I highly recommend having a mentor.  I have been lucky and honored to have great mentors that have opened doors for me in the form of new knowledge, advice and relationships.

I have also had the experience of working with tormentors. Tormentors are people that hold you back professionally. The good news is that you have significant control over how to handle these tormentors and a mentor can help. I suggest looking for a mentor that you can communicate with openly and honestly.

When first starting out in my career I was lucky to have a boss that immediately took on the role of mentor. It was nice to not even have to ask in my case. If this doesn’t happen or hasn’t happened for you, take the initiative to identify and ask someone to be your mentor.

My first mentor helped me build relationships with people that I may have never met. People of various backgrounds, professional and nonprofessional, elected officials and nonprofit staff such as Executive Directors and program staff. This occurred in such a way that I was able to make a great first impression. I maintain many of these relationships to this day. Including, still seeking advice from my mentor.

Seeking advice from a mentor is exceptionally valuable. A mentor who is able to provide guidance with integrity through ethical situations, like sexual harassment or being treated unfairly in the work place, is priceless. It requires an honest relationship and one where you value your personal opinion and are open to a different point of view.

I choose to mention sexual harassment and being treated unfairly because these are common experiences for young women in the workplace.

Sometimes it is having to deal with a colleague inviting you for a drink; tip-avoid it at all costs.

Maybe it’s something like your male boss or male board members not shaking your hand but shaking the hand of males; tip-address the issue directly with the person in a safe and confidential manner.

Maybe another staff person intentionally and continuously leaves you out of the information loop important to your role; tip-address directly, in writing, with the person and document each time it occurs.

Discrimination is overt and covert, it is how you handle it that matters. A good mentor will provide advice on issues.

Beyond helping forge new relationships and advice with integrity, a great mentor will encourage and stand up for you.

I once witnessed a mentor give high praise to her mentoree in a public speech. What I didn’t know is that she was introducing her as the key note speaker for the event I was attending. Once on stage the mentoree thanked her mentor (after a hug) and noted that she was honored that an expert in the field, her mentor, had recommended her for the key note speech. I was watching “a passing of the torch” and a great mentoring relationship in action.

The key to the story above is the mentor recommending her mentoree over herself as the key note speaker because she knew that the publicity would further her mentoree’s career and the speaking engagement allowed for a professional growth opportunity.

There is a difference between someone who says you are great and skilled and someone who advocates with and on your behalf. Aim for the later and you will grow professionally, have a successful career and have your own story of a great mentor.

The Lancaster Young Nonprofit Professionals Network met for the first time on on October 12, 2010 at the Lancaster Quilt and Textile Museum.

Here is the link to national’s website http://www.ynpn.org/s/936/start.aspx.  Our closest networks are Philadelphia and Baltimore.  Also, Harrisburg is started a chapter like us!

Since we are a novice chapter, this will be our online home to save costs.

Meetings: We meet the second Tuesday of every month at 5:00 pm.  We meet at different locations, typically social sector locations, so we can learn about different organizations and issues.  Networking begins at 5 and before 6:30.

Format: This is a networking opportunity.  Come prepared to share something about yourself that makes you shine!  We open with introductions and announcements.  Next, there is room for a 20 minutes educational speaker.  Our hosting facility typically offers a tour.  The rest of the time is spent getting to know each other.

Get Connected! Please email shanon <<<@>>> solavareidconsulting<<dot>> com to join the email list.  You can also friend us on facebook we are known as Lancaster Young.

There is no age limit to attend our networking events.

Social sector organizations depend on donations as income. Very recently, the individual donor profile has changed dramatically. One day not long ago, donors were white males who made their wealth during the 19^th century. Some inherited it, some worked from the ground up, all were supported by the social structures left over from the 18^th century. Yes, there are examples of philanthropist that don’t fit into this box, but the majority do, or did.

Recently, I have been spending time reading about trends in philanthropy. Articles like this:

The Forum of Regional Associations of Grantmakers has information about ways people give and who is giving http://www.givingforum.org/s_forum/sec.asp?CID=157&DID=246.

Foundation Center has a report on what people are giving to by general area. http://www.givingforum.org/s_forum/sec.asp?CID=157&DID=246

Also, the Chronicle of Philanthropy, Forbes, Wall Street Journal and many others news outlets report on trends.

I have ceated my own new donor profile below because the role of millennials in philanthropy continues to be missing, especially when it comes to giving money. Millennials are people currently in their early 30s and younger. Maybe people think we are poor or will never have any wealth due to the current recession?

Whatever the reason, I believe we are willing to give so I worked up a profile for millennials in philanthropic giving. I hope this encourages thinking about asking millennials to give time AND money.

A New Donor Profile, Millennial Style

1. Make it flexible-Life in the second, third and fourth decade of your life is a little hectic. As a millennial myself, I often have to make the most of my time by doubling up on what I’m doing. Meaning, combining two or more activities into one. Can I bring kids along rather than leaving them in day care? Can I help out 2 hours a week but not on same day each week? Can I give $1,000 over a 12 month period? How can I help your organization while tending to my life?
2. Learning opportunities are key-Not because we want to expand our resumes or meet new people but we like to learn. Millennials grew up around massive amounts of information at our finger tips. Continual learning might be in our DNA if not, at least you will might get our attention.
3. Diversity matters-Diversity from the stand point of race/ethnicity, religion/spirituality, political affiliation, income, age and geography are specifically important. A 2005 Gallup Poll says 60% of 18-29 year olds have dated someone of a different race. The US Census  is tracking significant increases in racial and ethnic diverse especially among people under 40.
4. Cut the BS-It might come as a surprise but sometimes people speak down to younger people. As one of my millennial friends put it, “I’m just so tired of hearing the stories of days past after sharing my age, I’m ready to get to work with this person already. Oh, and it would be nice if they recognized what I can do.” We millennials might not know everything but we do know we bring value and expect to be treated equally. If you are asking for our money, talents and skills, cut the advice and acknowledge the value we add.
5. We want action-I recently did an interview with a friend for my Change Agents Under 40 Project. His quote sums it up the best, “I feel like I’m able to be in two places at once, I have to be…to get things done, now is the time for action.”
6. Represent yourself well online-Everyone knows the phrase, Google it. I have never given money to an organizational without checking out their website, reading articles online about them and researching their staff and board members online. Other millennials do the same.

Here is is the new donor. Currently members of the millennial generation are in their 20s and early 30s. The Pew Research Center (education-portal.com) says that we are well educated, 19% currently have a college degree, 39% are still in college and 30% plan to earn a post-secondary degree in the future. Studies by the US Census Bureau and many other agencies have consistently shown that people with a higher level of education make more money than those with less education.

The new donor is not exactly new, we are here already. People interested in having millennials as a donors should ask us for flexible ways to participate and give, offer learning opportunities, ensure diversity of participation and service delivery, acknowledge the value we add, be action oriented and have a strong online profile.

Are you involving millennials in your philanthropic strategies?