Mentor Relationships in the 21st Century: Focus On Clinical Education

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Mentor Relationships in the 21st Century Focus
On Clinical Education

• James R. Nevitt, Ph.D.
• Peru State College

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Presentation by James R. Nevitt, Ph.D. Success
is not final, failure is not fatal it is the
courage to continue that counts.Winston
Churchill
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Mentoring??????

• In this presentation I will
• (1) Discuss several possible definitions of the
  term mentor and the various roles a faculty
  mentor might assume in a life of a student.

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Mentoring??????

• I will also
• (2) Discuss what mentors ARE and are NOT.

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Mentoring??????

• Additionally, I will
• (3) briefly discuss some psychological,
  sociocultural and economic problems experienced
  by students in the 21st century that, ultimately,
  may be handled best in the context of a
  relationship with a faculty mentor.

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Mentoring??????

• As well as
• (4) Discuss a range of experiences I have had as
  an addiction counselor, college professor, and
  member of the recovering community.

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S.M.A.R.T. L.E.A.D.E.R. Workshop (Aug.
28th, 2005 PSC campus)Student Mentors,
Ambassadors and Athletes, Retention Leaders and
Residence Assistance, Tutors and Top Cats,
Learning, Evaluating, and Directing Educational
RelationshipsDr. Judy Grotrian, Dr. DiAnna Loy,
Dr. James Nevitt
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Mentor Relationships

• Finally, I will
• (5) Discuss some of my experiences
• (a) both being mentored and
• (b) becoming a mentor to students at
• Peru State College

Peru State College Psych/Criminal Justice Club
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Mentor Relationships

• Psychology/Sociology/Criminal Justice PSCJ
• (Psychology-Criminal Justice) Club
• Sponsors Dr. Kelly Asmussen, Dr. James Nevitt,
  Dr. Joel Lundak, and Greg Galardi
• 2005-2006 Officers 
• President - Robin Sherman
• Vice President/President Elect -Tom Dunekacke
• Treasurer - Shelly Dettman
• Secretary/Web Page Coordinator - Randi
  Mazzula/Melissa McCullers
• Membership - Amy Taylor

Peru State College Psych/Criminal Justice Club
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Breaking Down Barriers

• Hopefully, along the way I will also speak to the
  topics of breaking down the following types of
  barriers that limit student and faculty
  interaction
• Authority/Intimidation Barriers
• Cultural/Generational Barriers
• Lack of Commonality Barriers

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Mentor Defined

• The Merriam-Webster Dictionary offers three
  definitions of Mentor

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1. Mentor-A Link With the Past

• Mentor-a friend of Odysseus entrusted with the
  education of Odysseus son Telemachus.

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2. Mentor-Psychological Relatedness

• Mentor-a trusted counselor or guide.

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Mentor-Specific Academic Role

• Mentor-A tutor or coach

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What Is Mentoring?

• Mentoring is advising, teaching, counseling and
  role modeling.
• Formal mentoring matches a senior or more
  experienced personthe mentorto a junior or less
  experienced personthe mentee.
• Mentors focus on a mentees achievements, success
  in school and preparation for the workforce
  through a one-to-one relationship that is
  non-threatening and non-judgmental to both
  parties.
• It is a relationship that changes over time as
  each grows, learns, and gains experiences in the
  relationship.
• Quoted From Brainard, S.G. (1998) Mentors and
  mentees,
• 
  University of Washington, Western
  Regional WEPAN Center

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Mentor Relationships I Have Personally Studied

• Within my Field
• Harry Harlow Mentor to Abraham Maslow
• Alfred Adler Mentor to Victor Frankl
• Jerome Bruner Mentor to Berry Brazilton

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Mentors-The World of Business

• Warren Bennis Mentor to Howard Schultz (CEO of
  Starbucks)
• Andrew Carnegie Mentor to Charles Schwab (First
  President of U.S. Steel)
• Bill Gates professed to be mentored by the board
  games Monopoly and Risk.

