EMPOWERING YOUR MENTORING PROGRAM WITH TRAINING FOR MENTORSHIP JOAN M. LAKOSKI, PH.D. [email protected]...
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Transcript of EMPOWERING YOUR MENTORING PROGRAM WITH TRAINING FOR MENTORSHIP JOAN M. LAKOSKI, PH.D. [email protected]...
EMPOWERING YOUR MENTORING PROGRAM WITH TRAINING FOR MENTORSHIP
JOAN M. LAKOSKI, [email protected] VICE CHANCELLOR FOR SCIENCE EDUCATION OUTREACHUNIVERSITY OF PITTSBURGH, HEALTH SCIENCESMARCH 28, 2012
2012 USC Mellon Mentoring Forum
WHAT IS THE BEST WAY TO STIMULATEGOOD MENTEE – MENTOR RELATIONSHIPS?
2012 USC Mellon Mentoring Forum
WHAT ARE EFFECTIVE APPROACHES TO STIMULATE AND SUSTAINGOOD MENTEE – MENTOR RELATIONSHIPS?
2012 USC Mellon Mentoring Forum
Consider the importance of “setting the stage” in a new mentoring relationship
Discuss the role of providing training to mentees and mentors regarding their respective roles and responsibilities
Explore the importance of establishing goals and expectations among all parties
Consider strategies to encourage effective communication among all parties
What we hope you will learn from this session
Who are the parties in a mentoring program?
Mentees Mentors Mentoring Program
Director Program staff/administrators Departments/Centers/
Institutes University Public
Careers in academic institution areincreasingly difficult to navigate
And why does mentoring matter?
Careers as a exciting rollercoaster rideHighs, lows, twists and turns
The old linear model of academiaThe old linear model of academia
The new dynamic model of academiaThe new dynamic model of academia
Junior faculty face complex issues navigating the labyrinth of an
academic career
Where to I want to go?
How to I find the right path?
Who will help me make the best choices?
Will my organization help me meet my goals?
Mentoring is a partnership agreement between individuals sharing
experiences and expertise to help with personal and professional growth
A multidimensional social process
Empowers individuals to capitalize their personal and professional strengths
Gives support and guidance so individuals challenge themselves and take risks in their career paths
Mentoring Functions
Career Functions“Learning the ropes” Individual advancementSponsorshipExposure & visibilityCoachingProtectionChallenging assignments
Psychosocial FunctionsEstablishment of professional identityRole modelingAcceptance & confirmationCounselingFriendship
DON’T WE KNOW WHO TO TURN DON’T WE KNOW WHO TO TURN TO FOR ADVICE AND GUIDANCE?TO FOR ADVICE AND GUIDANCE?
Mentors
AND DON’T WE KNOW WHO TO AVOID IN
A MENTORING RELATIONSHIP?
Good Mentors
For mentees – the challenge is to learn from both
TormentorsTormentors
Negative mentoring experiences are possibleMentoring versus “cloning”Unethical behaviorBoundary violations
Acknowledgement: Audrey J. Murrell, Ph.D.Associate Professor of Business Administration
University of Pittsburgh
Caution: Mentoring is not a panacea
Careers in academic institutions are increasingly difficult to navigate
They may need multiple mentors
As your mentees establish their faculty identity …
LAUNCHING A NEW MENTORING RELATIONSHIP
THE IMPORTANCE OF “SETTING THE STAGE”
2012 USC Mellon Mentoring Forum
Dr. Regino is a talented early stage career investigator in the field of aging research now going into his 3rd year of his appointment as tenure track Assistant Professor. He joined the PATHS Mentoring Program (see handout) and met with his mentor Dr. Sally for the first several months. Lately, however, Dr. Sally has not seen or heard from her mentee…
Case Study: The missing mentee
Discussion (In Small Groups)Please refer to the PATHS Mentoring Expectations document
What should Dr. Sally do?What obligations does Dr. Sally have?What are Dr. Regino’s obligations?How might the Mentoring Program Director assist?What is the impact of false assumptions?
Case Study: The missing mentee
As Directors of Mentoring Programs what activities are essential to launch a new mentee-mentor pair or mentoring team?
“Setting the stage” at the beginning
LAUNCHING A NEW MENTORING RELATIONSHIP
HOW DO MENTEES AND MENTORS LEARN THEIR RESPECTIVE ROLES AND RESPONSIBILITIES?
