I passionately believe that with success comes the opportunity, if not the obligation, to respond to the needs and enable the aspirations of others, ranging from family and friends to entire communities, the nation, and even the world. I am always stunned and disappointed by the attitudes of those who achieve wealth and status yet show little or no regard for others—and I am never surprised when their success ultimately proves to be unfulfilling or short-lived. When you reach the top of a mountain, you should not be extending a foot to kick others back, but offering a hand to help lift them up, just as you needed someone to assist you during your climb to the top—and will again, if you are to reach your future goals or maintain your current level of success.

Fortunately, most of us respond positively and enthusiastically to the opportunity to make a difference in the lives of others. We remember that others—the teachers who encouraged, the relatives who prayed, the mentors who advised, or friends who invested—did the same for us to help make our dreams and goals a reality. The truly successful business person constantly invests in others: helping that young person find a summer job or internship; making a key introduction on behalf of a promising new business owner; providing graduate school recommendations;

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making the much-needed investments of time, tithes, and talent to help others prosper. You need look no further for numerous examples than this issue of black enterprise, which features our 39th annual listing of the be 100s, the nation’s largest black-owned businesses.

Each of our 2011 be 100s Companies of the Year has a long track record of creating jobs, uplifting communities, and creating opportunities for other professionals and entrepreneurs. Bridgewater Interiors L.L.C., a $1.6 billion auto industry supplier and our Industrial/Service Company of the Year, now employs more than 1,400 people at four manufacturing facilities, after starting out with only one customer a little more than a decade ago. Led by CEO Ronald E. Hall, Bridgewater has survived the Great Recession and returned to profitability, bringing desperately needed economic activity to the Detroit area. The same can be said for Bob Ross Buick/GMC and Mercedes-Benz, based in Centerville, Ohio, and this year’s Auto Dealer of the Year. Since the death of CEO Norma J. Ross last April (husband and founder Bob Ross died in 1997), daughter and CEO Jenell Ross has overcome both personal loss and industry turmoil to continue the family business and maintain the Ross tradition of supporting nonprofit and community groups in the Dayton, Ohio, area, as well as organizations ranging from the NAACP to Central State University.

Both M.R. Beal & Co. in New York and Burrell Communications Group L.L.C. in Chicago, the 2011 Financial Services Company of the Year and Advertising Agency of the Year, respectively, have created professional and business opportunities for generations of professionals in their industries. Investment bank M.R. Beal can claim some of the most accomplished pros in its industry as alumni, including Suzanne Shank of Siebert Brandford Shank & Co. L.L.C., the 2010 Financial Services Company of the Year. And Burrell Communications is a living legacy of founder Tom Burrell, who, upon retiring, implemented a succession plan that passed ownership of his agency to two longtime employees, Fay Ferguson and McGhee Williams Osse, the agency’s co-CEOs.

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Examples of successful business leaders lifting as they climb don’t stop with our 2011 Companies of the Year. They can be found among the be 100s companies in every industry and across the country. For example, last month when James Reynolds, the CEO of be 100s investment bank Loop Capital Markets, learned that his elevation from an unpaid board member to chairman of the Chicago Housing Authority came with a $100,000 stipend, he came up with a plan to invest the money back into the community by creating a scholarship fund for children living in Chicago public housing. Reynolds also donated $25,000 of his own money to the fund.

Eddie C. Brown, CEO of Baltimore-based Brown Capital Management L.L.C., one of the be 100s asset managers, has made charitable contributions of more than $22 million to the arts, educational programs, and healthcare efforts through the Eddie C. and Sylvia Brown Family Foundation, which he and his wife created in 1996. Brown was inspired by a wealthy white woman in his hometown of Apopka, Florida, whom he called the “Magnificent, Mysterious Lady B.” in his autobiography and who paid for his college tuition throughout his four years at Howard University. The Browns’ philanthropy earned them spots on black enterprise’s 2005 lists of the 20 leading foundations and 15 top individual donors, respectively. And this year Brown is the recipient of our prestigious A.G. Gaston Lifetime Achievement Award at the Black Enterprise Entrepreneurs Conference + Expo hosted by Nationwide at the Atlanta Marriott Marquis Hotel May 22–25.

Check out our photo essay in this issue, featuring be 100s CEOs including Warren Thompson of Thompson Hospitality, G. Jean Davis of UNIBAR Services Inc., and others who understand the intrinsic connection between the success of their companies and the need to create opportunities for their hundreds of employees and their families.