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Mentors-Actors/Performers

• Stanley Kubrick Mentor to Steven Spielberg and
  Tom Cruise
• Joseph Cambell Mentor to George Lucas
• Bill Cosby Mentor to comic Sinbad
• Jonathan Winters Mentor to comic Robin Williams

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Mentors-Fashion and Media

• Naomi Judd Mentor to Pamela Anderson
• Jackie Gleason Mentor to Larry King
• Maya Angelou Mentor to Oprah Winfrey
• Fred Birney (high school journalism teacher)
  Mentor to Walter Cronkite

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• WHAT A MENTOR IS
• Someone who academically knows the ropes and
  can help a student figure them out in their own
  time and on their own terms.
• Someone who can maintain confidentiality about
  personal matters
• Someone who can help a student grow academically
  and professionally
• Someone who can help a student attain certain
  skills
• Someone who can help a student when the student
  in question requests help.

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• II. WHAT A MENTOR IS NOT
  
• An interpersonal counselor
• A Boss
• Someone who will try to fix a student because
  parents or staff request it
• A Parent
• Someone that will make decisions for the student
• Someone that will think for the student
• A Mind Reader

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III. Troubled Times-America in the 21st Century

• What Need is There for a Mentor in the 21st
  Century?
• Here are some of the Problems that Mentoring can
  Overcome!
• I will recommend related readings along the way.

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Troubled Times-America in the 21st Century

• Changing Sex Roles
• Male Identity - is there still a Need for IT?
• How is Maleness defined Now?
• How is it Being Redefined?

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Troubled Times-America in the 21st Century-Male
Identity

• Iron John A Book About Men by Robert Bly (1990).
• Homies Peer Mentoring Among African Americans by
  Warren Branden (1998)

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Troubled Times-America in the 21st Century-Male
Identity

• Is there a Need to Reconnect with our Past
  Attitudes?
• Old Rites of Passage
• What of the Pain and Confusion of the
  Contemporary Male?

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Troubled Times-America in the 21st
Century-Violence and Anger

• Violence and Anger
• Male Anger-Angrier Than Before!
• Vulnerabilities-violent crime following
  withdrawal, silence, alienation and rage
• Lack of Supervision

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Troubled Times-America in the 21st
Century-Violence and Anger

• No Bottom Line on What Normal Is!
• Tell Me the Right Thing To Do!
• Society Riding the Fence on the Moral Issue until
  it Becomes a Criminal Issue.

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Troubled Times-America in the 21st
Century-Violence and Anger

• Lost Boys Why Our Sons Turn Violent and How We
  Can Save Them by James Garbarino (1999)

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Troubled Times-America in the 21st
Century-Obsession With Youth

• Fear of Aging, avoidance of adult
  responsibilities
• Physical decline overvaluation of the body
• Problems with Retirement
• Fear of Becoming Useless

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Troubled Times-America in the 21st
Century-Obsession With Youth

• The Elder Within The Source of Mature
  Masculinity by Terry Jones (2001)
• The Art of Mentoring Lead, Follow Get Out of
  the Way by Shirley Peddy (1999)

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America in the 21st Century-Women and the Work
Force

• New Roles in the 21st Century
• Women Mentoring Women
• Ongoing Process
• Overcoming stereotypes of traditional male and
  female occupations

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America in the 21st Century-Women Mentoring Women

• Women wanting to Succeed in Professional life
  without sacrificing personal identity.
• Women wanting to Succeed in Professional Life
  without violation of personal ethical codes or
  sacrificing other personal goals.

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America in the 21st Century-Women

• Women Who Couldand Did Lives of 26 Exemplary
  Artists and Scientists by Karma Kitaj (2002)
• Mentoring Heroes 52 Fabulous Womens Paths to
  Success and the Mentors Who Empowered Them by
  Mary K. Doyle (2000)

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America in the 21st Century-Beyond Traditional
Mentors

• A portion of my other sessions have also
  acknowledged my belief in a journey beyond
  traditional mentoring.
• Acknowledgement of the spirit that leads one to
  be mentored not just from a man or woman, but
  also from a sunset, poem, or special memory.