2012 USC Mellon Mentoring Forum
Roles and responsibilities that contribute to an effective
mentoring relationship
Mentees
- Set goals and identify needs
- Seek guidance and feedback
- Accept feedback
- Be open to new skills and
approaches
- Accept responsibility for actions
- Maintain confidentiality
- Maintain regular contact
Mentors- Facilitate mentee’s learning
and growth- Provide skills and make
needed resources available- Provide guidance- Provide feedback- Evaluate the mentee’s
plans- Maintain confidentiality- Maintain regular contact
Attributes and habits that make for an effective mentoring relationship
Come prepared to meetings Respect each other’s time Follow through and accept
responsibility Demonstrate foresight and self-
knowledge Come with solutions, not just problems Seek clarification in communications Give, request and accept feedback
Mentors can have multiple roles in a
mentoring relationship
Information broker
Coach Guide Ally Advocate Reality check Fan club Wisdom keeper
Mentor as Guide
- Imparts professional skills- Encourages strategic thinking- Helps mentee reflect on behaviors that help or hinder success and how to learn from failures
Mentor as Ally
- Provides a safe place where mentee can ask questions and share difficulties- Helps mentee see how other perceive them- Offers specific feedback to support mentee’s growth
Mentor as Advocate
-Champion mentee to increase visibility
-Open doors to new learning experiences
- Connect mentee to others who can be of benefit
Mentors can ask great questions:
What are your immediate goals?Where do you want to be in the next 2
years?What do you want to accomplish in 10 years?Have you considered personal issues,
including work-life balance?Do you have a written plan?
Mentors can assist with timelines and goals
Formal training for mentors is emerging
- TEAM at University of Pittsburgh
So how do we teach mentoring?
Fill out the Mentoring Challenge Form From TEAM at the University of Pittsburgh
Find a partner and compare results
Exercise: Learning to be mentor
Learning to be a mentor
DiscussionDiscussion
What worked well?What worked well? What was difficult?What was difficult? Advantages to this form?Advantages to this form? Disadvantages to this form?Disadvantages to this form? How might this activity support your role How might this activity support your role
as Director of a Mentoring Program?as Director of a Mentoring Program? How might mentor training encourage How might mentor training encourage
and/or discourage new mentors?and/or discourage new mentors?
LAUNCHING A NEW MENTORING RELATIONSHIP
ESTABLISHING GOALS AND EXPECTATIONS
2012 USC Mellon Mentoring Forum
To Be Effective Mentees and
Mentors . . . Build an understanding of your personal Build an understanding of your personal
goals and expectations for this mentoring goals and expectations for this mentoring relationshiprelationship
Begin a dialogue to share goals and Begin a dialogue to share goals and expectations expectations
Need a partner One to be the mentee and one to the mentor
Each needs a 4x 6” card
Exercise: Setting goals and expectations
Developing a mutual understanding of goals and
expectations
Individually list 3 goals and 3 expectations for your Individually list 3 goals and 3 expectations for your mentoring relationship mentoring relationship
Share your goals and expectations for this Share your goals and expectations for this mentoring relationship seeking to understand mentoring relationship seeking to understand respective view points respective view points
Have you identified areas that will require Have you identified areas that will require additional reflection and discussionadditional reflection and discussion??
Developing a mutual understanding of goals and
expectations
DiscussionDiscussion
What worked well?What worked well? What was difficult?What was difficult? Advantages to this interaction?Advantages to this interaction? Disadvantages to this interaction?Disadvantages to this interaction? How might this support your role asHow might this support your role as
Director of a Mentoring Program?Director of a Mentoring Program?
Need a partner (find a new partner) One to be the mentee and one to the mentor
Each pair needs a Mentoring Agreement Form
Exercise: Use of mentoring agreement
for setting goals and expectations
Developing a mutual understanding of goals and
expectations
DiscussionDiscussion
What worked well?What worked well? What was difficult?What was difficult? Advantages to this interaction?Advantages to this interaction? Disadvantages to this interaction?Disadvantages to this interaction? How might this support your role as How might this support your role as Director of a Mentoring Program?Director of a Mentoring Program? What is the impact of having a signed What is the impact of having a signed
agreement?agreement?
SUSTAINING A NEW MENTORING RELATIONSHIP
ENCOURAGING EFFECTIVE COMMUNICATION
2012 USC Mellon Mentoring Forum
Mentoring thrives on communication
Clear communication is vital to keeping a mentoring relationship on
track
Consider a balance between virtual and face to face meetings
Mentor Program Directors can review the frequency of meetings
To Be Effective
Mentees and Mentors . . . Build trust and solve problems
through effective interaction Effective listening and dialogue are
essential
Develop a written action plan for your mentoring relationship
Goal setting can be helpful Recognize short term versus
longer term goals Establish milestones for future
review Write it downPeriodic review and assessment of the
mentoring relationship can be useful
What can derail a mentoring relationship?
Lack of effective communication
Need to access frequency of interactionsTypes of communication
Make time for face to face discussions when either party is not satisfied with
progressBe patient but don’t wait….
So if your next career steps seem like a rollercoaster ride…
Academic careers can be a great ride to share
with family, friends and colleaguesGood luck with your mentoring programs!