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Mentoring @ UMD: Mentors

Manage their careers

ACRL: Mentor Role & Responsibilities

Psychosocial Roles

  • Role Modeling – provide an excellent professional example
  • Encouraging – provide emotional support and positive feedback
  • Counseling – provide a forum for discussion of career issues
  • Colleagueship – enable feeling of being a valued peer

Vocational Roles

  • Educating – teach; challenge; evaluate knowledge and skills
  • Consulting – clarify politics and power; coach for success
  • Sponsoring – provide visibility and exposure
  • Protecting – shield from damage by the system or others

Competencies

  • Leadership
  • Management
  • Organizational knowledge/know-how
  • Content knowledge / experience / expertise
  • Communication/Interpersonal skills
  • Availability

Expectations

  • Willing to commit to a 1-year program
  • Participate in mentor orientation / training
  • Help to establish goals and expectations of mentee
  • Establish relationship/build rapport with assigned mentee
  • Communicate with mentee on regular basis
  • Be available for questions/consultation, as needed by mentee
  • Provide general guidance and support
  • Help resolve problems/difficulties in accomplishing goals and expectations
  • Give professional career-related advice
  • Facilitate professional networking and contacts
  • Help acclimate mentee to IS / ACRL / ALA
  • Be open to modifications of mentor/fellow relationships if needed
  • Communicate with and provide feedback to IS Mentoring Committee at least two times per year
  • Recommended: Attend IS functions/events, when possible

ACRL IS Mentoring Program

ASAE: The Center for Association Leadership: Mentoring Relationships 101: How to be a Great Mentor

Mentoring can be a challenge that is well worth your time and effort. Use these 14 tips to get the most out of mentoring sessions, for both you and your mentee.

1. Be fully present. Mentoring requires excellent listening skills and your full attention. Set aside daily pressures during a mentoring session so that you can devote your full attention to your mentee.

2. Take time to make a personal connection at the start of the session. One of the pleasures of a mentoring relationship is the sense of connection between two people, so take time to make a personal connection.

3. Ask open-ended questions. To provide a relevant perspective, a mentor must understand the mentee's situation and concerns at a deep level. Ask questions that call for a reflective response.

4. Listen with curiosity, not judgment. Be conscious of your own listening and strive for deep listening that comes from your own curiosity rather than problem solving.

5. Try not to interrupt, unless there is a need to manage time or focus the dialogue. Do paraphrase or repeat what the mentee says to confirm that your understanding is accurate.

6. Ask direct questions to focus the session. Mentoring sessions often go by quickly, so focus at the beginning with top-of-mind questions.

7. Notice what has heart and meaning for the mentee. By paying attention to the emotion and energy of the mentee, you will be able to observe what matters most to her, as well as where she may feel discouraged or overwhelmed.

8. Tell your story. People often learn best through storytelling. If you have experiences related to the challenges faced by your mentee, check with him to see if he would like you to share your experience.

9. Share the conversation rather than doing all the talking. Sometimes, mentors mistakenly believe that their job is mainly to impart wisdom and expertise. Make sure you have a dialogue with your mentee and ask questions.

10. Set and honor boundaries. Mentoring relationships work best when each person knows what the expectations are. During the first session, establish how the mentoring relationship will be set up.

11. Follow through on your commitments. Inevitably, you will find yourself volunteering the title of a book, a referral to one of your contacts, to review or pass on a resume, or some other small service to your mentee. Make note of your promise and make it a priority to follow through.

12. Be encouraging and action oriented. Recognize that the problem isn't figuring out what to do, the problem is doing it!

13. Give helpful feedback. Provide constructive feedback that is specific, descriptive, and nonjudgmental.

14. Honor confidentiality. Conversations between mentor and mentee must be considered private.

http://www.asaecenter.org/Resources/ANowDetail.cfm?ItemNumber=49760

Contact the Faculty Mentoring Committee

Tim Hackman (chair)

Sharon Epps

Irene Münster

Reflector: lib-mentoring@umd.edu