Who is a mentor?
A mentor is a
trusted and experienced advisor who has a direct interest in the development
and education of a less experienced individual. A mentor is that person
who achieves a one-to-one developmental relationship with a learner,
and one whom the learner identifies as having enabled personal growth
to take place.
The relationship
between the mentor and mentee is unique. The mentor assumes numerous
roles, while contributing to a sustaining relationship of shared interests
and goals. A mentor makes a commitment to an assigned mentee to help
her or him grow into the organization's culture and become a productive
and effective organization member. A person can never have too many
mentors. As a faculty member, you might have several formal and informal
mentors at the same time.
Qualities
of a good mentor:
- considered
a role model in his/her position or area
- committed
to the mentoring process
- responds to
individual circumstances
- encourages
and motivates others
- creates a
continuous learning environment
- has the respect
of others at the University
- commits time
to be a mentor
- possesses
the knowledge and influence needed to be a mentor
- willing to
share knowledge
- possesses
good interpersonal communication skills
Benefits of
participating in the program for a mentor:
- Gain increased
respect and recognition from others in the University as individuals
who have the ability to identify, encourage, and promote other employees
- Extend your
network to other mentors and mentees
- Contribute
to the development of new employees
- Experience
professional and personal growth and renewal
- Contribute
toward increasing the mentee's enthusiasm about being an employee
of UW Oshkosh
- Use or develop
additional skills not required in current position
- Keep you sharp
and encourages creativity
- Provide a
window to "get by giving"
- Enhance your
value to others
A mentor's
general role may include, but is not limited to:
Advisor: Provide
mentee with useful information about the University; offer mentee
an avenue for social and emotional support during his/her transition
into the University; familiarize mentee with the numerous sources
and resources located throughout the University community.
Role model:
Teach mentee how to succeed in the University by modeling how
individuals in senior positions conduct themselves and interact with
others.
Coach:
Advise mentee on how to accomplish his/her goals and provide feedback.
Help the mentee develop alternatives to address work-related problems
or create learning opportunities. Teach the mentee organizational
and professional skills and help "decode" the University
culture; create an atmosphere where mentees can learn from their own
and each other's experiences, mistakes, and successes as well as from
their mentors' experiences.
Supporter:
Encourage the participation of the mentee on committees to increase
visibility; enhance the mentee's self-esteem through supportive, nonjudgmental
discussions and "pep talks." Help the mentee establish a
professional network.
A mentor's
specific role may include, but is not limited to:
- Recognize
and evaluate what you can offer, keeping in mind that you should
not expect yourself to fulfill every mentoring function
- Clarify expectations
with your mentee about the extent to which you will offer guidance
concerning personal as well as professional issues such as advice
about how to balance family and career responsibilities
- Give constructive
feedback (as well as praise) when warranted but present it with
specific suggestions for improvement
- Help new faculty
learn what kinds of available institutional support they should
seek in order to further their own career development - such as
faculty development funds
- Take time
to be available to your mentee (can keep in contact by dropping
by, calling, sending e-mail, or inviting your mentee to lunch);
ask questions and to read proposals and papers, and for periodic
reviews of progress; to constructively criticize errors and to recognize
and praise excellence
- Tell your
mentee if he/she asks for too little - or too much - of your time
- Maintain confidentiality
- Discuss with
the mentee the "rules" of the department or team
- Advise on
tenure and promotion requirements and processes
- Provide advice
on University, college, and department/team policies
- Suggest strategies
for effective teaching, grading, and writing grant proposals
- Propose effective
ways of interacting with students and colleagues
- Help sort
out priorities: budgeting time, publications, teaching, obtaining
appropriate resources, setting up a lab or experimental work if
appropriate, committees
- Suggest how
to say "no" to certain demands on his/her time
- Provide social
support, act as an advocate for the new faculty member
- Introduce
him/her to colleagues from other departments
- Explain the
written and unwritten rules of the University
- Discuss research,
publication, and presentations at conferences