month.  The advantage of doing this is that it makes it easier to track the progress of the Intern and notice when something needs a course correction.
 

Arrange a social meeting format with your Intern(s).  Rob Rosenfeld, the Director of Intern Programs at NCARB has twelve Interns with whom he meets informally as a group once a month.  The monthly meetings take place at one of his Interns' apartment in rotating order, where they have a pot-luck dinner.  After dinner, a special topic is discussed.  Rob selects the topic of conversation and leads the discussion.
 

Take your Intern(s) to a cultural event.  Dutch treat.   This type of experience is likely something that they missed as students, and you can help fill in their under-developed cultural literacy.  This should be an enjoyable experience for both you and the Interns.  Do not make it a burden on yourself.  If this is a regularly-scheduled, expected occurrence, so much the better.  Such events could be a play at the Shakespeare Festival, a Birmingham Symphony Concert, a local sporting event, or even a wrestling match.  Each type of experience can have much to discuss as it relates to architecture.
 

Actively recruit Interns to mentor.  Try to get the very best people, and make them want to be your advisee.  Ask your Interns to make a commitment to whatever training advisory program you establish.  "Fire" Interns that do not show up for scheduled meetings or do not follow through.  Be gentle but firm.  It is part of the training.  Since you are devoting your time to this effort, get something back in return by having the most fulfilling mentoring program that you will enjoy as well as be effective.
 

Require your Interns to put down in writing their career goals, and review this document with them regularly.  This could be a list of goals, one single goal, or a candid description of where they want to be in two or three years.  Since you are not their boss, they should not be afraid of any repercussions if they tell you they really do not want to work for their present employer for more than a couple of years.
 

Qualifications of Mentors:
 

You must have a current architectural registration in any state.
 

You must enjoy working with young people and helping them overcome obstacles.
 

Age, either too much or too little, is no hindrance.  All that is needed is enthusiasm for the job.
 

You should have the time available to meet with your Intern at least for one hour every four months.
 

Ideally, you should not work for the same firm as your Intern.
 

Upon accepting an Intern to mentor, you may wish to call the Intern's employer to say that you will be mentoring one of their employees.  Casually set their mind at ease regarding your non-disclosure of any confidential information that your Intern may relate to you regarding the firm's business.  This is a serious concern for some firms, and you need to be aware of it.
 

You need to know that you do not take on any responsibility for the Intern's acts or failure to act in any legal context.  In other words, you will not be blamed if the Intern screws up.  Use it as a learning tool!  However, your timely and well-reasoned advice may in fact help avert a disaster that would have otherwise occurred.
 

Don't pontificate.  It's a downer.
 

You may find yourself in a situation where the Intern informs you that he or she is experiencing emotional problems at work or at home.  It is all too common at that age.  You may initially feel that these problems are profession-related, and want to be able to work them out with the Intern.  You should, however, know your limits and accept the fact  that you are ill-equipped to deal with such behaviors.  Refer your Intern to a trusted counselor.  Whatever you do, keep such private information under your hat.
 

Do not commit any ethical violations such as hiring your Intern away from his or her current job.  How would this lack of principles impact the future actions of your Advisee?
 

Know the Alabama Architectural Act and Rules thoroughly.  Get the latest copy from the Board in Montgomery (call 334-242-4179).  As a practicing Architect, you should be familiar with these documents, anyway.   If you need to know something about the IDP, most questions can be answered by reading the Intern Development Program Guidelines, which are available for free from NCARB by calling them at (202) 785-0820.  If you have a stumper, contact the Coordinator, Jim Seay, Jr at (334) 263-5162.
 

Keep your commitments and appointments, and be punctual.  After all, you are the role model.
 

If you do not enjoy being a Mentor and it becomes a burden, take a sabbatical.  You can always join the program later if you want.
 

You will earn AIA/CES Learning Unit Credits for Mentoring through the AIA "self-directed" study program.  Time spent in researching information to assist Interns in meeting their professional goals is considered "learning" time and will be credited on a Quality Level 1 (1 hour research = 1 hour credit) basis.