Mentorship is an important component of leadership; it is essential for recruiting, retaining, and nurturing young professionals in the field of aging. Mentorship is also a contract, not only between the mentor and the mentee, but also for the mentee to become a mentor in the future. Twenty-five years ago I worked for Rose Dobrof, the founding director of the Brookdale Center on Aging. She continues to be my mentor to this day. Recently, in preparation for a session on mentoring for the Aging in America Conference, my long-time friend and colleague Tobi Abramson and I videotaped an interview with Rose about mentorship. Rose, as always, provided pearls of wisdom, such as: mentoring is important to keep the field alive; experienced professionals should seek out young professionals to mentor; and mentors should never take credit for the work and success of the mentee. You can see the 10-minute, edited version of the interview below or access it here.

One of the panelists of the mentoring session was Kimberly Williams, director of the Geriatric Mental Health Alliance. Kim was, and still is, mentored by Michael Friedman, LMSW, Honorary Chair and Co-Founder, Geriatric Mental Health Alliance of New York, who started the Alliance. Kim is also a member of the “Next Wave, NYC” a group of young professionals in aging. According to Kim, her peers are hungry for mentors, and they are not getting the mentoring they need and want. Kim said that her peers need:

  • Validation/recognition: acknowledgment of their skills, knowledge, and commitment as well as value to the field.
  • Encouragement and support: feedback on strengths, advice about additional developmental needs, and an honest appraisal of capabilities.
  • Access to the professional community/Networking: introduction and connection to important people in the field.
  • An expanded horizon: big picture perspectives, help with vision, and assistance in making good choices.
  • Knowledge of the field: practical knowledge and career-related politics.
  • Personal and career guidance: help in defining and reaching career goals.

I was fortunate to have received all of the above from Rose Dobrof. Now I realize that it is my obligation to pay it forward by doing for young professionals what Rose did for me. I owe it to Rose. Plus, it is my obligation to the care and feeding of my profession – geriatric social work -- to follow Rose’s advice to seek out promising young professionals and help them become leaders. I am sure that nearly everyone working in geriatrics and gerontology was mentored by a remarkable seasoned professional. And I am sure that most of you know a young person who is eager to make her/his contribution. Now, it is our turn to provide the mentoring the younger generation needs. Let’s keep passing the torch.