mentoring as a secret strategy for success in higher education materials/2018 ascend... · mentor...
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Mentoring As a Secret Strategy for
Success in Higher Education
Lori Ann Roth Ph.D., CPLPPresident, Learning and…Reflective Growth
An Opening Thought …
Regardless of our title or years of experience, we can learn from each other. Through
mentoring and by being open to learn we can reach our ultimate potential.
Lily Bejamin
Why are you here?
I Need A Mentor!
My Colleague Needs A Mentor!
My Boss Told Me To Come!
Mentoring Defined“Mentoring is a process for the informal transmission of knowledge, social capital and the psychosocial support perceived by the recipient as relevant to work, career or professional development; mentoring entails informal communication, usually face‐to‐face and during a sustained period of time, between a person who is perceived to have greater relevant knowledge, wisdom or experience (the mentor) and a person who is perceived to have less (the protégé or mentee).” (Bozeman, Feeney, 2007)
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What is a Mentor?
.
A person who shares their knowledge, experience and insights to help another grow and improve their effectiveness
What is a Protégé’ / Mentee?
A person who is using the help of a mentor to assess and enhance their knowledge, skills and effectiveness.
Benefits of a Mentoring Program Employee Engagement
Succession Planning
Career Development
Campus Brand as “Great Place to Work”
Types of Mentoring Programs
Cross Mentoring in a University System‐wide Leadership program
Mentoring in Certificate Programs
Mentoring Faculty
Intergenerational Mentoring
Cross Mentoring (CMG) in a University System‐Wide Leadership Program
The CMG sessions are designed to promote peer‐to‐peer mentoring and accountability, both during the face‐to‐face sessions and through structured conference calls throughout the seven‐month program duration.
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Mentoring in Certificate Programs
New Supervisor Series
Experienced Supervisor Leadership Program
Women’s mentoring program (ELAW)
Administrative Professionals Certificate Program
Picture of person with Cert
New Supervisor Series6 month to 2 year program for supervisors who are new to University and/or also new to job 6 core classes
3 electives
Project
Mentor – your choice
Experienced Leadership ProgramGeorge Mason UniversityOne year (cohort) program. Must submit an application/approved by supervisor. 3 case studies with Campus leadership (VP level) 2 days of assessments/training Mentor is your immediate supervisor
State College of Florida (SCF)One year (cohort) program. Nominated by Supervisor 5 all day trainings 4 Lunch and learns ”How to be a Mentor” class – coaching Matched with or choose Protégé
Administrative Professionals Certificate Program Classes
Attend Mason Administrative Professionals (MAP) meetings
Projects based on classes (portfolio)
5 minute Mentoring
Mentoring in a Women’s Leadership Program (ELAW)
The mission of the Women’s Mentoring Program is to inspire, empower and support female staff at Georgia State University through mentoring, trainingand networking.
Mentoring Faculty
Intergenerational Mentoring Reverse mentoring
Topics Computer mastery University Politics
How to choose type of Mentoring Program
Define Purpose (goal)
Needs Analysis
Questions/need
Which one will work best for your campus?• New Supervisor Series • Experienced Supervisor Leadership Program
Women’s mentoring program (ELAW)• Administrative Professionals Certificate
Program (5 minute mentoring)• Intergenerational Mentoring• Other
Political Acumen
The unspoken norms
Find the right Mentor – Different Approaches
Self‐Selection
Chosen by the Program
Incentives for Mentors Public Recognition
Skill building
Reputation
Core Values
Incentives for Protégés Skill building
Future promotions
Career Development
Learn ”unwritten rules”
Relationship building
Recognition
1st Meeting Sample Activity : Auto bio poem
Line 1: Your first name only,Line 2: Four traits that describe you,Line 3: Sibling of ……,Line 4: Lover of …..( 3 people or ideas ),Line 5: Who feels …..( 3 items )Line 6: Who needs …..( 3 items )Line 7: Who gives …..(3 items )Line 8: Who fears …..( 3 items )Line 9: Who would you like to see ….( 3 items )Line 10: Resident of ( your city ), ( your road )Line 11: Your last name only.
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Barriers to Mentoring Relationship between Supervisor and Mentor Don’t ”click with mentor” Mentor is viewed as “head hunter” Poor communication Personality clashes TIME!!!! Cancelling meetings Disregard of confidentiality
Best Practices Administration support
Agenda
Frequency of meetings
Linked in group
Confidentiality
Schedule meetings in advance (keeping them)
Recognition/Celebration (public and individual)
Resources Ice breaker – auto bio poem
Group mentoring topics
Community Building exercise
Commitment Form
Tips for Mentors
Community Building Exercise1. What objectives do you want to accomplish by being in the Mentoring
Program?
2. What can you contribute to the program either as a mentor or protégé?
3. Describe your most positive mentoring experience that you’ve had, what made it positive and what did you learn?
4. Describe or talk about a time when you advised some one at work.
Software
Chronos
River
Home Grown
Books Modern Mentoring – Randy Emelo
Creating a Mentoring Program (mentoring partnerships across the Generations), Annabelle Reitman, Sylvia Ramirez Benatti; ASTD Press 2014
The New Mentors and Protégés: How to succeed with the New Mentoring partnership ‐ Linda Phillips‐Jones
One Minute Mentoring – Ken Blanchard and Claire Diaz‐Ortiz
Mentor Competencies Invest time in self and others
Accessible and open to others
Able to share experiences with others
Listen and do not preach or lecture
Identify mentee feelings and validate them
Effectively confront negative intentions or behavior
Provide appropriate information when needed
Encourage the exploration of options
Mentee Competencies Open to a mentor’s comments
Have realistic expectations of the mentoring relationship
Clearly communicate expectations and outcomes
Accept mentoring relationship with “no strings attached,” (i.e., no employment expectations)
Express dilemmas, feelings, emotions
Listen
Capable of self‐examination
Courageously try new behaviors and patterns