Mentoring; A mirage but desirable tool in
The Practice of Biomedical Engineering and
Technology in a Developing Country
A ...
ABSTRACT
This paper examined mentoring as a mirage debilitating the development of Biomedical Engineering
and Technology i...
INTRODUCTION
A careful study of the conference theme disclosed
mentoring as one of the major identified gray
areas that re...
Every profession world over has a role to play in
satisfying the yearnings and aspiration of human
beings.
A profession is...
WHAT IS MENTORING?
Various definitions have been offered on the concept of mentoring by
different schools of thought and i...
CONCEPTUAL FRAMEWORK
Mentoring is seen as a mirage in biomedical
engineering and technology.
Mentoring is a desirable to...
THEORETICAL FOUNDATION

According to Tim Hesse (2013), Psychologists and educators
have developed various theories of ment...
Professional development refers to skills and knowledge
attained for both personal development and career
advancement. Pro...
WHY INTRODUCE MENTORING?

To change character that will improve performance.
To culture and develop leadership qualities...
Types of mentoring
 Traditional mentoring: One adult to one young person.
One-to-one mentoring places one adult in a rela...
MENTORING AS A FORM OF RELATIONSHIP
 mentoring is premised on developmental relationship
Mentoring is a protected relati...
WHAT MAKES A GOOD MENTOR?

Mentors listen
Mentors guide

They maintain eye contact and give mentees their
full attention
M...
WHAT MAKES A GOOD MENTOR? Continue
Mentors criticize
constructively

When necessary, mentors point out areas that need imp...
THE WAY FORWARD
Build a mentoring program for biomedical engineering and
technology by creating mentoring awareness for al...
– Program management: Ensuring that your mentoring
program is well managed is crucial. A well-managed
program promotes acc...
WAY FORWARD CONTINUE

Attitudinal change. Rebranding as initiated by the woman of
substance and former Minister of Informa...
CONCLUSION
Mentoring is a time-proven strategy that can help biomedical engineering and technology
to achieve enormous dev...
REFERENCES
Andrew Gibbons (2011). Mentoring definitions. Retrieved on 2nd ay
2013
from
http://www.coachingnetwork.org.uk/m...
Further information/suggestions/comments about this
paper could be forwarded to:

EYAREFE O. STEPHEN
Department of Dental ...
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Mentoring; a mirage but desirable tool in the practice of biomedical engineering and technology in a developing country