You may not command a seven-figure income, and your business may not be of the size and scale of a be 100s company, but you can still do your part as a successful entrepreneur or business professional. Go out of your way to create at least one internship position—arranging for students to get credit toward their degree if you can’t pay them—at your small business. Get to know your employees well enough to know when to offer assistance, such as helping with expenses related to the death of an immediate family member, or providing recommendations for their children’s college applications. If you meet a promising job seeker that you’re not in a position to hire, make the extra calls and work your network to get him or her hired

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elsewhere. Take a good look at the community in which your business operates, and you’ll no doubt find unmet needs. Lead, use your influence, and work with others to help provide solutions and create opportunities. Set aside 1% or 2% of your annual profits or salary so that you can meet emergency requests from friends, family, associates, or the community at large. If you don’t have money, donate time (say, a day each month), or be prepared to donate your company’s goods, services, or expertise to a worthy cause. When requests for favors come—and believe me, they will—you’ll be prepared with ways to help.

The bottom line is this: Excelling in business goes hand in hand with excelling at creating opportunities, recognizing and meeting needs, and yes, doing favors—both large and small—for others. Any good entrepreneur can make money. The very best, including those leading our 2011 be 100s Companies of the Year, make a difference. I urge you to join me in honoring them at this year’s Black Enterprise Entrepreneurs Conference + Expo. More important, I hope you’ll be inspired to follow their example.

The nation as a whole has been in a less giving mood. According to the Bureau of Labor Statistics, 26.3% of the population volunteered their time between September 2009 and September 2010, a drop of more than half a million people from the previous year.

I’m not suggesting that you spend less than the time required to support your family and build a nest egg. At Black Enterprise, we zealously promote our Wealth for Life principles so you can create a life of options. And we have never told our audience to apologize for achieving success, living well, and giving their family the best. I submit to you, however, that spending will not set you free. You will gain ultimate fulfillment not through the number of toys you’ve accumulated, but by the number of lives you’ve touched.

I recently told a friend that I really didn’t want for any material goods. He looked at me as if I were a brother from another planet. I wasn’t boasting, however; I am just grateful to have a wonderful, healthy family; a circle of close friends; a challenging, rewarding career; and the resources I need to take care of my obligations. I also have the blessing of activities that nourish my soul, such as coaching a team in the AAU youth basketball league. My participation is not just about teaching kids the fundamentals of basketball and collecting tournament trophies. I get to share life lessons with a group of kids who have great potential. Some come from broken homes. Most have never flown on a plane, stayed at a hotel, or dined at a restaurant beyond the local fast-food joint. In my role, I offer them guidance and expose them to a world with infinite possibilities. The reward I receive is seeing these young men attend a four-year college and grow into productive citizens.

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This spirit of giving must be passed on to the next generation. Indeed, I have done so with my own children. When they were younger, our Christmas tree would be choked with gifts for them. One year, we decided they could select two gifts and the rest would be given to those of lesser means. At first, they wondered if this new approach to Christmas was a form of punishment. I am proud to say, however, that they quickly embraced our new tradition and I was pleasantly surprised by the joy they derived from sharing their good fortune with others.

We must give back in ways both large and small. It must be more than the reflex action of watching thousands suffer after the earthquake in Haiti or tsunami in Japan. Yes, it’s vital that we support such humanitarian efforts in the wake of unthinkable tragedies. But we can’t stop there. While money is important, time is equally valuable. Devote time to serving at a soup kitchen, teaching adults to read, or mentoring young people. Encourage your corporation to sponsor a worthwhile organization or philanthropic effort with sweat and muscle as well as dollars. If you contributed one hour each week, that’s just 52 hours out of the roughly 8,760 we’re all given each year. Within that time frame, you can do more than just help people. You can change lives.

I strongly believe we must all be grateful for the gifts bestowed upon us and share them to create a better world because, as another well-known quote states, There but for the grace of God, go I. Whether you earn an annual salary of $50,000 or $500,000, you can offer your time, skills, and resources to improve the lot of others. All it requires is commitment. Believe me, you will find it one of your most enriching, exhilarating experiences.

Expand your career support network: Consider virtual mentors (Image: Thinkstock)

Most professionals desire access to a quality mentor whom they can learn from and emulate. But what makes a good mentor? According to media mogul Oprah Winfrey, “a mentor is someone who allows you to see the hope inside yourself.” I wholeheartedly agree!

Now, you might think that your boss should be the one to help you with this magnificent discovery and help you get from point A to point B; but it doesn’t always work like that! As I discussed in my previous column (“The Problem with Traditional Mentoring“), securing a mentor can be challenge…until now.

You can either wait for someone to take an interest in you, or you can be proactive and take an interest in others who are already interested in helping you–someone like a virtual mentor.

