Mentoring Matters - #UNTAdv12

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2012 UNT Advising Conference
May 16, 2012
#UNTAdv12

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  • Mentoring begins when a person strategically affects the professional life of someone else by fostering insight, identifying needed knowledge and expanding the other person’s horizons.
  • A Mentor is a listener, observer, confident – the relationship is driven by the mentee; outside the hierarchy; always confidential
  • Trust behaviors: talk straight, demonstrates respect, creates transparency, delivers results, get better, confronts reality, clarifies expectations, practices accountability, keep commitments, listens first
  • Members of the Emerging Leaders Classes currently serve, have served, or have been elected/appointed to serve as Region 7 Chair, Region 8 Chair, Multicultural Concerns Commission Chair, GLBTA Concerns Commission Chair, Two-Year Colleges Commission Chair, Advising Transfer Students Commission Chair, Small Colleges and Universities Commission Chair, Faculty Advising Commission Chair, Canada Interest Group Chair, Native American and Tribal College Interest Group Chair, New Advising Professionals Interest Group Chair, Ethics & Legal Issues in Advising Interest Group Chair, Membership Committee Chair, Diversity Committee Chair, Member Career Services Committee Chair, Emerging Leaders Program Advisory Board Chair, and Webcast Advisory Board Chair.  Emerging Leaders have served or are serving on the Awards Committee, the Diversity Committee, the Finance Committee, the Membership Committee, the Member Career Services Committee, the Professional Development Committee, the Research Committee, the Webcast Advisory Board, the Annual Conference Advisory Board, the Summer Institute Advisory Board, the Administrators Institute Advisory Board, the Publications Advisory Board, the AACSS Advisory Board, and the Emerging Leaders Program Advisory Board.  One Emerging Leader initiated the Interest Group for Historically Black Colleges and Universities.  A number of Emerging Leaders have presented (some with their Mentors) at Regional and Annual Conferences, and several have served on Region or Conference Steering Committees. One served as the Exhibits Chair for the 2009 Annual Conference in San Antonio, and another as Chair of the 2010 Annual Conference in Orlando.  Emerging Leaders have written for Academic Advising Today and NACADA monographs, taken part in Webinar broadcast presentations, and been awarded NACADA Research Grants.  Emerging Leaders also report that they have become more involved at their home institutions.  One said, “We’ve taken what we’ve learned through the program back to our home school. This program has not only made an impact on NACADA, but also on the institutions where the NACADA ELP participants work.”
  • Mentoring Matters - #UNTAdv12

    1. 1. Mentoring Matters: Howto Build a Culture ofMentorship to Retainand Engage AdvisorsUNT Advising Conference – May 16, 2012Laura Pasquini, Office for Exploring MajorsCarol Pollard, College of MusicTonya Riley, College of Public Affairs & Community Service
    2. 2. MentoringMattersResourceshttp://bit.ly/MentoringMatters
    3. 3. Do you have a mentor?Who is that person?How do they support you?What do you learn from them?
    4. 4. Mentoring: The BasicsHow do you define mentoring?What is a mentor?What is a mentee?
    5. 5. What is mentoring? Mentoring is most often defined as a professional relationship in which an experienced person (the mentor) assists another (the mentoree) in developing specific skills and knowledge that will enhance the less-experienced person’s professional and personal growth.
    6. 6. What does a mentor do?  The following are among the mentor’s functions:  Teaches a specific issue  Coaches on a particular skill  Facilitates growth by sharing resources and networks  Challenges to move beyond one’s comfort zone  Creates a safe learning environment for taking risks  Focuses on total development
    7. 7. What does a mentee do? The following are among the mentor’s functions: Commit to building the relationship Prepare for each interaction Complete any assignments Integrate learning or meeting with the mentor Make room for professional & personal growth
    8. 8. What are the Characteristicsof A Successful Mentor? Typical Mentor &  Understands others Mentee Profiles  Self-Aware  Trust  Communication Style  Uses the following communication skills:  Problem-Solving 5. Active Listening  Decision-Making 6. Effective Questioning  Work-Style 7. Sharing Feedback
    9. 9. Mentoring In ActionWhat type of mentoring programshave you experienced?-Formal or Informal?-Group or Individual?Please share.
    10. 10. Mentoring: Support,Training & SuggestedPracticesWhat guidance will you give?What training/meetings will there be?How will you support the mentoringprogram?What are suggested practices?
    11. 11. Mentor Selection & Matching Ask for objectives & goals Understand mentee needs & expectations Seek mentors to support values Identify common interests, values & goals Selection – variety of options  First meeting
    12. 12. How to Prepare:The First Mentor Meeting Preparation Content Profiles/Matching Agenda  Take time to get to know one another Choose a setting  Discuss logistics  Discuss confidentiality  Set initial goals/objectives
    13. 13. How to Prepare: The First Mentor MeetingSummary & Next Steps Debrief & Follow Up  Review key points  Assess meeting dynamics  Identify action items  Add to mentee profile  Set up next meeting/call  Notes for improvement
    14. 14. NACADAEmerging Leader Program (ELP) Aims to identify potential, local, regional and national leaders from underrepresented groups who are interested in leadership development and leadership involvement in the association.
    15. 15. Purpose & Goal of the NACADA ELP  Diversity, as defined by the NACADA Board of Directors, includes ethnicity, gender, gender identity, disabilities, and sexual orientation as well as diversity in regard to institutional type, size, and employment position.
    16. 16. Assessment of the EmergingLeaders Program It is important to consider the following assessment items for your mentoring program: On-going Evaluation Participant Feedback Regular Check Ins Retention/Completion Involvement in Process
    17. 17. Mentoring Talesfrom NACADAEmerging LeadersGraduates from the ELP program areinvolved!Chair of commission/interest groupsParticipate on advisory boardsPresent at national & regionalconferencesPublish in journals, monographs, etc.Served on steering or conferenceplanning committeesEstablish new initiatives for theassociationWon awards from the association “We’ve taken what we’ve learned through the program back to our home school. This program has not only made an impact on NACADA, but also on the institutions where the NACADA ELP participants work.”
    18. 18. Other Examples of Mentoring Peer Mentoring & Emerald Eagles @ UNT University of Toronto – Mentoring Program http://www.odlc.utoronto.ca/mentoring EDUCAUSE Mentoring Programs listed http://www.educause.edu/Mentoring+Home/AboutMentoringandBene Others?
    19. 19. Mentoring: BenefitsWhat is the payback?How does mentoring help?How does mentoring benefit the: Mentee? Mentor?
    20. 20. Mentoring: ChallengesWhat are some issues?What are some helpful suggestions?How do you support the program?
    21. 21. Mentoring:Considerations &GuidanceHow will you pilot a program?What resources will you need?Who will you collaborate with on campus?How will you determine success? -Evaluation/Assessment -Feedback
    22. 22. Tips for How to Start a MentoringProgram…  Recruitment of mentors (Start early)  Mentor Profile Sheet (see example)  Mentor and Mentee training  Mentor and Mentee Matching (formal/informal)  Mentoring coordination of programs and activities to promote the mentoring relationship  Support from administration and/or human resources
    23. 23. From Connect the Dots Consulting
    24. 24. Thank you!For resources, references &the presentation:http://bit.ly/MentoringMatters

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