  1. 1. Mentoring; A mirage but desirable tool in The Practice of Biomedical Engineering and Technology in a Developing Country A CONFERENCE LECTURE PRESENTED AT THE 14TH ANNUAL GENERAL MEETING/BIOMEDICAL ENGINEERING & TECHNOLOGY CONFERENCE @ UNIVERSITY OF UYO, AKWA-IBOM STATE ON 16TH - 19TH OCTOBER 2013 BY EYAREFE o. STEPHEN Department of dental Technology, School of Health Technology Federal university of technology, owerri - imo state
  2. 2. ABSTRACT This paper examined mentoring as a mirage debilitating the development of Biomedical Engineering and Technology in a developing country. It presents issues and challenges on the principles of mentoring in relation to professional development that affects the integrity of Biomedical Engineering and Technology. The paper unveils the problem of biomedical engineering and technology emanating from lack of mentoring which is a challenge in the practice of the profession. Mentoring will create a worthwhile and conducive environment for technological and expertise transfer from mentor to mentees as obtained in other professional setting. A good observation shows that a lot of experiences go moribund with most professionals who deliberately refused to pass their wealth of knowledge to the younger generations. This makes biomedical engineering and technology to have not just a slow growth rate but experience difficulties in standing the test of time when compared with other professional organizations in developed countries. The paper argues that for biomedical engineering and technology to be developed into a profession of great repute, there is need to put in place adequate mentoring practice by all stakeholders in the profession. It is believed that biomedical engineering and technology as a profession will soon graduate into limelight through effective mentoring methodologies that experienced and skilled mentors need to adopt for mentees to become fully fledged consultants in their practice. The mission of this paper relates to effective and efficient professionals who have been mentored by experienced professionals, serving as backups for professional attainment and effective service delivery. More so, it is meant to bridge the gap between experienced skilled professionals and the younger generations in the profession yearning to attain professional excellence. The aim at the long run is to enable the mentees develop their own skills, strategies and capabilities for enablement and empowerment with or without the mentor’s presence. Keywords: mentoring, mentor, mentee, personal development, professional development, mentoring techniques, types of mentoring, purpose of mentoring.
  3. 3. INTRODUCTION A careful study of the conference theme disclosed mentoring as one of the major identified gray areas that require careful and in-depth analysis when determining methods needed to enhance the practice of the profession especially in a developing country like Nigeria. For biomedical engineering and technology to attain its desired objectives, the concept of mentoring needs to be explored in its entirety for effectiveness and efficiency.
  4. 4. Every profession world over has a role to play in satisfying the yearnings and aspiration of human beings. A profession is simply a body of people within an occupation who have related careers, interests, education, knowledge, training and ethics. According to the Australian Council of Professions, professions are made up of "a disciplined group of individuals who adhere to high ethical standards and uphold themselves to, and are accepted by the public as possessing special knowledge and skills".
  5. 5. WHAT IS MENTORING? Various definitions have been offered on the concept of mentoring by different schools of thought and individuals. Andrew Gibbons (2011) sees mentoring as an intense work relationship between senior and junior organizational members. The mentor has experience and power in the organization, and personally advises, counsels, coaches and promotes the career development of the protégé”. Also, MENTOR/National Mentoring Partnership (2005) identified Mentoring: “As a structured and trusting relationship that brings young people together with caring individuals who offer guidance, support and encouragement aimed at developing the competence and character of the mentee”. More so, Wikipedia.com (n.d) defines mentoring: “As 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
  6. 6. CONCEPTUAL FRAMEWORK Mentoring is seen as a mirage in biomedical engineering and technology. Mentoring is a desirable tool in the practice of biomedical engineering and technology. Mentoring overcomes career challenges. Mentoring is a management tool that can be employed for biomedical engineering and technology.
  7. 7. THEORETICAL FOUNDATION According to Tim Hesse (2013), Psychologists and educators have developed various theories of mentoring based academic research, one-on-one mentoring relationships, and experiences in the classroom. Among these are:  Network theory  Adult development theory  Relational theory  Communication theory  Personal change theory  Work-family theory  Theories of emotional intelligence  Others include personal and professional development theories.
  8. 8. Professional development refers to skills and knowledge attained for both personal development and career advancement. Professional development encompasses all types of facilitated learning opportunities, ranging from college degrees to formal coursework, conferences and informal learning opportunities situated in practice. It has been described as intensive and collaborative, ideally incorporating an evaluative stage. There are a variety of approaches to professional development, including consultation, coaching, communities of practice, lesson study, mentoring, reflective supervision and technical assistance. Personal development includes activities that improve awareness and identity, develop talents and potential, build human capital and facilitate employability, enhance quality of life and contribute to the realization of dreams and aspirations. The concept is not limited to self-help but includes formal and informal activities for developing others in roles such as teacher, guide, counselor, manager, life coach or mentor. When personal development takes place in the context of institutions, it refers to the methods, programs, tools, techniques, and assessment
  9. 9. WHY INTRODUCE MENTORING? To change character that will improve performance. To culture and develop leadership qualities. To develop partnership skills. To realize vision. To cause movement from where mentees are, ('here'), to where they want to be ('there'). To assist someone new in post To assist someone who has a new aspect to their existing work role To empower the mentee for leadership  To enable the mentee to find their own way through a situation Provide access to knowledge, situations or networks Question or challenge when appropriate