Virtual mentoring is essentially distance coaching that takes place online, during group tele-seminars and one-on-one coaching via the telephone, or on social media. Your virtual mentor can be an expert (which I highly recommend) who has dedicated his or her career to mastering a subject or skill and then teaching others how to do the same. Alternatively, your virtual mentor may not be a formal business coach. Instead, he or she could be a professional who is an industry leader or someone whose career path and success you admire.

Clearly, the Internet makes accessing information easier than ever before. Now that we live an interactive, web 2.0 world, we can do more than just access information, we can engage it and interact with it before we apply it.

This is extremely significant for executives (and entrepreneurs) alike – although I don’t think most realize it. You see, now you can gain direct access to a person or community of thought leaders that are committed to your development. And, trust me, you need someone who is a dedicated to making sure you win in the marketplace. You need a virtual mentor, but you need the right one.

Here the top 5 things you should look for in a virtual mentor.

1. Proven Expertise. You want to make sure that the person you are looking to has been where you want to go. Otherwise, you will likely waste your time following someone who is essentially incapable of effectively guiding and leading you.
2. Proven Ability. Having business acumen does not necessarily mean you can teach it! Too many professionals look to people who are successful, but poor teachers. A great mentor is a great teacher. Search for someone who has the proven ability to teach and get results in helping others grow.
3. Genuine Concern. The problem with having a traditional mentor randomly assigned to you is that the mentor may or may not have a sincere interest in developing you. The success rates of “assigned” mentors are pitifully low. In looking for a virtual mentor, you get to pick who YOU want. You can search for subject matter experts who have a genuine passion about developing you.
4. Frequency. When selecting a virtual mentor, assess how frequently the individual provides content and information. You should be able to “test-drive” the virtual mentor with little or no investment. I recommend you treat it like a trial period where you can assess the frequency and quality of information shared. For example, when someone joins my network, they are able to connect with me via a weekly newsletter, read my book (which has tons on advice), or by keeping up with me on Twitter or Facebook. In this capacity, I get to virtually mentor thousands of people everyday. Information provided by any virtual mentor should be easily and readily accessible.
5. Selectivity. Make sure that the virtual mentor you are evaluating is selective and focused in the material they choose to cover. Be very wary of generalists – a person who claims to be an expert in everything! Further, you need to be selective, too. The downside of the Internet is there can be too much information, which can make it challenging for you to stay focused. Confused people do nothing! So, make sure that you avoid information overload, which is a common by-product of listening to too many people. Find the expert that resonates well with you and stick with that person.

Remember, what you listen to ultimately leads you. Listening to the right virtual mentor (or mentors) is key to moving in the right direction.

In the next installment, I will share some advice on how to develop a relationship with a virtual mentor who is not a professional business coach. In the interim, share with me your thoughts.

What criteria would you add to the list? Do you think there any downsides to virtual mentoring? Leave your comments below!

I look forward to hearing from you.

Marshawn Evans, Esq., is a weekly career columnist for BlackEnterprise.com. She is President of ME Unlimited LLC, a peak performance agency, and is Founder of ME University® – the industry’s premier resource for profitable brand strategy. She is author of the bestselling book, SKIRTS in the Boardroom: A Woman’s Survival Guide to Success in Business & Life (2008). Connect with her online at www.marshawnevans.com, on Twitter at @marshawnevans and on Facebook at ME Unlimited by Marshawn Evans.

Have a question for Marshawn? Continue the conversation on her BE INSIDER NING page at beinsider.ning.com/MarshawnEvans.

MC Lyte and her mother share advice for the youth

Last month University of Texas celebrated track coach Beverly Kearney, who stands as one of the most decorated coaches across all of collegiate athletics, held her fifth annual Minority Mentorship Symposium in Austin Texas. Black Enterprise’s own Tennille M. Robinson was in attendance to document the event, which included individuals from the fields of sports, entertainment, corporate, political and academia. While there, we caught up with recording artist and narrator Lana “MC Lyte” Moorer and her mother, Constance, who shared their thoughts on the importance of mentorship. Here’s what the mother and daughter had to say.

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BlackEnterprise.com columnist Marshawn Evans (Image: Courtesy of Evans)

Most professionals, executives and entrepreneurs alike, recognize the value of having a mentor. On the other hand, securing a mentor, a good one, is usually far more challenging.

Traditional mentoring in the workplace usually derives from one of three methods: (1) a mentor is assigned to you; (2) you secure one on your own; or (3) a mentoring relationship naturally develops with someone you know and trust.

I can tell you from personal experience that the best mentoring relationships happen organically; but in this day and age, there are reasons you may need to be more assertive.