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Beyond Traditional Mentors

• The Mentor Spirit Life Lessons on Leadership and
  the Art of Encouragement by Marsha Sinetar (1998)

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IV. Three Generations, Three Cultures, One College

• Baby Boomers Mentor Needs? (born 1946-1964)
• Generation Xers Mentor Needs? (born 1965-1976)
• Millennials Mentor Needs? (born 1977-1998)

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Baby Boomers and Traditionalists

• Boomers are described by many as optimistic.
• They had hard working and self-sacrificing
  parents who believed in putting individualism
  aside and joining together to accomplish Large.
  
• This older generation have been called
  Traditionalists. They have been described as
  Loyal.

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Baby Boomers and Traditionalists

• They survived The Great Depression, WW II and
  put a man on the moon. They existed to make a
  better world for their children.
• Their children (Boomers) are frequently regarded
  by them as indulgent.
• The Me Generation.

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Baby Boomers (Growing Up)

• Disliked authority and rigid work environments.
• Viewed peers as the competition for choice jobs
  as we climbed the career ladder.
• Often felt job salaries and perks taboo topics
  for conversation.
• Valued public recognition for hard work.
• Went to college to find ourselves and prepare
  for a stellar careers.
• Extremely concerned about being employed (vs
  concern over employability)

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PROFILE GENERATION X

• Generation X
• Demographics - 51 million Born 1977 1998
• Smaller Group than the Baby Boomers
• Accept diversity
• Pragmatic/practical
• Self-reliant/individualistic

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PROFILE GENERATION X

• Generation X Is the generation following the
  postWorld War II baby boom, especially people
  born in the United States and Canada from the
  early 1960s to the late 1970s.
• After Generation X, a novel by Douglas Coupland
  (born 1961), Canadian writer

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PROFILE GENERATION X

• Tend Question or Reject Rules - Mistrust
  Institutions
• Trust Money and Each Other
• First Generation to Enjoy PCs
• Believe in and Use Technology
• Good at Multitasking
• Latch-key kids that witnessed economic slumps

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Generation X (Generation 13)

• The 51 million members of Generation X, born
  between 1965 and 1976, grew up in a very
  different world than previous generations.
  Divorce and working moms created "latchkey" kids
  out of many in this generation. This led to
  traits of independence, resilience and
  adaptability. Generation X feels strongly that "I
  don't need someone looking over my shoulder.
• They value flexibility and freedom.

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Generation X Redefined Loyalty

• Generation X saw their parents get laid off or
  face job insecurity. Many of them also entered
  the workplace in the early '80s, when the economy
  was in a downturn. Because of these factors,
  they've redefined loyalty. Instead of remaining
  loyal to their company, they have a commitment to
  their work, to the team they work with, and the
  boss they work for.
• They trust each other, money, and immediate
  rewards/recognitions for hard work.

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Generation X Takes Employability Seriously

• At the same time, Generation X takes
  employability seriously.
• But for this generation there isn't a career
  ladder. There seems to be a career lattice. They
  can move laterally, stop and start, their career
  is more fluid.

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Gen Xers-Fiercely Independent

• Generation Xers are so fiercely independent that
  sometimes people assume that Xers are not
  interested in having mentors.
• Not true! However, the types of things they need
  from a mentor differ from the needs that the Baby
  Boomers professed when they were being mentored.

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Mentoring Boomers and Gen X

• Boomers - Mentors encouraged healthy skepticism
  and thinking for oneself. Gen X has already
  learned these lessons.
• Gen X - An effective mentoring relationship with
  them must be as hands-off as possible. Providing
  feedback on their performance should play a big
  part, as should encouraging their creativity and
  initiative to find new ways to get tasks done. As
  a mentor, you'll want Gen Xers to work with you,
  not for you or under you. You are perceived as
  less of an authority in your field and more of
  a guide through the learning process.

