Mentoring – Just for Us

Rosemary Hays-Thomas, PhD, SPHR

UWF ADVANCE

January 14, 2013

Advice for Professional Careers...

Focus on what is important. Networking

– Professional organizations– Multiple networks, esp. for nontraditionals– “Weak ties” and “Structural holes”

Mentoring: multiple, formal/informal, peer Most research in business – unconnected

with STEM mentoring advice!

ADVANCE Programs

Commonly include formal mentoring as a component of package of interventions

Variety of other ways to connect scholars with senior (and other) colleagues– Scholar luncheons– Visiting Distinguished Scholars– Career Networking Grants

What is Mentoring?

Relationship between a senior and a junior colleague

In Greek myth, Odysseus arranged for Mentor to oversee development of his son Telemachus, hence the name!

Today, What is Mentoring?

Relationship between a senior and a junior colleague

Two-person relationship Traditionally spontaneous (a “click”) Mutual but asymmetrical (e.g., knowledge) Dynamic – qualitative changes develop over

time (sometimes the roles reverse over time!)

Mentoring Functions (Kathy Kram)

“Process” of mentoring – what goes on? Qualitative studies of mentor-protégé pairs Career (instrumental) functions:

challenging assignments, protection, exposure and visibility, coaching, sponsorship

Psychosocial functions: friendship, role modeling, counseling, support

Special Issues for Women and People of Color

Availability of similar mentors– Demographic similarity– Similarity in values, interests

Perceptions of sexual interest or relationship (esp. with female proteges and male mentors)

Mentors’ understanding of proteges’ challenges (e.g., work/life/family issues)

How does this apply to STEM in academia?

Problems when mentor is chair (supervisor) – usually not assigned– Conflict of interest/roles

Career/instrumental functions: Advice about involvement/“politics”; introductions; “how-to”; sponsorship; collaborations

Psychosocial functions: friendship, role modeling, counseling, support

Outcomes of (self-reported) Mentoring in Business Settings

Higher salaries More career progression More reported organizational influence More satisfaction with pay and benefits But........

Causal inferences are tricky

Does mentoring these results, or

Do high-potential juniors seek out mentoring, or

Are high-potential juniors sought out as proteges?

Yes.....

For People of Color (in business)

With career mentoring alone, likely to “plateau” (Psycho-social issues are imp’t.)

“Fast-track” minorities have more diverse networks (minority & elsewhere)

And broader networks (social and professional)

And less hierarchical ones (peers, juniors, seniors)

In Informal Mentoring

Access seems similar by race and sex but

Mentoring is qualitatively different Whites and men: more instrumental functions Blacks and women: mainly social support

Women and People of Color

Seem equally likely to report being mentored, but

Less likely to be mentored by white men Having a white male mentor associated with

$16,840- $22,000 yearly income difference WM mentor > Other mentor> None

Informal vs. Formal Mentoring

“Everyone who makes it has a mentor.”

Because informal mentoring worked for men, why not advocate for women?

Diversity management movement Extension to other underrepresented groups

Research on Formal Mentoring

Outcomes better with Informal Mentoring > Formal mentoring– Organizational socialization– Satisfaction – Salary outcomes– Usefulness, perceived by proteges

But Formal mentoring > No mentoring

Some issues to consider...

How partners are matched “Bench strength” of female scientists On-campus vs. off-campus Incentives for mentors Reluctance to impose on mentor Confidentiality

Considering the Goals...

Expectations for mentors – UWF project– Rewards of sharing expertise, assisting in

mentee’s development– Compliment to be chosen– Instrumental help on professional work – Expanded professional network– “Credit” for successful efforts – “Counts as

service!”– ????

Plans for UWF ADVANCE

Voluntary participation Solicitation of mentors * Mentoring Committee to oversee matching

and progress of relationships Training for mentors and proteges Compatibility with Mentoring Committees in

departments

Plans......

“Psychological contract” negotiated by partners at initiation

Expected time duration and Legitimacy of termination by either partner Evaluation of outcomes for both partners

Questions for You....

Have you been assigned a mentoring committee?

Has there been training for committee, or for you? What are the expectations?

Does anyone follow up on this process? Suggestions for mentors? Have you responded to our short mentoring

survey?

Expert Hotline

The mentoring hotline is here to help you answer questions you may have about teaching, research or service at UWF. Please review the categories listed to help identify an expert in that area. Our mentors are willing to answer questions via email. If you have a question that is not covered from the topics listed, please email Pam Vaughan at pvaughan@uwf.edu and we will connect you with someone who can help!

The Experts

Dr. Susan Walch- School of Psychological and Behavioral Sciences

Area of mentoring: University Policies Email: swalch@uwf.edu Dr. Robert Philen- Anthropology Areas of mentoring: Committee Governance,

University Service, Tenure and Promotion guidelines, IRB process

Email: rphilen@uwf.edu

More experts....

Dr. Ron Belter- School of Psychological and Behavioral Sciences

Area of mentoring: Sabbatical application process

Email: rbelter@uwf.edu Hedi Salanki-Rubardt- Music Area of mentoring: Teaching Email: hrubardt@uwf.edu

More Experts...

Dr. Jane Caffrey- Biology Area of mentoring: Grant funding Email: jcaffrey@uwf.edu Dr. Hui-Min Chung- Biology Area of mentoring: Applying for campus awards, Grant

application procedure and forms, How the sabbatical process works

Email: hchung@uwf.edu *Dr. Chung will be on sabbatical during Spring of 2013 and will

have limited email access

Find Our Experts at

http://uwf.edu/advance/mentoring/hotline/

(With photos!)