MENTORING

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MENTORING

• Objectives
• To learn about attributes of a mentor
• To discuss the traditional mentor/mentee
  expectations and anticipated outcomes
• To discuss evolving concepts about mentoring in
  the current setting
• To outline new ways of expanding various skills
• To learn about formal mentoring programs and
  setting up learning partnership program including
  e-mentoring, e-learning partnerships

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MENTORING

• Background
• Mentor was a central figure in the Homeric legend
  of the Trojan war
• Ulysses left his son Telemachus in the hands of
  Mentor, his friend
• Mentor responsible for boys education and
  shaping character
• Mentor went with Telemachus as he undertook
  search for his father
• Mentors role was embellished by the fact that
  Athena the supreme goddess of the Greek
  recurrently took on the form of Mentor

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MENTORING

• Background (continued)
• Spiritual element in the character of Mentor
• Mentor guided Telemachus as he underwent
  maturation
• Mentor - transition figure in Telemachus life
  during the journey from youth to manhood
• Mentor inspired Telemachus to meet lifes
  challenges
• From this relationship origins of mentoring
  characteristics - developer of talent, a teacher
  of skills and knowledge of the discipline and an
  assistant in defining goals and one who shares
  social and professional values.

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MENTORING

• Definition
• Deloz
• Mentors are guides. They lead us along the
  journey of our lives. We trust them because they
  have been there before. They embody our hopes,
  cast light on the way ahead, interpret arcane
  signs, warns us of lurking dangers and point out
  unexpected delight along the way

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MENTORING

• Definition
• Bowen
• Mentoring occurs when a senior person (the
  mentor) in terms of age and experience undertakes
  to provide information, advice, and emotional
  support for a junior person (the protégé) in a
  relationship lasting over an extended period of
  time and marked by substantial emotional
  commitment by both parties. If the opportunity
  presents itself, the mentor also uses both formal
  and informal forms of influence to further the
  career of the protégé.

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MENTORING

• Definition
• Institute of Nursings Executive Mentoring
  Program
• An alliance of two people which creates a space
  for dialogue that results in reflection, action
  and learning for both.
• Most authors agree
• Mentoring involves a relationship between two
  people that has the specific purpose of one
  assisting the other to grow and develop and
  increase her/his role effectiveness.

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MENTORING

• Yoder - 3 critical attributes of mentoring
• A structural role
• An organizational phenomenon
• A career development relationship
• Rapidly changing environment of many contemporary
  disciplines may cause the mentoring relationship
  to change from what has been depicted in the past

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MENTORING

• Darlings Parameters of Mentoring (1994)
• Model invisioner Standard prodder Eye opener
• Energizer Teacher Door opener
• Investor Coach Idea bouncer
• Supporter Feedback giver Problem solver
• Career counselor Challenger

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MENTORING

• MENTORSHIP
• Evolving Concepts
• More than one mentor at a time
• Mentor/mentee role simultaneously or sequentially
• Informal process without a distinct beginning or
  end which results when two people with common
  interests simply find each other
• Not a static phenomenon - changes over time
• Across gender, culture
• No age differential
• Doesnt have to be long term but may evolve into
  long term

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MENTORING

• Setting up formal mentoring program
• Well defined objectives, outcomes
• Supportive institutional environment
• recognition/release time
• mentor/mentee
• Program
• Structure
• Components
• Need based
• Target groups
• Selection of mentors
• Assignment of mentees
• Evaluation including outcomes

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MENTORING

• CONCEPT OF LEARNING PARTNERS
• Interest in learning from each other based on
  skill sets, interest, chemistry
• Defining needs, roles, skills
• More than one learning partner, community of
  learning partners
• Decreases hiearchical structures, senior/junior
  or gender based problems possible in the usual
  mentor/mentee relationship

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SKILLS BANK

• http//www.hsc.wvu.edu/admin/facultydev/

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MENTORING

• LEARNING PARTNERS/PARTNERSHIP QUESTIONS
• How to find learning partners?
• How to continue partnerships over a longer period
  of time or do you have to or want to?
• Do they have to be geographically in the same
  area? Virtual learning partners
• Barriers or opportunities?
• Gender
• Age
• Culture
• Experience

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MENTORING

• LEARNING PARTNERS/PARTNERSHIP QUESTIONS
  (continued)
• How do you know that partnership is beneficial?
• What are additional benefits other than learning?
• Should outcomes be predetermined?
• Who monitors the partnership and outcomes?
• Sharing what you learnt beyond skills and content
• Should the traditional model be compared in a
  prospective manner with newer models?

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MENTORING

• Summary and Conclusions
• Mentoring has played an important role in
  enhancement of faculty
• Current model has been most useful in the
  traditional basic science setting and also some
  clinical/educational settings
• Diverse work force, changing external environment
  demand newer additional models
• Understanding specific needs of faculty and
  setting up a variety of models that would benefit
  most faculty is important