For one, budgets are tight. Managers and supervisors are under tremendous pressure to deliver more results with fewer resources. While most leaders would like to mentor, marketplace realities make it difficult to make mentoring a top priority. You, however, need a mentor who makes you a priority–someone who is focused on your development and committed to helping you grow.

The good news is that there are a ton of resources available to you. While I would never undermine the importance of cultivating mentoring relationships in the workplace, it’s time professionals realize that all of your development cannot happen during your 9-to-5, during happy hour, or on the golf course. Your most thorough development will occur after hours, and probably from multiple sources, wholly outside your workplace.

Have you ever noticed that most individuals in supervisory, management, or leadership positions leave the office for training? They leave the office for conferences, networking events, seminars, and meetings. They also tend to hire an outside coach to give greater perspective. Then after receiving developmental and educational deposits, they return to the office to either share or execute what they have learned. Leadership is developed; not delivered.

This kind of development takes work. It takes time. And it takes commitment. You may not like what I am about to say, but I’ll say it anyway: Most of us want development to be easy. We want someone to take us under his or her wing, pour out all of the wisdom they have worked an entire lifetime to develop, and then promptly fast track us to success.

In my view, it is a bad expectation–one rooted in laziness, and one that is a bit insulting, too. Think about it. How would you feel if you had to sweat and struggle to build a home from scratch and with your bare hands, and then someone else wants come in and live in your home without ever paying you rent? Believe it or not, that’s how we treat most mentoring relationships. We are looking to “live” in someone else’s mind or world without properly respecting the price paid by that person to become a brilliant success.

Here is my point: Mentoring is important. No debate there. How we approach mentoring as a professional has been rather, well…ignorant. (I said you might not like what I have to say about this!)

Make the most of your mentors (Image: Thinkstock)

Mentoring used in the traditional sense is misleading. When I think of mentoring, I think of sharing time, wisdom, and heart with someone I know and care about. I think “mentoring” when I think about working with kids, or interacting with colleagues that I know–those with whom I have natural, pre-existing relationship and therefore a vested interest. But (and this is a really big “but”), in the marketplace, when I see someone who has wisdom that I respect and admire, I think about that person as an expert, virtual mentor, or consultant.”

It is time for a marketplace mind shift as it relates to mentoring. In the dictionary, a mentor is defined as, “an experienced or trusted adviser,” and as “one who trains.” Does that fit your supervisor’s job description? Probably not. In the thesaurus, mentor is synonymous with the words adviser, guide, guru, counselor, consultant, trainer, teacher, tutor, and instructor. Again, does that fit the job description of your boss?

Development is your responsibility. If you went to a consultant, you would naturally expect to invest in their experience and expertise. We strategically, however, use the word “mentor” (instead of consultant) because it tugs upon, and slyly manipulates, benevolent heartstrings.

Now, if you are accustomed to asking for “hook-ups” and the “let-me-pick-your-brain” strategy, you (again) are not going to like what I am about to say. Professionals must start treating development professionally. Quality professional development is an investment.

Naturally, you do get what you pay for. So if you want dedicated, personalized attention, hire a strategist or invest in attending a development event. Regardless of where you are at in your career or your business, my hope is that you will begin to think differently about your approach to professional development.

I’m not ready to give-up on the word mentor. A mentor just means that someone cares about your development, which is critical. We all need a coach, an adviser, and a professional mentor, but we also need to upgrade our approach to upgrade our outcomes.

I consider myself a virtual mentor to thousands of people internationally. Mentoring is a big topic, so in my column next week I plan to share some specific tips that you can use in strategically securing the right virtual mentor–one that is focused on your development and your success.

In the interim, let me know your thoughts below. What do you think of modern day mentoring? Don’t hold back. I love a lively debate!

Marshawn Evans a weekly career columnist for BlackEnterprise.com. She is Founder of ME Unlimited®, a corporate life-enrichment consulting firm focusing on reinvention, diversity, innovative leadership and peak performance strategies. Evans is an entertainment lawyer, entrepreneur and reinvention strategiest. The author of SKIRTS in the Boardroom: A Woman’s Survival Guide to Success in Business & Life (Wiley 2008), is also founder of The SKIRTS Network™ and The Work Your SKIRTS Awards.™ Follow her on Twitter at @marshawnevans and on Facebook at ME Unlimited by Marshawn Evans.

Taylor

For nearly four decades Susan L. Taylor was the leading force behind Essence magazine. As the voice for black women, Taylor celebrated the beauty and potential of African American women, which is the reason BE named her as one of our 40 Most Powerful African Americans in Business (see “Titans,” August 2010).

By 35, Taylor had climbed the editorial ladder and become editor in chief of the fashion, lifestyle, and beauty magazine. And her “In the Spirit” column became one of the most popular sections of the magazine.

