Mentoring Matters - #UNTAdv12
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2012 UNT Advising Conference May 16, 2012 #UNTAdv12
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Mentoring Matters - #UNTAdv12
- 1. Mentoring Matters: How to Build a Culture of Mentorship to Retain and Engage Advisors UNT Advising Conference – May 16, 2012 Laura Pasquini, Office for Exploring Majors Carol Pollard, College of Music Tonya Riley, College of Public Affairs & Community Service
- 3. Do you have a mentor? Who is that person? How do they support you? What do you learn from them?
- 4. Mentoring: The Basics How do you define mentoring? What is a mentor? What is a mentee?
- 5. What is mentoring? Mentoring is most often defined as a professional relationship in which an experienced person (the mentor) assists another (the mentoree) in developing specific skills and knowledge that will enhance the less-experienced person’s professional and personal growth.
- 6. What does a mentor do? The following are among the mentor’s functions: Teaches a specific issue Coaches on a particular skill Facilitates growth by sharing resources and networks Challenges to move beyond one’s comfort zone Creates a safe learning environment for taking risks Focuses on total development
- 7. What does a mentee do? The following are among the mentor’s functions: Commit to building the relationship Prepare for each interaction Complete any assignments Integrate learning or meeting with the mentor Make room for professional & personal growth
- 8. What are the Characteristics of A Successful Mentor? Typical Mentor & Understands others Mentee Profiles Self-Aware Trust Communication Style Uses the following communication skills: Problem-Solving 5. Active Listening Decision-Making 6. Effective Questioning Work-Style 7. Sharing Feedback
- 9. Mentoring In Action What type of mentoring programs have you experienced? -Formal or Informal? -Group or Individual? Please share.
- 10. Mentoring: Support, Training & Suggested Practices What guidance will you give? What training/meetings will there be? How will you support the mentoring program? What are suggested practices?
- 11. Mentor Selection & Matching Ask for objectives & goals Understand mentee needs & expectations Seek mentors to support values Identify common interests, values & goals Selection – variety of options First meeting
- 12. How to Prepare: The First Mentor Meeting Preparation Content Profiles/Matching Agenda Take time to get to know one another Choose a setting Discuss logistics Discuss confidentiality Set initial goals/objectives
- 13. How to Prepare: The First Mentor Meeting Summary & Next Steps Debrief & Follow Up Review key points Assess meeting dynamics Identify action items Add to mentee profile Set up next meeting/call Notes for improvement
- 14. NACADA Emerging Leader Program (ELP) Aims to identify potential, local, regional and national leaders from underrepresented groups who are interested in leadership development and leadership involvement in the association.
- 15. Purpose & Goal of the NACADA ELP Diversity, as defined by the NACADA Board of Directors, includes ethnicity, gender, gender identity, disabilities, and sexual orientation as well as diversity in regard to institutional type, size, and employment position.
- 16. Assessment of the Emerging Leaders Program It is important to consider the following assessment items for your mentoring program: On-going Evaluation Participant Feedback Regular Check Ins Retention/Completion Involvement in Process
- 17. Mentoring Tales from NACADA Emerging Leaders Graduates from the ELP program are involved! Chair of commission/interest groups Participate on advisory boards Present at national & regional conferences Publish in journals, monographs, etc. Served on steering or conference planning committees Establish new initiatives for the association Won awards from the association “We’ve taken what we’ve learned through the program back to our home school. This program has not only made an impact on NACADA, but also on the institutions where the NACADA ELP participants work.”
- 18. Other Examples of Mentoring Peer Mentoring & Emerald Eagles @ UNT University of Toronto – Mentoring Program http://www.odlc.utoronto.ca/mentoring EDUCAUSE Mentoring Programs listed http://www.educause.edu/Mentoring+Home/AboutMentoringandBene Others?
- 19. Mentoring: Benefits What is the payback? How does mentoring help? How does mentoring benefit the: Mentee? Mentor?
- 20. Mentoring: Challenges What are some issues? What are some helpful suggestions? How do you support the program?
- 21. Mentoring: Considerations & Guidance How will you pilot a program? What resources will you need? Who will you collaborate with on campus? How will you determine success? -Evaluation/Assessment -Feedback
- 22. Tips for How to Start a Mentoring Program… Recruitment of mentors (Start early) Mentor Profile Sheet (see example) Mentor and Mentee training Mentor and Mentee Matching (formal/informal) Mentoring coordination of programs and activities to promote the mentoring relationship Support from administration and/or human resources
- 23. From Connect the Dots Consulting
- 24. Thank you! For resources, references & the presentation: http://bit.ly/MentoringMatters
Hinweis der Redaktion
- Mentoring begins when a person strategically affects the professional life of someone else by fostering insight, identifying needed knowledge and expanding the other person’s horizons.
- A Mentor is a listener, observer, confident – the relationship is driven by the mentee; outside the hierarchy; always confidential
- Trust behaviors: talk straight, demonstrates respect, creates transparency, delivers results, get better, confronts reality, clarifies expectations, practices accountability, keep commitments, listens first
- Members of the Emerging Leaders Classes currently serve, have served, or have been elected/appointed to serve as Region 7 Chair, Region 8 Chair, Multicultural Concerns Commission Chair, GLBTA Concerns Commission Chair, Two-Year Colleges Commission Chair, Advising Transfer Students Commission Chair, Small Colleges and Universities Commission Chair, Faculty Advising Commission Chair, Canada Interest Group Chair, Native American and Tribal College Interest Group Chair, New Advising Professionals Interest Group Chair, Ethics & Legal Issues in Advising Interest Group Chair, Membership Committee Chair, Diversity Committee Chair, Member Career Services Committee Chair, Emerging Leaders Program Advisory Board Chair, and Webcast Advisory Board Chair. Emerging Leaders have served or are serving on the Awards Committee, the Diversity Committee, the Finance Committee, the Membership Committee, the Member Career Services Committee, the Professional Development Committee, the Research Committee, the Webcast Advisory Board, the Annual Conference Advisory Board, the Summer Institute Advisory Board, the Administrators Institute Advisory Board, the Publications Advisory Board, the AACSS Advisory Board, and the Emerging Leaders Program Advisory Board. One Emerging Leader initiated the Interest Group for Historically Black Colleges and Universities. A number of Emerging Leaders have presented (some with their Mentors) at Regional and Annual Conferences, and several have served on Region or Conference Steering Committees. One served as the Exhibits Chair for the 2009 Annual Conference in San Antonio, and another as Chair of the 2010 Annual Conference in Orlando. Emerging Leaders have written for Academic Advising Today and NACADA monographs, taken part in Webinar broadcast presentations, and been awarded NACADA Research Grants. Emerging Leaders also report that they have become more involved at their home institutions. One said, “We’ve taken what we’ve learned through the program back to our home school. This program has not only made an impact on NACADA, but also on the institutions where the NACADA ELP participants work.”