mentoring for success

Mentoring for Success

Explore - Learn - Grow

Part 1- What you need to know about mentoring?

Part 3- How to recognize the right mentor?

Part 2- The mentoring process

Part 4- Practical mentoring tips

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Various types of mentoring

1. Peer mentoringmentor a peer, same level or close,

from a different function or department

2. Dual mentoringmentor for content, mentor for methods

3. Self mentoring


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Activities mentors/novices engage in most often...

Get moral support 53Help with instructional strategies 42Help locate resources 39Classroom observation 38Classroom management 38Debrief observation 37Consultation 37Get advice on rules/policies 34Subject matter issues 34

Source : Lynn Paine, Lisa Jilk, and Robert HurdAERA Mentoring, “Considering the subject in mentoring: The value that subject matching adds to mentoring”


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Why is mentoring critical? Benefits of mentoring?

* To attract, retain and engage high performers* To maximize “return on investment”* To nurture the academic aspirations of experienced versus more junior employees* To swiftly acculturate new employees* To foster a collaborative environment* To increase stability and productivity* To promote diversity and cross-departmentalcollaboration* To develop leadership talent* Being a mentor is the most effective way ofextending one’s professional contributions

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Part 2- The mentoring process 5

The first meeting: questions to ask as a mentor 1. Why did you come to see me?

2. Do you have experience?

3. Where do you see yourself in five, 10 years?

4. Things not to ask about: religion, illness/disability, race/ethnicity, sexual orientation, childbearing plans

Phase 1 - Establish Goals

Phase 2 - Collect Performance Data

Phase 3 - Analyze Performance

Phase 4 - Review and Modify Performance Goals

Phase 5 - Identify Developmental Resources

Phase 6 - Develop an Action Plan

Phase 7 - Implement Strategies

Phase 8 - Evaluate Performance


Successful mentoringin 8 steps


After the first meeting with your mentee...

1. Send thank-you note/email

2. Do what was discussed during the interview

3. If you received documents, read them

4. If you agreed to see others in organization, go and see the

Part 3- How to recognize the right mentor? 8

Quality measures of strong mentors

1. Professorial rank, adjusted for age and field

2. Track record with trainees

3. Academic appointments and professorial rank of former trainees

4. Publication record of former trainees

5. # of current trainees

6. Word of mouth reputation as a mentor


The first contact with your mentor...

1. Introduce yourself

2. Do not presume they know you, your background or your previous work, your previous mentors (even if “famous”!)

3. Be positive about your qualificationsTHIS IS NOT THE TIME TO DISCUSS YOUR INSECURITIES


The first interview of the your mentor...

Does he/she:

1. Treat the interview seriously? Promptness Attention

2. Avoid Interruptions3. Give you Adequate Time4. What do they talk about in the interview?

Their work? Themselves? You? Your future?

5. Their expectations of you, of themselves as mentors?

6. Actively listen to your responses?


How do you feel after the first meeting? What did you observe?

Negative

* “Not there”- physically, mentally, or emotionally* Disorganized* Unreliable* Insecure* Inappropriate in word or action- have zero tolerance * Questionable research integrity

Positive

* Excited about his/her work* Respected* Knowledgeable about fieldKnown in field * Does not hold excessive grudges, or have lots of enemies * Does not blame research failures on others* Organized, fair

Part 4- Practical mentoring tips 12


Listen, listen, listen!

* Bring a genuine wish to understand someone else’s thinking.

* Invite elaboration and clarification, asking non-leading questions that invite the other person to reflect and piece together the elements of their own thinking

* Use open questions like “Tell me more about that,” “How did you come to hold this value?”

* Put aside your own ideas, letting the other person talk without interruption

* Silence your inner voice in us that is formulating a response


1. Playing Games.

2. Playing Favorites.

3. Getting Involved with Individuals Personal Problems.

4. Becoming Personally Involved with Team Members.

5. Ignoring Performance Gaps.

6. Treating Team Members Unfairly.

7. Failing to build a Sound Foundation.

8. Displaying a Lackadaisical Attitude.

The 9 mistakes to avoid


Skillful Inquiry involves…..

* Bring yourselves fully into the moment.

* Give full attention to other person

* Let the other know that he or she is heard and respected

* Actively listen with curiosity


9 Habits of Highly Effective Mentors

* Identify “Coachable Moments” and select best coaching method* Create enough safety for learning* Together set goals for the relationship* Listen actively, avoiding assumptions* Ask reflective Questions, eg “how do you think you did?”* Give specific, constructive, timely feedback* Support transition to independence* Respect confidentiality* Continuously develop mentoring skills


Activities To Support Mentoring

* Offer resources and tools, eg programs, guides

* Create Peer and Group mentoring opportunities

* Establish Mentoring Awards, recognize both the mentee and mentor

* Add mentoring to promotion or performance evaluation criteria

* Evaluate and train mentoring skills


Mentoring the Next Generation, Michael Benko

http://www.youtube.com/watch?v=YWyKdKY2HPU

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* www.wikipedia.com* www.mentoring.org* www.grad.washington.edu/mentoring* www.forbes.com/sites/.../debunking-common-mentoring-myths

* Gold, Mentoring as support, 1996 * Feiman- Nemser, Mentoring as educative practice, 2001* Parsloe, E.; Wray, M. J. (2000). Coaching and mentoring: practical methods to improve learning. Kogan Page. ISBN 978-0-7494-3118-1.* Odiorne, G. S. (1985). "Mentoring - An American Management Innovation". Personnel Administrator* Daloz, L. A. (1990). Effective Teaching and Mentoring. San Francisco: Jossey Bass* Bullis, C.; Bach, W. B. (1989). "Are mentor relationships helping organizations? An exploration of developing mentee-mentor-organizational identification using turning point analysis". Communication Quarterly 37 * Matchmaker Make Me a Mentor Match, Workforce Magazine, 16 May 2012* Allen, TD.; Eby, LT.; Lentz, E (2006). "Mentorship behaviors and mentorship quality associated with formal mentoring programs: closing the gap between research and practice". Journal of Applied Psychology.

Sources and References 19

In the note section of this slide

Participant Notes 20

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