Thank you for your interest in supporting the future of FoRB!
Most FoRB activists are too busy dealing with crises of mass atrocity to address the mundane tasks of succession planning, like recruitment, onboarding, and retention. Unfortunately, this lack of planning is becoming a crisis in itself. According to the 2022 IRF Roundtable end of year survey, fewer than 10% of Roundtable participants are from generations Y or Z, whereas they comprise 57% of the general workforce.
“The future belongs to those who give the next generation reason for hope.”
—Pierre Tielhard de Chardin
We have a narrow window of opportunity to recruit a new generation of leaders before decades of institutional wisdom are lost. The seasoned heroes of this movement need to prioritize passing the torch by providing guidance, sharing wisdom, and inspiring the leaders of tomorrow.
“Adapt or perish, now as ever, is nature’s inexorable imperative.”
—H.G. Wells English writer
Why Become a Mentor:
- Multiply Your Impact: While mentoring requires time, it can lead to larger-scale accomplishments. New recruits, with proper guidance, can augment the work significantly.
- Bilateral Learning: While mentors bring vast experience to the table, mentees often introduce fresh energy, digital prowess, and an innovative spirit, breathing new life into your projects.
- Legacy Continuation: Ensuring that the work continues is essential for its long-term success and impact.
Requests of Mentors
These are guidelines, not requirements. The hope is to turn your attention toward the next generation of leaders, and to consider how doing so will actually amplify and not distract from your own work. We’re here to help with some of the more general tasks of onboarding so you can focus on sharing your unique experience.