Mentoring Session 2
-
Upload
st-john-fisher-college -
Category
Education
-
view
785 -
download
1
description
Transcript of Mentoring Session 2
![Page 1: Mentoring Session 2](https://reader035.fdocuments.net/reader035/viewer/2022081413/546211d3b4af9f711c8b45c0/html5/thumbnails/1.jpg)
Mentoring:More than just a welcome
Michael DeBisschop, PharmacyAlan Pogroszewski, Sports ManagementKelly McCormick-Sullivan, Communication/JournalismJack Rosenberry, Communication/JournalismJim Seward, Communication/Journalism
![Page 2: Mentoring Session 2](https://reader035.fdocuments.net/reader035/viewer/2022081413/546211d3b4af9f711c8b45c0/html5/thumbnails/2.jpg)
Agenda
What is mentoring? Why develop a program? What were your thoughts: survey
results? Where do we go from here? What questions do you have?
![Page 3: Mentoring Session 2](https://reader035.fdocuments.net/reader035/viewer/2022081413/546211d3b4af9f711c8b45c0/html5/thumbnails/3.jpg)
What is mentoring?
The process of strategically sharing knowledge and experience in order to enhance personal development.
The process of strategically sharing knowledge and experience in order to enhance personal development.
![Page 4: Mentoring Session 2](https://reader035.fdocuments.net/reader035/viewer/2022081413/546211d3b4af9f711c8b45c0/html5/thumbnails/4.jpg)
What is a faculty mentor?
A trustworthy, compassionate faculty member with valuable experience and insight.
He/she listens well, and uses wisdom and knowledge to help a protégé develop and grow.
![Page 5: Mentoring Session 2](https://reader035.fdocuments.net/reader035/viewer/2022081413/546211d3b4af9f711c8b45c0/html5/thumbnails/5.jpg)
An effective faculty mentor has…
Technical competence
Organizational knowledge & experience
Interpersonal communication skills
Commitment & belief in the process
![Page 6: Mentoring Session 2](https://reader035.fdocuments.net/reader035/viewer/2022081413/546211d3b4af9f711c8b45c0/html5/thumbnails/6.jpg)
Why develop a program? Individual benefits:
Develop the unique skills & talents of each new faculty member
Reduce time necessary to bring a new faculty member up to full productivity
Assist new faculty members in the tenure process
Provide a rewarding & satisfying experience for the mentor
Develop collaborative relationships inside and outside the organization
![Page 7: Mentoring Session 2](https://reader035.fdocuments.net/reader035/viewer/2022081413/546211d3b4af9f711c8b45c0/html5/thumbnails/7.jpg)
Why develop a program?
Organizational benefits: Attract & retain top talent
Diversify the faculty through improved connections, & support of under-represented groups
Foster faculty development & satisfaction through the mentor/protégé relationship
Become an “employer of choice” within the academic community
![Page 8: Mentoring Session 2](https://reader035.fdocuments.net/reader035/viewer/2022081413/546211d3b4af9f711c8b45c0/html5/thumbnails/8.jpg)
Why develop a program?
Faculty composition 182 total faculty members (08/07)
98 are new hires since 09/04 22 faculty members have 25+ years at Fisher
Opportunity to transfer institutional and cultural knowledge
![Page 9: Mentoring Session 2](https://reader035.fdocuments.net/reader035/viewer/2022081413/546211d3b4af9f711c8b45c0/html5/thumbnails/9.jpg)
What were your thoughts: Survey Results
Survey objective To assess the needs and interests
for a faculty mentoring program Conducted in Sept 07 Response rate
69 “new and recently hired” 56 “veterans”
![Page 10: Mentoring Session 2](https://reader035.fdocuments.net/reader035/viewer/2022081413/546211d3b4af9f711c8b45c0/html5/thumbnails/10.jpg)
New & Recently Hired
Demographic profile 42% male, 58% female 79% have less than 5 years teaching
experience 73% are between 31-50 years of
age 90% are Caucasian
![Page 11: Mentoring Session 2](https://reader035.fdocuments.net/reader035/viewer/2022081413/546211d3b4af9f711c8b45c0/html5/thumbnails/11.jpg)
Veterans: potential mentors
Demographic profile 52% male, 48% female 84% have more than 7 years
teaching experience 76% are between 31-50 years of
age 87% are Caucasian
![Page 12: Mentoring Session 2](https://reader035.fdocuments.net/reader035/viewer/2022081413/546211d3b4af9f711c8b45c0/html5/thumbnails/12.jpg)
New & Recently Hired
It is important to me that a mentor be*: From the same discipline (73%) Tenured (62%) Similar in age (23%) Same gender (19%) Similar in ethnicity (3%)
* Percentages include those that responded strongly agree or agree.
