Mentoring

Jeanette Buckingham

•

Jeanette Buckingham

, John W. Scott Health Sciences Library, University of Alberta •

Dagmara Chojecki

, Knowledge Utilization Studies Program, Faculty of Nursing, University of Alberta •

Deborah Hicks

, Humanities and Social Sciences Library, University of Alberta

What is a mentor?

Ithacan noble whose disguise the goddess Athena assumed in order to act as the guide and adviser of the young Telemachus…an experienced and trusted counselor (OED)

My Mentor

From

Nature

’s Guide for Mentors

Nature

2007, 447: 791-797 “Having a good mentor early in one’s career can mean the difference between success and failure in any career.” “Those who are good mentors get incalculably more out of it than they put into it.”

Mentor Roles

• Teacher/coach • Interpreter/adviser • Guide to a new culture • Mentor for professional development— research, service —open new doors • Role model • Advocate • Supporter/cheerleader

How do I get one?

• Intentional mentoring vs informal mentoring • Ideally, you find your own mentor — you’re not assigned one

Main categories of mentoring:

• Youth -> personal, emotional, cognitive, personal growth • Academic -> support & guidance on academic & other issues: fosters psychological adjustment & professional identity • Workplace -> personal & professional growth —occurs in the workplace

First days at work after graduation

Work vs school

• Theory > practice • Personal vs. organizational goals • 360°appraisal—not just grades • Multiple roles • Contract—union or prof. assoc, contract • Org chart—hierarchy • Relation to supervisor—delegation • Interpersonal skills matter • New social cohort • Oral communication is the norm • Tacit knowledge—org culture • Collaboration, cllegiality, teamwork • Workflow & cycle • Keeping up—life-long learning

Mentoring program for interns at the University of Alberta Libraries

• Institutional —Kathleen Delong- Associate Director for Human Resources: orientation program, continuous supportive resource • Supervisory —Direct supervisor (head of unit library, etc.) • Informal mentor (senior librarian, outside intern’s unit library) —assigned at the beginning of internship and continuing throughout —and often beyond.

What I do as Mentor Mom

• Meet the interns—find out what their interests are, what kind of people they are • Think about appropriate mentors for them— matchmaking!

• Have Associate Director-HR vet my prospective list • Contact mentors’ supervisors for permission • Contact prospective mentors and twist arms, cajole, etc.

• Send a note to both the mentor and intern, with a small amount of literature on what a mentor is and does and how to make the relationship work.

• Sit back and trouble shoot—advise both mentors and interns; check in periodically to see how they are doing; check at the end of the year to see you things worked.

Tips for mentors

• Be available – Regular meetings – On call – drop what you need to drop—always be available – Emotionally/intellectually available as well as physically available • Be confidential – be trustworthy • Be positive, optimistic, encouraging • Balance direction/self-direction swim”?) • Be respectful backgrounds, methods — (where are you between micromanagement and “sink or — of different goals, values, of everyone • Be nurturing

Tips for mentors continued…

• Be questioning — ask questions and more questions and more questions… • Listen • Foster skills • Read widely — share what you find • Encourage research and publication – encourage “evidence-based librarianship” • Celebrate • Build community – help build a network

And still more tips for mentors…

• Know your way around the organization – Know the contract – Know the power structure – Know benefits – Know services – Know who knows • Understand that the culture of librarianship and work is different from student culture — be a guide to the new culture

Should we train mentors?

• ARL SPEC Kit, Mentoring workshops • ALA Workshops • Bibliography

Preparing for the Mentor/Prot égé Relationship

Get ready to be an effective

Mentor • Think about your own strengths & weaknesses • Think about your best professional relationships and why they work • Think about how you communicate • Think about your professional ethics • Look for ways to start to build a comfortable and trustful relationship • Be excited about the opportunity to mentor job yourself Prot égé • Think about questions you have about your new • Be prepared to share information openly about • Think about how you communicate • Think about your professional ethics • Think about how this relationship will help you

Share your professional philosophy

Mentor • What is your professional vision?

– What shaped your vision? – How has it changed over the years (if it has)?

• Encourage your protégé to develop a professional vision —suggest some resources to help Prot égé • Explore and cultivate your professional expectations – Why did you become a librarian?

– Are your thoughts as a student borne out at work?

– Are there disconnects between dreams and reality?

• Develop a vision of you as a librarian.

Cultivate on-going communication

Mentor • Choose your words--be – *supportive – *engaged – *confident – *honest – *credible • Listen -- be empathetic and focused • Be open to differences of opinion • Take the time to resolve conflicts Prot disagree égé • Be open and candid • Describe concerns as objectively as you can (but vent if you need to!) • Don’t be afraid to conflicts – your fresh perspectives are a gift to your mentor • Always ask questions • Take the time to resolve

Develop a support network

Mentor • Make sure protégé is aware of the nature and sources of institutional support, community support if from out of town.

• Introduce protégé to established colleagues who might be helpful.

• Acquaint protégé with authority structure — who’s who in the organization possible Prot organization égé • Freely ask for help • Get to know others in the library and larger • Attend meetings and as many social functions as

Share professional knowledge

Prot égé • Don’t underestimate what you know!

Mentor • Don’t underestimate what you know!

Plan together

Mentor • Ask about your prot égé’s work, projects and ambitions • Work out plans, routes, and timelines together • Share tips and strategies Prot égé • Freely share your projects, ideas, and ambitions —and concerns • Accept your mentor’s help in working out a plan of attack • Share tips and strategies

Solve problems together

Mentor • Always be available for emergencies • Remember (and remind your prot concerns solution égé) that your relationship is confidential and that it is safe to share • Help the protégé focus on the roots of the problem and on finding a practical • Help with efforts to implement solutions > monitor progress Prot égé • Know that your mentor is always there for you • Honestly assess the problem and its causes • Consider possible solutions, their pros and cons • Be open to other perspectives and be prepared to cooperate, collaborate, and compromise.

• Keep mentor apprised.

Self-evaluation:

how do you know if you are/have been a good mentor?

Do mentorship programs work?

• Evaluation studies – outcome measures (behavior, attitude, health, career progression) – personal opinion surveys • Meta-analyses/systematic reviews – Small (but statistically significant) improvements (performance, helping, satisfaction, psychological stress, interpersonal relations, motivation) or positive opinions • Qualitative studies – sharing control and fairness major elements in establishing trust, plus the personal efforts of mentors

Do you need a mentorship program?

• For interns • For new Staff • For the institution