Program Roots
The concept of YLA was brought to Baton Rouge from a Milwaukee-based organization, Inroads, Inc. and introduced to the Baton Rouge business community in 1993. Intrigued by the idea, the East Baton Rouge Parish Public School System and the Baton Rouge Area Foundation were brought to the table as partners. This strategic partnership created The Young Leader’s Academy of Baton Rouge, Inc.

Overwhelmingly, Baton Rouge business leaders state that they invest heavily in YLA because they have an obligation to invest in their future workforce. As one local CEO put it, “We see no shortage of young black males in the courtrooms being adjudicated…we now need to work to prepare as many as possible for the boardrooms. YLA affords us that opportunity.”

The Academy
The Young Leaders’ Academy serves 150 young African-American males ages 8-14. The agency aims to foster academic growth, community service and civic responsibility. As Kirt Bennett, the executive director of YLA says, “A mother can raise a young man, but she cannot teach him how to be a man.”

Many boys in the academy come from single parent households, headed by females, with a lack of constant male presence. As a result, the academy created a mentoring program in which a strong, positive role model is placed in a boy’s life for him to emulate. When young boys seek validation and approval, having a male mentor can help provide discipline and keep expectations high and temptations low.

Volunteer Recruitment
When seeking African=American male mentors, a very difficult population to recruit as volunteers, program leaders found themselves asking “How do I get good black men of character to mentor?”

In order to locate good men of caliber who agree with the belief that “excellence creates excellence,” YLA began recruiting aggressively in some interesting places.

Churches and colleges have been a favorite recruitment spot for volunteer organizations; however, blue-collar workers are often overlooked. Men in factories, chemical plants and car dealerships can model professionalism, dependability, strong work ethics and effective communication skills.

Active mentors are often a great source for collecting names of prospective mentors. Being active in the program allows the individual to share program experiences with interested individuals. 

Screening and Training
The academy has created a unique and effective screening process. After spending time recruiting men, they are invited to attend a breakfast at a local restaurant, compliments of an academy board member. The breakfast is held in a business-like manner, similar to a board meeting, and begins by thanking the men for considering mentoring. At one point during the orientation, the tone changes and the academy does some-thing that most non-profit organizations would never think of doing. – they attempt to dissuade the potential volunteer mentors. YLA explains to the potential volunteers that a mentor has to have time to give to a child. The men are then reminded that this not something that have to do, but something they must be committed to doing. The purpose of the orientation is to ensure that the volunteer understands the enormous responsibility of being a mentor. As Kirt explains it, they are seen as a father, and with this privilege comes responsibility.

Once a volunteer decides to apply to YLA, he/she endures a thorough screening process including state and local criminal background checks. References are also collected from a pastor and community contact and a present and past employer. The mentor must also attend a four-hour training lead by a licensed clinical social worker. Training topics include the dynamics of a single-family household, non-verbal listening skills to use with children and expectations of the relationship.

 The mentors are also supported by workshops provided for the mentors six times a year.

 Program Challenges
YLA has faced the challenge of retaining mentors. Enthusiastic mentors who find the requirement overwhelming become disengaged and end up letting the child down. One young man was matched with a mentor found himself very excited the first month, but unfortunately the second month was a bit awkward because he rarely saw his mentor. By the third month the mentor was nowhere to be found. The mentee’s mom stated that she didn’t need a man to come into her child’s life to disappoint him – his father already does that.

Spending Time Together
YLA’s mentoring program is currently serving 26 youth in one-to-one relationships. Mentors and mentees are encouraged to spend time together in activities related to academic development. Mentors are seen as extended family and teachers love it when mentors visit the children in school. The mentor and the youth also spend time together focusing on career exposure, including taking the youth to the mentor’s place of employment or taking them on field trips that expose the youth to various career opportunities. Mentors often spend time with the youth discussing spiritually, education and culture/ They also enjoy bonding through recreational time together.

Successful Returns
When the young men graduate from YLA, most of them become mentors themselves, providing an avenue for them to use the skills they have learned. The young men who become mentors have increased sense of ownership and leadership in YLA, as well as an avenue to keep the younger youth engaged. The opportunity to give back, while promoting the academy's value's allow those who already know the culture of the organization to share their knowledge and to recycle what they have learned. YLA is proud to witness success of many young men who have improved school attendance, made significant academic gains and acquired a value for hard work. That’s what good opportunities – like YLA – are all about.

 
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