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Mentoring Gen X

• Start by informing them of your expectations and
  how you'll measure their progress and assure them
  that you're committed to helping them learn new
  skills. (Members of Generation X are eager to
  learn new skills because they want to stay
  employable.) Gen Xers work best when they're
  given the desired outcome and then turned loose
  to figure out how to achieve it. This means a
  mentor should guide them with feedback and
  suggestions, not step-by-step instructions.

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Time Considerations!

• Be flexible!
• PSC 221 schedule
• Walk-in appointment periods
• Be prepared to drop everything and help them.
• Do the Technology E-mail, web page course notes
  or powerpoint postings, CD ROM supplement,
  On-line courses

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Simulations and Processes

• Differential Diagnosis - How To Use the DSM-IV TR
  in Diagnosis and Staffing Simulations.
• How to Write Treatment Plans based on Case
  Studies and Interview Simulations
• How to Apply the Rules of Profiling Criminals and
  Victims in a Serial Murder Simulation

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Millennial Generation

• Just beginning to enter the workplace, The
  Millennial Generation was born between 1977 and
  1998. The 75 million members of this generation
  are being raised at the most child-centric time
  in our history. Perhaps it's because of the
  showers of attention and high expectations from
  parents that they display a great deal of
  self-confidence to the point of appearing cocky.

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Knows TechTrusts Tech!

• As you might expect, this group is technically
  literate like no one else. Technology has always
  been part of their lives, whether it's computers
  and the Internet or cell phones and text pagers.

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Millennials

• Millennials are typically team-oriented, banding
  together to date and socialize rather than
  pairing off. They work well in groups, preferring
  this to individual endeavors. They're good
  multitaskers, having juggled sports, school, and
  social interests as children so expect them to
  work hard. Millennials seem to expect structure
  in the workplace. They acknowledge and respect
  positions and titles, and want a relationship
  with their boss and/or mentors. This doesn't
  always mesh with Generation X's love of
  independence and hands-off style.

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Millennials

• All Millennials have one thing in common They
  are new to the professional workplace. Therefore,
  they are definitely in need of mentoring, no
  matter how smart and confident they are. And
  they'll respond well to the personal attention.
  Because they appreciate structure and stability,
  mentoring Millennials should be more formal, with
  set meetings and a more authoritative attitude on
  the mentor's part.

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Millennials

• Provide lots of challenges but also provide the
  structure to back it up. This means breaking down
  goals into steps, as well as offering any
  necessary resources and information they'll need
  to meet the challenge. You might consider
  mentoring Millennials in groups, because they
  work so well in team situations. That way they
  can act as each other's resources or peer
  mentors.

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Resources

• DEVON SCHEEF is president of Scheef
  Organizational Development and Training, Inc. and
  cofounder of The Learning Café. Devon assists
  clients in making peace with multiple workplace
  generations, leadership development, succession
  planning, talent-retention strategies, and
  mentoring initiatives.
• DIANE THIELFOLDT is cofounder of The Learning
  Café. Her consulting expertise includes
  retention, mentoring, generational differences in
  the workplace, and experiential learning design
  and facilitation.Diane Thielfoldt and Devon
  Scheef Human Resources in the 21st Century,
  published by John Wiley Sons Inc.
• Diane Thielfoldt and Devon Scheef Love Em or
  Lose Em Getting Good People to Stay.
• Diane Thielfoldt and Devon Scheef Mentoring A
  How-To Guide published by the American Society
  for Training Development
• Lynne C. Lancaster and David Stillman When
  Generations Collide, 2002, Harper Collins
  Publishers Inc.
• Douglas C. Coupland Generation X Tales For An
  Accelerated Culture, 1991, St. Martins Press.