  10. 10. Types of mentoring  Traditional mentoring: One adult to one young person. One-to-one mentoring places one adult in a relationship with one youth.  Group mentoring: One adult to up to four young people. Group mentoring involves one adult mentor forming a relationship with a group of up to four young people.  Team mentoring: Team mentoring involves several adults working with small groups of young people, with an adult-to-youth ratio no greater than one to four.  Peer mentoring: Caring youth mentoring other youth. Peer mentoring provides an opportunity for a caring youth to develop a guiding, teaching relationship with a younger person.  E-mentoring: E-mentoring (also known as online mentoring or telementoring) is a type of Mentoring via e-mail and the Internet. E-mentoring connects one adult with one youth.
  11. 11. MENTORING AS A FORM OF RELATIONSHIP  mentoring is premised on developmental relationship Mentoring is a protected relationship in which learning and experimentation occur through analysis, examination, reexamination and reflection on practice, situations, problems, mistakes and successes (of both the mentors and the mentees) to identify learning opportunities learner/mentee and gaps. Mentoring to grow in self is about confidence helping and the develop independence, autonomy and maturity.  a bond is formed between mentors and mentees.  It is built on mutual trust and respect, openess and honesty where each party can be themselves.
  12. 12. WHAT MAKES A GOOD MENTOR? Mentors listen Mentors guide They maintain eye contact and give mentees their full attention Mentors are there to help their mentees find life direction, never to push them Mentors are practical They give insights about keeping on task and setting goals and priorities Mentors educate Mentors educate about life and their own careers Mentors provide insight Mentors use their personal experience to help their mentees avoid mistakes and learn from good decisions Mentors are accessible Mentors are available as a resource and a sounding board
  13. 13. WHAT MAKES A GOOD MENTOR? Continue Mentors criticize constructively When necessary, mentors point out areas that need improvement, always focusing on the mentee’s behavior, never his/her character. When necessary, mentors point out areas that need improvement, always focusing on the mentee’s behavior, never his/her character Mentors are supportive No matter how painful the mentee’s experience, mentors continue to encourage them to learn and improve Mentors are specific Mentors give specific advice on what was done well or could be corrected, what was achieved and the benefits of various actions Mentors care Mentors care about their mentees’ progress in school and career planning, as well as their personal development Mentors succeed Mentors not only are successful themselves, but they also foster success in others Mentors are admirable Mentors are usually well respected in their organizations and in the community
  14. 14. THE WAY FORWARD Build a mentoring program for biomedical engineering and technology by creating mentoring awareness for all stakeholders in the profession. The training institutions should be used as a center for mentorship activities by inculcating the principles into students. This can be achieved by creating a vision through innovations and also following the basic elements of a mentoring program. These elements according to National Mentoring Institute (2005) in USA. include; • Program design and planning: This is the first and the key element in building mentoring program, because the design is the blueprint you will follow to carry out all other aspects of the program. When you have completed the design and planning, you will have made the following decisions: The purposes of your mentoring program (e.g., socialization, academic support, job/career guidance); the program’s stakeholders and the best way to evaluate the progress and success of the program.
  15. 15. – Program management: Ensuring that your mentoring program is well managed is crucial. A well-managed program promotes accuracy and efficiency; establishes credibility; and enables you to gauge progress effectively and identify areas that need improvement. – Program operations: Efficient, consistent everyday operations are important to the success of any mentoring program. Strategies include recognizing the contributions of all stakeholders, supporting, supervising, and monitoring mentoring relationships. – Program evaluation: Identifying areas that need improvement by measuring program process if expected outcomes have occurred and initiate further mentoring program.
  16. 16. WAY FORWARD CONTINUE Attitudinal change. Rebranding as initiated by the woman of substance and former Minister of Information, Prof. (Mrs.) Dora Akunyili, is a social engineering mechanism aimed at reforming the psyche of individuals, organization’s and the nation’s thought and actions towards a more comfortable society. The focus here is attitudinal change on the part of major stakeholders who will act to cause effective and efficient mentoring program for the profession in Nigeria. Improve on Current Practices: The desire for continuous improvement is the hallmark of every successful endeavor.
  17. 17. CONCLUSION Mentoring is a time-proven strategy that can help biomedical engineering and technology to achieve enormous development capacity. It is an effective way of helping people to progress in their careers and is becoming increasingly popular as its potential is realized. It is a partnership between two people (mentor and mentee) normally working in a similar field or sharing similar experiences. It is a helpful relationship based upon mutual trust and respect. Let all experienced biomedical engineers and technologists see themselves as mentors who cares for the younger ones as just as parents or guardians, provide them with support, counsel, friendship and reinforcement. Please, if you have knowledge, let others light their candles by it. Selfishness is the greatest curse of the human race according to Gladstone (1987). Furthermore, the followings are postulates that all stakeholders in biomedical engineering and technology need to ponder about. • “The same people who can deny others everything are famous for refusing themselves nothing”. • “Selfishness is the great unknown sin. No selfish person ever thought himself to be selfish”. • “Everybody thinks of changing humanity and nobody thinks of changing himself. THANKS FOR YOUR RAPT ATTENTION
  18. 18. REFERENCES Andrew Gibbons (2011). Mentoring definitions. Retrieved on 2nd ay 2013 from http://www.coachingnetwork.org.uk/mentoringdefinitions. MENTOR/National Mentoring Partnership (2005). How to Build a Successful Mentoring Program Using the Elements of Effective Practice; A step-by-step tool kit for program managers retrieved on 2nd May 2013 from www.mentoring.org. MentorSet (2008). What is mentoring? Retrieved on 2nd may 2013 from http://www.mentorset.org.uk/pages/mentoring.htm Mentorship (n.d). Retrieved on 13 July 2013 from http://en.wikipedia.org/wiki/mentorship Personal development (n.d). retrived on 13 July 2013 from http://en.wikipedia.org/wiki/Personal_development Professional development (n.d). Retrieved on 13th July 2013 from http://en.wikipedia.org/wiki/Professional_development
  19. 19. Further information/suggestions/comments about this paper could be forwarded to: EYAREFE O. STEPHEN Department of Dental Technology School of Health Technology Federal University of Technology PMB 1526 Owerri, Imo State. Email: eyaresteve@yahoo.com or ayarefe@yahoo.com Tel: 08032091758, 08055465560

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