Orientation and Training

July 11, 20091:30 p.m. – 3:00 p.m.

American Library Association Annual ConferenceChicago, IL

Adriana GonzalezTexas A&M University

About Mentoring

Expectations and Benefits

About LLAMA Mentoring Program

Distance Mentoring Best Practices

Possible Discussion Topics

Resources

References

OUTLINE

Qualifications

Experience

Mentorship

ProfessionalInvolvement

CareerPlanning

Trainingand

Development

Recognizingand

TakingOpportunities

ContinuingEducation

Networking

MENTORING: piece of puzzle

Golden, 2005

MENTORING: building blocks

“A nurturing process in which a more skilled or more experienced person, serving as a role model....

teachessponsors

encouragescounsels befriends

within the context of an ongoing, caring relationship between the mentor and protégé for the purpose of promoting the mentee’s professional and/or personal development.”

Anderson and Shannon,

1995

“Mentoring is a relationship which gives people the opportunity to share their skills and experiences, and to grow and develop in the process.”

Peterson, 2005: Northern Territory Office, 1998

MENTORING: definitions

Formal mentoring

Informal mentoring

E-mentoring

Group mentoring

Co-mentoringPeterson, 2005

MENTORING: different ways

Partners should get along well together

partners should mutually respect each other

partners should be committed to the relationship

partners should develop and agree upon a structure and include: length, frequency, place of meetings, and regular review of progress and development

partners’ motives and objectives should be understood by the other

partners should give each other permission to try things

partners should maintain perpetual optimism

MENTORING: contributing factors

Ability to listen, openness and commitment Time management and self-management skills Assertiveness, realism and discretion Knowledgeable or able to find out Challenging, analytical and evaluating Ability to change and accept change Motivated and able to demonstrate leadership Able to identify opportunities Honest and able to give constructive advice Peterson, 2005: Northern Territory Office,

1998

MENTORING: essential attributes

Expect excellence Affirm, affirm, affirm, and then affirm some more Provide sponsorship Be a teacher and a coach Encourage and support Offer counsel in difficult times Protect when necessary Stimulate growth with challenging assignments Give mentee exposure and promote their visibility Nurture creativity Provide correction – even when painful Narrate growth and development Self-disclosure when appropriate Teach faceting Be an intentional model Display dependability Johnson and Ridley, 2004

EXPECTATIONS: mentor

Own learning (often mentors report as much and more learning than mentees)

Opportunity to practice good developmental behaviors outside of direct line responsibilities

Development of own self-awareness

Greater understanding of other areas of the business and/or of other cultures

Clutterbuck , 2003

BENEFITS: mentor

Drive your mentoring experience Manage how and what you learn Build on your strengths Surpass your comfort limits Make your partnership the cornerstone Actively solicit feedback from your mentor Work to become as introspective as possible; ask your mentor about your impact on others Work-up the courage to give your mentor feedback about how he/she can help you best Revisit your growth goals periodically and set new directions as you achieve initial targets Let your mentor know your aims and how you feel you are progressing

Perrone and Ambrose,

2005

EXPECTATIONS: mentee

Clarity

Unthreatening environment

Improved networking

Practical advice

Opportunity to be challenged

Transfer of knowledge

Having a role model

Clutterbuck, 2003

BENEFITS: mentee

Provide an enriching and valuable opportunity for all parties

Communicate regularly

Offer solutions if duos are experiencing challenges

Ensure and maintain confidentiality

Solicit your opinions on mid-way and final surveys

LLAMA MENTORING: we commit to

Complete LLAMA Mentoring Program Mentor/Mentee Agreement form

Contribute to the duo relationship and to the Program

Communicate regularly with your mentor

Ensure and maintain confidentiality

Communicate challenges to the Committee

Complete mid-way and final surveys

LLAMA MENTORING: you commit to

First Meeting Tool (mentor)

First Meeting Tool (mentee)

Meeting Tool

Twelve Habits of the Toxic Mentor

Twelve Habits of the Toxic Mentee

LLAMA MENTORING: toolkit

Be compulsive about regularly scheduled contacts

Pay attention to confidentiality

Discuss response time expectations (immediate, within a day, etc.)

Send short, newsy e-mails

Include your contact information, always

Decide together if you want to enhance your e-mail

Phillips-Jones, 2003

DISTANCE MENTORING: via email

Set up regularly scheduled meetings Remove all distractions Call or be ready on time Have agenda, talking-points, and questions in front of you

when you begin the meeting Take notes or use the meeting form Send a summary of agreements (mentees take lead on this) Make/receive spontaneous calls (good news, compliments) Use voicemail for information, encouragement, and

appreciation

Phillips-Jones, 2003

DISTANCE MENTORING: via telephone

Skype Google Docs Wiggio Webcam

DISTANCE MENTORING:via online technologies

Career Leadership Development

Serving on committees Professional involvement activities Risk-taking Professional philosophy Objectively review own philosophy for truth and

coherence Grab for the ring! Questioning certainties Working through specific leadership challenges to

become a better team player and team leader Need for expanding experience inside as well as outside

of the profession Possible methods to effectively chair a committee

POSSIBLE DISCUSSION TOPICS

Career Leadership Development

Professional development Educational opportunities Clarifying personal and professional goals Shadowing opportunities Mentoring process Professional skill-building opportunities Team-building challenges and opportunities Skill level confidence Sense of worth as a leader Library profession itself; what it means to be a librarian Leadership styles

POSSIBLE DISCUSSION TOPICS

Personal Leadership Development

Basic beliefs and feelings Skills in balancing and maintaining an equilibrium Being firm, yet fair Ease in revealing own vulnerabilities; becoming more

approachable Balance between job demands, personal time and interests Smoothing out peaks and valleys of personal energy Self awareness; looking like a leader Own personality traits Graciousness, assertiveness, self-confidence Attitude Optimism and openness Listening skills

POSSIBLE DISCUSSION TOPICS

LLAMA Mentoring Program Wiki: http://www.lama.ala.org/lamawiki/index.php?title=LLAMA_Mentoring_Committee

Web Junction: http://www.webjunction.org/mentoring/-/resources/wjarticles ◦ The Mentoring Workbook

RESOURCES

Anderson, and Anne Lucasse Shannon, “Toward a Conceptualization of Mentoring.” Issues in Mentoring. Eds. Trevor Kerry and Anne Shelton Mayes. New York: Routledge, 1995:29.

Clutterbuck, David. The Benefits of Mentoring. British Columbia: Clutterbuck Associates for Peer Resources Victoria, 2003.

Golden, Janine.  The role and contribution of strategies and factors in the career successes of public library directors.  Diss. University of Pittsburgh, 2005.

 Johnson, and Charles R. Ridley. The Elements of Mentoring. New York: Palgrave Macmillan, 2004.

Perrone, and Larry Ambrose. The Mentee’s Navigator: Making Mentoring Happen. Chicago: Perrone-Ambrose Associates, Inc., 2005.

Peterson, Jennifer Lee. The Mentoring Workbook-draft. 2005 <http://www.webjunction.org/c/document_library/get_file?folderId=439508&name=DLFE-11578.pdf>.

Phillips-Jones, Linda. The Mentee’s Guide: How to Have a Successful Relationship With a Mentor. Coalition of Counseling Centers, 2003.

REFERENCES

QUESTIONS