IAWF opens 2026 Mentoring Program cycle
The International Association of Wildland Fire (IAWF) has opened applications for the next Mentoring Program cycle, which will run from February to July 2026.
IAWF states that the Mentoring Program depends on mentors who guide, encourage and share tools, networks and expertise to support mentees.
The organisation adds that mentees are expected to be curious, open-minded, honest about their goals and ready to learn.
According to IAWF, mentors and mentees form partnerships that support problem-solving, resilience and professional development across the fire management community.
The association says the new cycle will give participants access to structured guidance, feedback and opportunities to build professional connections.
IAWF confirms that the programme is open to members and that mentees may request a membership fee waiver where cost is a barrier.
Application process and matching arrangements
IAWF explains that it opens the Mentoring Program for applications twice a year.
For the 2026 cycle, the organisation states that the application period is open through Monday 12 January 2026.
IAWF also notes elsewhere in its material that interested participants are asked to sign up by Monday 19 January 2026.
The association outlines a staged process in which applications are first received and reviewed, then used to match mentors and mentees.
Matches are made on the basis of participants’ interests and geographic location, according to IAWF.
The organisation encourages both face to face mentoring and online remote mentoring, depending on where mentors and mentees are based.
IAWF says both parties must commit to a six month mentoring period running from February to July 2026.
The association plans to hold kick off meetings via Zoom in February as the mentoring cycle begins.
According to IAWF, mentor information will be sent to mentees between Monday 13 January and Tuesday 27 January 2026 so they can indicate preferred matches.
The organisation states that it will review preferences and introduce matches on Wednesday 28 January 2026.
IAWF membership is required to participate in the Mentoring Program, although mentees can request a waiver if the fee presents a burden.
The association says it will provide participants with resources such as checklists, agreements and practical suggestions to support the mentoring relationship.
Qualities sought in programme mentors
IAWF describes mentoring as a process of direct transfer of experience and knowledge from one person to another.
The association traces the word “mentor” to the character Mentor in the ancient Greek story of Telemachus, where the term came to mean “trusted tutor”.
According to IAWF, effective mentors are committed to their mentees’ learning and project goals.
The organisation highlights the ability to give positive feedback, encouragement and advice when requested as a key quality.
IAWF states that good mentors are interested in seeing and supporting the mentee’s growth in both professional and personal areas.
The association notes that mentors should ask key questions that help mentees develop problem-solving skills, creative thinking and independence.
According to IAWF, mentors should be able to set clear expectations and commitments and communicate these openly.
The organisation also points to generosity with tools and approaches that support others to learn.
IAWF adds that mentors should be ready to share relevant contacts and networks and to identify additional expertise when needed.
Expectations placed on participating mentees
IAWF outlines several characteristics that help mentees benefit from the Mentoring Program.
The association states that good mentees are willing to ask questions even when this feels difficult.
IAWF notes that some mentees can be timid and recommends providing prompts or ice breakers to support early conversations.
According to the organisation, mentees need to be open minded about what they do not yet know.
IAWF comments that mentees who believe they already have all the answers are less likely to benefit from the programme.
The association stresses that effective mentees are honest about how they want to grow.
It notes that talking about areas for development or ambitious career goals can be challenging but is important for targeted advice.
According to IAWF, mentees should be eager to learn more about their profession.
The organisation remarks that mentees who are not ready to engage with learning may not yet be suited to the programme.
Leadership reflections on mentoring practice
IAWF shared reflections on mentoring from Mike DeGrosky, Past President of the association and a long-standing advocate of mentoring.
DeGrosky describes how mentors have influenced his career and leadership approach, even without formal mentoring arrangements.
He contrasts temporary mentors who offered brief but meaningful input with those who played more extensive roles in his professional development.
He outlines ways in which effective mentoring can support people to pursue their potential and come closer to being the person they can be.
Mike DeGrosky, Chief of the Fire and Aviation Management Bureau for the Montana Department of Natural Resources and Conservation, Division of Forestry, said: “Technically, mentoring is a professional relationship in which an experienced person assists a less experienced person in developing specific skills and knowledge that will enhance the less-experienced person’s professional and personal growth.
“Effective organizations know that people perform better, advance faster, and choose to stay in their organizations when they have effective mentors.
“Think of mentoring both as a powerful form of leadership and as a serious responsibility to another person.
“When we choose to mentor someone, we are committing to helping someone reach their potential and come closer to the person they want to be.
“A mentor’s fundamental purpose is to help the mentee find and release the more ideal person that exists within them.
“High-quality mentoring relationships benefit both mentor and mentee.
“In my experience, the best mentors achieve all three by fully and selflessly committing to the mentee.
“Mentors are people committed to helping others become more complete versions of who they are, and that takes being “all-in” for your protege.
“Consequently, mentoring needs to be taken seriously and done well.
“I recommend that, if you intend to be someone’s mentor, that you focus on the principles of helping your mentee identify and release what is within them, focusing on the relationship, seeking mutual benefit, being humble in your mentorship, focusing on the whole person, listening, being loyal, and honesty.”
DeGrosky ties these principles back to organisational practice, noting that structured mentoring programmes can support both employee development and retention when applied carefully.
How the Mentoring Program connects to practice in wildland fire
The International Association of Wildland Fire describes its Mentoring Program as a way to build problem-solving ability, resilience and professional development across the fire management community.
These aims are directly relevant to fire and rescue chiefs and senior officers who oversee leadership development and progression pathways in wildland fire organisations.
For training officers and instructors, the six month structure, supporting resources and combination of face to face and remote options could provide a framework for developing less experienced personnel.
Emergency and disaster response managers working with wildland fire operations may see practical value in mentees gaining access to wider networks and experience through structured mentoring relationships.
For fire engineering consultants and other technical specialists engaged in wildland fire work, the matching of mentors and mentees by interest and region could support knowledge exchange on evolving practice.
The focus on honest goal setting, clear expectations and reciprocal professional growth may also inform how organisations design their own internal mentoring arrangements beyond the association’s programme.