This document outlines an orientation and training session on mentoring. It discusses expectations and benefits of mentoring for both mentors and mentees. It also provides guidelines for distance mentoring via email or phone, possible discussion topics between mentors and mentees, and resources on mentoring.

1. Orientation and TrainingJuly 11, 20091:30 p.m. – 3:00 p.m. American Library Association Annual ConferenceChicago, ILAdriana GonzalezTexas A&M University

2. OUTLINEAbout MentoringExpectations and Benefits About LLAMA Mentoring ProgramDistance Mentoring Best PracticesPossible Discussion TopicsResources References

3. MENTORING: piece of puzzle Golden, 2005

4. MENTORING: building blocks

5. “A nurturing process in which a more skilled or more experienced person, serving as a role model.... teaches sponsors encourages counsels befriends within the context of an ongoing, caring relationship between the mentor and protégé for the purpose of promoting the mentee’s professional and/or personal development.” Anderson and Shannon, 1995“Mentoring is a relationship which gives people the opportunity to share their skills and experiences, and to grow and develop in the process.” Peterson, 2005: Northern Territory Office, 1998MENTORING: definitions

6. Formal mentoringInformal mentoringE-mentoringGroup mentoringCo-mentoringPeterson, 2005MENTORING: different ways

7. MENTORING: contributing factorsPartners should get along well together

8. partners should mutually respect each other

9. partners should be committed to the relationship

10. partners should develop and agree upon a structure and include: length, frequency, place of meetings, and regular review of progress and development

11. partners’ motives and objectives should be understood by the other

12. partners should give each other permission to try things

13. partners should maintain perpetual optimismAbility to listen, openness and commitmentTime management and self-management skillsAssertiveness, realism and discretionKnowledgeable or able to find outChallenging, analytical and evaluating Ability to change and accept changeMotivated and able to demonstrate leadershipAble to identify opportunitiesHonest and able to give constructive advicePeterson, 2005: Northern Territory Office, 1998MENTORING: essential attributes

14. EXPECTATIONS: mentorExpect excellence Affirm, affirm, affirm, and then affirm some moreProvide sponsorshipBe a teacher and a coachEncourage and supportOffer counsel in difficult timesProtect when necessaryStimulate growth with challenging assignmentsGive mentee exposure and promote their visibilityNurture creativityProvide correction – even when painfulNarrate growth and developmentSelf-disclosure when appropriateTeach facetingBe an intentional modelDisplay dependability Johnson and Ridley, 2004

15. Own learning (often mentors report as much and more learning than mentees) Opportunity to practice good developmental behaviors outside of direct line responsibilities Development of own self-awareness Greater understanding of other areas of the business and/or of other culturesClutterbuck , 2003BENEFITS: mentor

16. EXPECTATIONS: menteeDrive your mentoring experienceManage how and what you learnBuild on your strengthsSurpass your comfort limitsMake your partnership the cornerstoneActively solicit feedback from your mentorWork to become as introspective as possible; ask your mentor about your impact on othersWork-up the courage to give your mentor feedback about how he/she can help you bestRevisit your growth goals periodically and set new directions as you achieve initial targetsLet your mentor know your aims and how you feel you are progressingPerrone and Ambrose, 2005

17. BENEFITS: menteeClarity Unthreatening environmentImproved networking Practical advice Opportunity to be challenged Transfer of knowledge Having a role modelClutterbuck, 2003

18. Provide an enriching and valuable opportunity for all partiesCommunicate regularly Offer solutions if duos are experiencing challengesEnsure and maintain confidentialitySolicit your opinions on mid-way and final surveysLLAMA MENTORING: we commit to

19. Complete LLAMA Mentoring Program Mentor/Mentee Agreement formContribute to the duo relationship and to the ProgramCommunicate regularly with your mentor Ensure and maintain confidentiality Communicate challenges to the CommitteeComplete mid-way and final surveys LLAMA MENTORING: you commit to

20. First Meeting Tool (mentor)First Meeting Tool (mentee)Meeting Tool Twelve Habits of the Toxic MentorTwelve Habits of the Toxic MenteeLLAMA MENTORING: toolkit

21. DISTANCE MENTORING: via emailBe compulsive about regularly scheduled contactsPay attention to confidentialityDiscuss response time expectations (immediate, within a day, etc.)Send short, newsy e-mailsInclude your contact information, alwaysDecide together if you want to enhance your e-mail Phillips-Jones, 2003

22. Set up regularly scheduled meetingsRemove all distractionsCall or be ready on timeHave agenda, talking-points, and questions in front of you when you begin the meetingTake notes or use the meeting formSend a summary of agreements (mentees take lead on this)Make/receive spontaneous calls (good news, compliments)Use voicemail for information, encouragement, and appreciation Phillips-Jones, 2003DISTANCE MENTORING: via telephone

23. SkypeGoogle DocsWiggioWebcamDISTANCE MENTORING:via online technologies

24. Career Leadership DevelopmentServing on committeesProfessional involvement activitiesRisk-takingProfessional philosophyObjectively review own philosophy for truth and coherenceGrab for the ring!Questioning certaintiesWorking through specific leadership challenges to become a better team player and team leaderNeed for expanding experience inside as well as outside of the professionPossible methods to effectively chair a committeePOSSIBLE DISCUSSION TOPICS

25. Career Leadership DevelopmentProfessional development Educational opportunitiesClarifying personal and professional goalsShadowing opportunitiesMentoring processProfessional skill-building opportunitiesTeam-building challenges and opportunitiesSkill level confidenceSense of worth as a leaderLibrary profession itself; what it means to be a librarianLeadership stylesPOSSIBLE DISCUSSION TOPICS

26. Personal Leadership DevelopmentBasic beliefs and feelingsSkills in balancing and maintaining an equilibriumBeing firm, yet fairEase in revealing own vulnerabilities; becoming more approachableBalance between job demands, personal time and interestsSmoothing out peaks and valleys of personal energySelf awareness; looking like a leaderOwn personality traitsGraciousness, assertiveness, self-confidenceAttitudeOptimism and opennessListening skillsPOSSIBLE DISCUSSION TOPICS

27. LLAMA Mentoring Program Wiki: http://www.lama.ala.org/lamawiki/index.php?title=LLAMA_Mentoring_CommitteeWeb Junction: http://www.webjunction.org/mentoring/-/resources/wjarticlesThe Mentoring WorkbookRESOURCES

28. Anderson, and Anne Lucasse Shannon, “Toward a Conceptualization of Mentoring.” Issues in Mentoring. Eds. Trevor Kerry and Anne Shelton Mayes. New York: Routledge, 1995:29.Clutterbuck, David. The Benefits of Mentoring. British Columbia: Clutterbuck Associates for Peer Resources Victoria, 2003.Golden, Janine. The role and contribution of strategies and factors in the career successes of public library directors. Diss. University of Pittsburgh, 2005. Johnson, and Charles R. Ridley. The Elements of Mentoring. New York: Palgrave Macmillan, 2004. Perrone, and Larry Ambrose. The Mentee’s Navigator: Making Mentoring Happen. Chicago: Perrone-Ambrose Associates, Inc., 2005.Peterson, Jennifer Lee. The Mentoring Workbook-draft. 2005 <http://www.webjunction.org/c/document_library/get_file?folderId=439508&name=DLFE-11578.pdf>.Phillips-Jones, Linda. The Mentee’s Guide: How to Have a Successful Relationship With a Mentor. Coalition of Counseling Centers, 2003.REFERENCES

29. QUESTIONS