Today, Taylor dedicates her time to a nonprofit she started, the National CARES Mentoring Movement (www.caresmentoring.org). Founded in 2006, the organization recruits and connects black mentors with local youth-serving and mentoring organizations in an effort to guide black children to academic and social success. Currently in 56 cities around the country, Cares is on a mission to recruit 1 million black mentors. BLACK ENTERPRISE caught up with the Harlem native to learn more about the importance of mentorship in the black community and what she’s doing to help close the mentorship gap.

What prompted you to start the National CARES Mentoring Movement? The crisis is graver than you know. For example, I learned that 58% of black fourth graders are functionally illiterate. People don’t know that. That’s not what’s being spoken about from our pulpits. I don’t want to point the finger but it’s not what our sororities and fraternities and our many organizations are talking about. Those facts have to be put before the community.

You used the Essence Music Festival as a platform to help recruit for the movement. Why then and why there? After Hurricane Katrina, Essence couldn’t go back into New Orleans with the music festival and conduct business as we had before. We needed to focus on the children who had been displaced and were living in FEMA trailers. We had to get our community engaged in the recovery and forward movement of under-resourced children. It was that burning desire to give an assignment to the tens of thousands of people who were coming to the event [held in Houston in 2006]. We wouldn’t just come and have a party, it would be a party with a purpose and that’s when I launched it.  I just said to myself, “You know what, you have more than enough—you owe the rest of your time and energy and life to your community.”

Why do you think it’s so difficult to get black people to sign up for mentorship programs? It’s not that we don’t care. Black people are overwhelmed. We should take off the television watching that we really don’t need that we use as a way to relax and the mindless conversations that a lot of us are having that don’t lead anywhere. We need to really focus on our health and well-being, because when we are in balance then we focus on the right things—we don’t overspend, we don’t drink or overeat, we take good care of ourselves. When we’re doing that we have clarity and with clarity we say, “Oh my God, the kids around the corner from my church don’t have books.” The majority of poor children in underserved schools do not have textbooks. And that made me say I’m out of Essence and I’m going to do this full time. So seven days a week this is what I do.

So what needs to be done? We have to look in the mirror and say this is our responsibility. When I go into prisons around the country, guess who is mentoring the prisoners? It’s rich white men, retired executives, white women, and housewives who have the time, energy, and heart. We can’t rely on our beautiful white sisters and brothers to continue to take care of our children. We need a million black people to really step up and say “I’m going to mentor.” One hour a week is all we’re asking for. We’re not asking you to buy clothing or spend a lot of money or be their parent but just to impart values and motivation and tell young people that they can. We have to be a voice of wisdom and listen. We’re always talking to young people, but they need to be heard.

Related reading: Mentoring Insider: National CARES Mentoring Movement

Find scholarships, internships, and mentors to teach your child about energy industry careers.

Do you know how many gallons of crude oil equal 1 barrel?  Or can you explain the differences in “renewable” and “nonrenewable” forms of energy?  In the past, conventional education curriculums only briefly mentioned energy issues.  Now, however, as the “green economy” becomes a crucial component of our nation’s future, more and more students are being exposed to energy issues, and will ultimately seek careers in this fast growing industry.  The next generation will be expected to manage our limited resources, and create technology that allows us to more efficiently produce and consume energy.  So how do we adequately prepare our youth for the challenge of leading our nation towards a more secure, responsible energy nation?

Parents, teachers, community leaders and other youth advocates should work to help students identify opportunities that better prepare them for our upcoming green economy.  Here are three ways we can help the next generation get ready for jobs in the energy industry:

Look for energy industry specific scholarships offered by corporations or local community organizations. The American Association of Blacks in Energy (AABE) offer scholarships provided by both national and local chapters.  The scholarships were put in place to help increase the number of African Americans, Hispanics and Native Americans (underrepresented minorities) in energy related fields.

Take advantage of internships and other programs that introduce students to the energy industry. Each year, Chevron Corporation partners with the University of Southern California’s Viterbi School of Engineering to host a summer camp for high school students.  The Frontiers of Energy Resources Summer Camp offers a preparatory, interactive training program focusing on various energy resources including fossil fuels, solar, biofuel, wind, nuclear energy, and information technologies for energy efficient operations. The program introduces outstanding students to the opportunities and career possibilities available in the global energy resources industry.

Seek out mentors that can provide valuable resources and advice on how to succeed in the energy industry. In an interview with the Black Collegian, Entergy New Orleans President and CEO, Rod West, explained, “I was not shy about reaching out to people who were doing the types of things I thought I might like to do, no matter who they were or where they came from. If you don’t know what those who came before you accomplished, you have very little idea of what you’re capable of achieving.”