![Page 13: Mentoring Session 2](https://reader035.fdocuments.net/reader035/viewer/2022081413/546211d3b4af9f711c8b45c0/html5/thumbnails/13.jpg)
Veterans: potential mentors
It would be valuable if the mentor and protégé were: From the same discipline (91%) Same gender (36%) Similar in age (28%) Similar in ethnicity (19%)
![Page 14: Mentoring Session 2](https://reader035.fdocuments.net/reader035/viewer/2022081413/546211d3b4af9f711c8b45c0/html5/thumbnails/14.jpg)
New & Recently Hired
It is important to me that a mentor provide info/guidance on: College core requirements (90%) Teaching techniques (85%) Advising process (79%) Attendance policies (59%) Grading (55%) Syllabi development (45%)
![Page 15: Mentoring Session 2](https://reader035.fdocuments.net/reader035/viewer/2022081413/546211d3b4af9f711c8b45c0/html5/thumbnails/15.jpg)
Veterans: potential mentors
It would be valuable if a mentor and protégé were to discuss: Attendance policies (96%) College core requirements (94%) Advising process (93%) Grading (93%) Teaching techniques (89%) Syllabi development (87%)
![Page 16: Mentoring Session 2](https://reader035.fdocuments.net/reader035/viewer/2022081413/546211d3b4af9f711c8b45c0/html5/thumbnails/16.jpg)
New & Recently Hired
It is important to me that a mentor provide info/guidance on: School policies & procedures (100%) Communication channels (100%) College functions (92%)
![Page 17: Mentoring Session 2](https://reader035.fdocuments.net/reader035/viewer/2022081413/546211d3b4af9f711c8b45c0/html5/thumbnails/17.jpg)
Veterans: potential mentors
It would be valuable if a mentor and protégé were to discuss: School policies & procedures (91%) Communication channels (95%) College functions (89%)
![Page 18: Mentoring Session 2](https://reader035.fdocuments.net/reader035/viewer/2022081413/546211d3b4af9f711c8b45c0/html5/thumbnails/18.jpg)
Veterans: potential mentors
The following would be helpful in a mentoring relationship: Mentoring networking events (86%) Online toolkit (83%) Discussion guides (83%) Checklists of items to discuss (82%) Recommended reading list (82%) Training (80%)
![Page 19: Mentoring Session 2](https://reader035.fdocuments.net/reader035/viewer/2022081413/546211d3b4af9f711c8b45c0/html5/thumbnails/19.jpg)
New & Recently Hired
It is important to me that a mentor do the following: Meeting at regular intervals (78%) Follow a formal program (30%)
![Page 20: Mentoring Session 2](https://reader035.fdocuments.net/reader035/viewer/2022081413/546211d3b4af9f711c8b45c0/html5/thumbnails/20.jpg)
Veterans: potential mentors
It would be valuable if a mentor and protégé were to: Meeting at regular intervals (78%) Follow a formal program (46%)
![Page 21: Mentoring Session 2](https://reader035.fdocuments.net/reader035/viewer/2022081413/546211d3b4af9f711c8b45c0/html5/thumbnails/21.jpg)
New & Recently Hired
If a mentoring program were available, I would be interesting in having a mentor: YES (79%)
![Page 22: Mentoring Session 2](https://reader035.fdocuments.net/reader035/viewer/2022081413/546211d3b4af9f711c8b45c0/html5/thumbnails/22.jpg)
Veterans: potential mentors
If a mentoring program were available, I would be interesting in being a mentor: YES (75%)
![Page 23: Mentoring Session 2](https://reader035.fdocuments.net/reader035/viewer/2022081413/546211d3b4af9f711c8b45c0/html5/thumbnails/23.jpg)
Activity
![Page 24: Mentoring Session 2](https://reader035.fdocuments.net/reader035/viewer/2022081413/546211d3b4af9f711c8b45c0/html5/thumbnails/24.jpg)
Where do we go from here?
Continue to Learning Circle in the Summer of 08
Provide insights to individual departments interested in starting a process