Start Small, Think Big: How To Begin Building a Mentorship Program Within Your Nonprofit That Elevates The Growth Of Every Team Member, Including Gen Z

If there’s one pattern I’ve seen over and over in advising nonprofits, it’s this: When people across roles collaborate in a focused way, the results are stronger. Fundraising staff collaborate with communications specialists. Executive leaders meet with business development professionals. Different perspectives convened in the same room (in-person or virtual) can help everyone see new angles that can solve shared puzzles.

This sort of collaboration has never been more important. Every one of us must be strengthening our professional skill set as new technologies such as artificial intelligence (AI) forever change what it means to lead and deliver impact inside of a nonprofit. And that includes the ever-important function of fundraising and securing new revenue to continue serving your clients well.

That same kind of growth can come from mentorship, an increasingly essential discipline to foster within nonprofits as more Gen Z leaders join your organization. A thoughtfully structured program creates space for team members to develop new skills, strengthens relationships, and unlocks more value in the work your team does every day.

If you’re leading a small to mid-sized nonprofit that’s on a growth path, and you’re looking to boost your team’s alignment and performance, mentorship can be a smart place to start.

Why Mentorship Matters for Small Nonprofit Teams

Younger nonprofit professionals, especially Gen Z, are clear about what they want from work. Yes, a paycheck is part of that equation. But they’re also seeking growth, meaning, and the chance to make a real contribution.

A mentorship program gives you a practical way to invest in that growth. Done well, it can deepen morale, spark leadership development, and build your internal capacity to work well internally and externally with clients and partners. If you’re a founder, executive director, or manager, mentorship helps you show your team that you value them and that you’re growing together.

Step 1: Ask Your Team What They Want to Learn

You probably have a good sense of what skills or trainings would benefit your team, based on where you sit in the organization. But a top-down approach rarely creates the kind of buy-in you’ll need for long-term positive impact.

Instead, start by having a conversation 1:1 and with your entire team. Ask questions such as:

• What do you want to get better at?

• Where do you want to grow in your role?

• What would help you advance professionally or even personally?

• Use your team’s answers to shape your mentorship structure. Then layer in the strategic skills you know are important for long-term success. The right balance will meet your people where they are while preparing them for where you want to go.

Step 2: Choose the Right Mentors (It Might Not Be You)

Depending on your team structure, you might be well-positioned to lead mentorship directly. But often, it’s helpful to bring in others, whether internal leaders, outside partners, or skilled consultants, especially if you want staff to feel comfortable speaking openly.

A little separation from the direct reporting line can make a big difference. It creates room for honesty, experimentation, and deeper reflection. Meanwhile, you can stay involved through regular check-ins with your mentorship team.

Use those check-ins to understand what’s working, what needs adjustment, and how the program is helping your people grow.

Step 3: Roll Your Mentorship Program Out with Clarity and Purpose

When you launch your mentorship program, don’t just announce dates and times. Give context. Share why you’re prioritizing mentorship, what it’s meant to you in your own career, and what you hope it brings to the team. Positive outcomes to point to could include building stronger relationships, strengthening or adding new professional skills, or fostering greater confidence and strategic thinking.

Keep logistics simple. Create a one-page written guide outlining:

• How much time people should expect to commit weekly to the program

• Whether sessions will be scheduled on their behalf or require them to self-book

• What kinds of progress or outcomes mentees can expect at 30, 60, and 90 days

• The types of positive benefits you hope they’ll see by the end

Clear framing will help staff engage and see mentorship as a benefit, not a burden.

Don’t Wait for Perfect. Just Start.

Mentorship doesn’t have to be big or complicated to work. Start small. Iterate. Adjust as you go. The most important thing is to create space for your team to learn and grow and to show them you’re invested in their personal and professional development.

And if you want support setting up something tailored to your team’s goals, I’d be glad to help you think it through. Reach out to me at nate@silvermaplestrategies.com.