Practically every major corporation or national industry organization has some form of mentorship program in place.  Students should look for experienced executives and managers who are able to provide guidance and insight to overcoming the many challenges of working in this fast-paced industry.

On November 8, 2010, Black Enterprise and Shell will gather some of the most successful executives in the energy industry to discuss ways we can prepare future generations for jobs in the upcoming green economy.  Register now for a chance to attend this exclusive event.

Susan L. Taylor left Essence to follow a new passion: youth mentoring

Susan L. Taylor’s face and name are synonymous with Essence magazine. She joined it’s editorial staff as the beauty editor the year the magazine launched in 1970 and spent the next 37 years serving as editor-in-chief, publications director, and finally, editorial director, the position she held when she left the publication in January 2008.

But her departure in no way signaled the end of her work. Taylor had realized her passion for youth mentoring a few years prior to leaving Essence and founded Essence CARES in 2006. Essence CARES grew steadily into the National CARES Mentoring Movement and Taylor now runs it full time.

What prompted you to found the National CARES Mentoring Movement?
After Katrina, I just said that Essence couldn’t go back into New Orleans with the Essence Music Festival and conduct business as we had before. We really needed to focus on the children who had been displaced and were living in FEMA trailers. I just said we’ve got to get our community engaged in the recovery and forward movement of under-resourced children.

It was that burning desire to give an assignment to the tens of thousands of people who were coming to the Essence Music Festival so we wouldn’t just come and have a party. That’s when I launched Essence CARES. Even though I wasn’t editor-in-chief of [Essence] anymore, I still had Women Who Were Shaping the World, The Essence Music Festival, writing my editorial every month, and I just said, ‘You know what? You have more than enough. You owe the rest of your time and energy and life to your community.’ So I’m a bridge. I’m a bridge between the White House Justice Department, the powers that be, and our voices–to speak up for the children because no one else is listening. God has given me the grace of access because I don’t really need anything for myself right now.

Tell me about the annual leadership conference and mentoring summit coming up in October?
We have 56 [recruitment] circles around the country, and about 100 leaders came the first year. Then 200 came last year. And it’s a training so we bring them all together and we talk about how you talk to the media, why we’re doing this work. It’s motivating, it’s teaching them how to run their organizations, how to do 501c3s, how to incorporate and how you partner with the organization that you’re feeding mentors to. Because we’re not a mentoring program, we recruit mentors. Why? Because when the call goes out for mentors, the first respondents are white women and then white men and then black men. Black women are last.

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Do you have a hard time recruiting black men and women?
Oh, my God! This is more difficult than selling magazines, and selling magazines, as you know, is not easy! Our children have to become our first concern. They are not our future, they’re our now. And we’re not stepping up in ways that we need to. You know, every single faith-based institution and faith leader should be bringing their congregation to this mentoring movement. The crisis is more grave than you know.

What made me get up out of my seat at Essence and say, ‘I’m out of here’ was when I learned that 80% of black kids are reading below grade level. Fifty-six percent of black fourth graders are functionally illiterate. People don’t know that. That’s not what’s being spoken about from our pulpits, it’s not what our sororities and fraternities and our many organizations are talking about. Those facts have to be put before the community. We have to look in the mirror and say, ‘This is our responsibility’. We can’t rely on our beautiful white sisters and brothers to continue to take care of our children.

I’ve gone into prisons around the country because, as you know, incarcerated people read magazines. But who’s mentoring them? It’s rich white men; retired executives; white women; housewives who have the time, energy, and heart. [Black people] are overwhelmed. It’s not that we don’t care, it’s that we’re overwhelmed. And what happens is we reprioritize; we put down the overflowing platter, you know. Then there’s the television watching that we really don’t need that we use as a way to relax, and the mindless conversations that a lot of us are having that don’t lead anywhere.

We need to really focus on our health and well-being because when we are in balance, then we focus on the right things. Then we realize, ‘Oh my God, the kids around the corner from my church don’t have books.’ If the majority of poor children in underserved schools do not have textbooks, you know where they’re going? To jail. Into a for-profit system built on the backs of poor black boys and girls, young men and women, our children. And [National CARES Mentoring Movement] is saying hell no, not on our watch.

What’s your goal? How many recruits do you aim to get?
Oprah Winfrey did a whole show on the National CARES Mentoring Movement and she put out the number 1 million. So, yes, I’m saying let’s get 1 million mentors. She’s my number one funder, and Anheuser-Busch is a funder, and my husband and I seeded it. We put our own money into the foundation, so [1 million] is a good number. We need a million black people to really step up and say I’m going to mentor. One hour a week is all we’re asking for.

