1 / 16

EDUCAUSE eLive

Discover the importance and benefits of mentoring, explore research frameworks, mentoring networks, and learn the roles of both mentor and protégé. Uncover reasons to mentor, organization benefits, and professional characteristics in various fields and industries.

bnull
Download Presentation

EDUCAUSE eLive

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. EDUCAUSE eLive Mentoring: A Learning Collaboration Marilu Goodyear

  2. Today’s Agenda • What is mentoring? • Why is it important? • What does the research say about mentoring? • Benefits of mentoring • Mentoring programs

  3. What is mentoring? A developmental caring, sharing, and helping relationship with a focus on the enhancement of the mentee’s growth and skill development.

  4. Protégé Gets Career Assistance Coaching Exposure/Visibility Challenging assignments Sponsorship Protection Psychosocial Support Role Modeling Acceptance/Confirmation Counseling Friendship Mentor Provides Career Direction Teaching Providing opportunities Delegating Nominations Shields from the negative Psychosocial Support Allow Observation Encouragement Listening Confidante/Cheerleader Mentoring Functions

  5. Why is Mentoring Important? • Development of tomorrow’s leaders • ECAR study results • Everyone needs career advice • Everyone needs perspective • Important factor in the development of organization • Building understanding of mission • Staff development • Assist with organizational change

  6. Research Frameworks for Mentoring? • Types of mentoring • Traditional one-to-one • Mentoring networks • Multiple developmental relationships, including peers • Based on specific skill development • Based on psychosocial need • New book: Power Mentoring: How Successful Mentors and Protégés Get the Most Out of Their Relationships. Ensher, E. A., and Susan Elaine Murphy. (San Francisco, CA: Jossey-Bass. 2005.)

  7. Mentoring Network Example • Supervisor • Protection • Challenging Assignments • Professional Senior • Sponsorship • Professional Peer • Acceptance/Confirmation • Professional Junior (also referred to as reverse mentoring) • Coaching • Family • Role Modeling

  8. The Mentoring Network • Diversity of the Network • Range (number of different social systems represented) • Density (the extent to which mentors know and are connected with each other) • Strength of the Relationships • Emotional Affect/Trust • Reciprocity • Frequency of Communication

  9. Benefits for the Protégé • Career advancement • Career satisfaction • Psychosocial support • Often from peer mentors • Increase in compensation • Yes, having a mentor is linked to increased salary levels

  10. Benefits for the Mentor • Legacy: Desire to pass on information to others • Feelings of having respect • Organizational/professional commitment • To be known as a person who can select talent • Learn from future generation

  11. Reasons to Mentor • Previous positive mentoring experience • Recognition of protégé need • Select individuals who are thought to have potential • Positive • Active on their own behalf • Learners

  12. Benefits to the Organization • Development of junior staff • Utilization of senior staff • Decrease in turnover rates/ stronger organizational commitment • Greater number of developmental relationships within the organization the greater the organizational commitment • Organizational change/stress • Mentoring can be a major factor in assisting employees to cope • Utilized by senior as much as junior staff

  13. Professional Characteristics and Mentoring • Highly organized professional education • Doctors, Social Workers, Teachers • Highly organized mentoring/internships • Credential and experience orientated professions • Libraries, Architects • One-to-one matching programs • Observation/Working side by side • Experience orientated professions • Higher Education Administration • Group mentoring • Observation/Working side by side

  14. What will work for IT? • Group Mentoring Programs • Example: University of Kansas Women’s Mentoring Group • Orientation Programs • Example: IT Security Officers preconference • Virtual Coaching • EDUCAUSE Peer Directory • Conference connections • Blogs • Mentee selection • Organizational environment that is supportive • Supervisory responsibility for employee career growth • Reverse Mentoring Programs

  15. Introducing the New EDUCAUSE Mentoring Web site Thanks to the EDUCAUSE Professional Development Committee, Cynthia Golden, Catherine Yang, Tip Ramsay, and Susan Gollnick

  16. http://www.educause.edu/mentoring

More Related