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What has been your greatest success with the foundation thus far?
I think the fact that 56 city leaders have stepped forward around the country and said, ‘I’m going to do this work’ and they’re all volunteers. National CARES Mentoring Movement has five paid employees. I don’t take a salary. But to have 56 people around this country in 56 cities that have said, ‘I’m going to do this work.’ They’re not being paid. And here’s what we do. We collect mentors—able, stable black people—and then we connect with them and get them to understand the crisis. We say, ‘Thank you for coming forward. Please don’t back away. Please stay with that young person you are matched with.’ And then we direct them to a mentoring or a youth support program, or a re-entry program that is in desperate need of black volunteers. That’s our work. We recruit, connect, and direct.

Is there an age cap for mentees?
You know, I thought we would cut it off at 19, but what we do is allow people to have their own ceilings. Because we have people in their 20s coming out of incarceration who have been incarcerated since they were teenagers. And through group mentoring we’re going into the prisons and we’re sitting in circles. I love the group mentoring model because it’s hard to get enough mentors to step forward. The fall of our young is faster than the governments, the congregations, and our ability to support them. The group mentoring model is in place when we come to church and it’s the pastor in the pulpit and 500 people right there. [The group model is], say, five of us go into a girls group home every Friday evening, and maybe there are 20 girls there and we mentor them. Then another week we go and, say, two of them can’t make it. Three of them are still there so it lends consistency.

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What do you want to see happen with the foundation in the future?
Growth. The acceleration of [developing] circles around the country. We need the infrastructure to support that. Anyone who wants to donate to the National CARES Mentoring Movement can go online and do so. We need to hire more staff to manage that. We have people from Nigeria, all throughout the Caribbean, the UK, Canada—they want to start movements. How do I say no? I’m just saying, ‘Hold one moment, please,’ you know, because we can’t manage it yet. So we have to really get this. I mean it’s up and running and going well, and it’s growing fast. But we need to raise more money before we can go international.

How do I become part of the CARES Mentoring Movement?
We don’t direct any mentors to organizations that don’t do background checks or give training. So if you were to go to, say, Agape, a mentoring program in Atlanta, or Big Brothers Big Sisters, or the U.S. Dream Academy—what we do is take a “fast facts” form. We get the days and times you are available, then give you a choice and say here are some of the opportunities in your community for mentoring. Then the organization gets in touch with you and brings you in and does a background check to show that they are not putting pedophiles before our children, and then you are trained. The training is about how you conduct yourself. You’re not a parent, we’re not asking you to buy clothing or spend a lot of money; just to impart values and motivation, and tell young people that they can, and be a voice of wisdom, and listen, because we’re always talking to young people but they need to be heard.

Mathis (center) with 2010 Big Sister of the Year Angela Rodriquez (right) and Angela's Little Sister of 8 years, Sabriyah Jones

The Igbo and Yoruba people of Nigeria told us long ago that it takes a village to raise a child, and today’s urban villages are no different. Children still benefit from an involved community of people in their lives, and proof of that can be found in the many local and national youth mentoring programs across the country.

Big Brothers Big Sisters of America is an international youth mentoring organization that was established in 1904. Operating in all 50 states and in 12 countries, it has even branched itself off into special mentoring programs, including one for African Americans. Big Brothers Big Sisters of America president & CEO, Karen J. Mathis, took a moment to talk a little bit about mentoring with Black Enterprise.

How do I know whether I’m qualified to mentor someone?
“Mentors do not need any special degrees or job skills; the best volunteers simply want to make a difference in the life of a young person by being a friend,” says Mathis. “The goal of the mentoring relationship is to help children gain self-confidence and see the world through a wider lens to become inspired to expand the possibilities for their future.”

Is being a mentor a big time commitment?
It doesn’t have to be. Give whatever time you can, just be sure you can give it on a regular basis. “BBBS agencies ask community-based mentors (“Bigs”) to give a few hours a couple of times a month,” Mathis explains. “While we ask for a commitment of at least a year, the average length of community-based matches is 21.6 months, with many of our matches continuing until the “Little” graduates high school.”

And mentors can participate in a variety of activities with their mentees, Mathis says. They can take in a movie or a sporting event, take a trip to a library or bookstore, shoot some hoops, play a game, grab a bite to eat, etc. When you meet your mentee, find out what he or she likes to do or introduce them to an interest of yours. The goal is simply to spend quality time together.

How should I go about becoming a mentor?
Simply contact a local mentoring organization (or the local branch of a national or international one) and express your interest in mentoring a young person. “Because African American and Hispanic boys disproportionately represent those children who are waiting to be matched, Big Brothers, particularly those of color, are in high demand,” Mathis explains. “Partnerships with a coalition of African American fraternities and the African Methodist Episcopal Church, as well as urban radio personalities such as Michael Baisden (for his One Million Mentors Campaign and Save Our Kids tour), help us better engage African American communities in mentoring and fundraising.”

How do I know I’m being a good mentor?
Do you and your mentee have fun together? Does the conversation come easy? Are you meeting on time and consistently at the designated time and place? The mentor-mentee relationship is just that—a relationship. And like most relationships, there’s a certain degree of intuition involved. “BBBS is an evidence-based mentoring organization, meaning match support staff look at certain parameters when gauging whether a match is a successful one,” Mathis says. “Successful mentoring matches are those where volunteers are able to keep their commitment to spend time with their mentees and where the parent/family is supportive of the match.”

“We’ve found that after forming a relationship with their Big, the Littles perform better in school, have stronger relationships at home and with peers, and have higher aspirations for their future, ” says Mathis.

We need to create more entrepreneurs like School Me Clothing CEO Tevyn Cole, a 2010 Black Enterprise Teenpreneur Award finalist.

The Bureau of Labor and Statistics reports that the unemployment rate for teens this summer is expected to be 26.4 percent–the highest number since they began tracking in 1948. Double that number and you begin to come close to the unemployment rate for black and Hispanic teens. Summer jobs that many of us were accustomed to growing up are virtually non-existent. Research shows a direct correlation to criminal activity and lack of meaningful work experience among teens.

What’s the solution?

We could demand that the federal government allocate more dollars for summer employment programs and make sure that the state spends the money wisely. This political option should be pursued. As a business coach and someone who built a multi-million dollar company in my 20s, I suggest that all of us can also pursue a practical approach as well. Instead of helping a teen find a job, how about helping them to create one?

Here’s what you can do to help a teen or young person start their own business this summer.

1) Listen for their Passion. Teens have their own unique voice, dress and style. I know that you despise the tongue-ring, tattoo and sagging pants. A constant attempt to correct their behavior prevents you from listening to their dreams, desires and goals. Despite any outward appearance of apathy, all teens have something that inspires them. There is an activity that they will cause them to jump out of bed at 6:00am. Listen carefully and you can uncover it.

2) Connect Passion to Project. Find a two-month project. You can keep your teens interest by showing how they can achieve tangible results in a specific period of time. It’s not always about the money. Not everyone is motivated by money. Maybe there is a service project that a young person could take the lead-on. Cleaning-up a park, preparing food for the homeless and reading to children are examples of projects that can occupy a teen and look good on their college application.

3) Bring their Friends. Peer pressure is the most powerful force on the planet. If you really want to keep a teen involved then make sure to invite their friends. They know which friends will take this business or service opportunity seriously. Any disagreements that arise serve as opportunities to improve their conflict resolution skills. The team approach will also help them to recognize and appreciate each others gifts and talents. That “shy” kid who they avoid may have the graphic design skills they need to start a clothing line.

4) Recruit a Mentor. Now that you have a team and idea in place, you can significantly increase their odds for success by asking a business person or executive to serve as a summer mentor. It’s best if the individual had some experience in the industry that your teens plan to pursue. You could contact Score, chambers of commerce, local retailers or Rotary clubs to find a mentor.

5) Raise Start-up Money. The teens may need capital to get started. Help them create a one-page description of their idea and begin to share it with friends and relatives. Most concepts should require less than $500 to get started. Encourage them to find 5 people to invest $100 each and offer a promissory note that pays 10 percent interest in six months. Seeking investors may be the least glamorous task but this will determine if they are serious about making money this summer.

6) Events Are Hot! People enjoy going places during the summer. Maybe your teen business owners could work with an organization to promote a trip. Make sure they have at least six weeks to promote the event.

7) Internet Money is the Best Money. Billions are spent online each year. Teens could use eBay to list a neighbors items and take a commission on each sale. CreateSpace can be used to sell books, CDs and DVDs on-demand with no initial investment. Do you have an idea for a design or saying? Then CafePress are Zazzle is the places to create custom t-shirts, posters, bags and etc. without paying a penny.

More BlackEnterprise.com posts on youth entrepreneurship

Andrew Morrison is the President of Small Business Camp. The company provides high-impact marketing strategies for entrepreneurs, executives and non-profit leaders. Andrew has as trained thousands of entrepreneurs from Hawaii to Nigeria and appeared on Oprah. Visit http://smallbusinesscamp.com/ to receive his no-cost report entitled, “Identifying and Growing Any Business Idea in 16 Weeks.” Follow Andrew Morrison on Twitter.