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Mentoring Mentoring Jeanette

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					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 ―Those who are good
  early in one’s career  mentors get
  can mean the           incalculably more out of
  difference between     it than they put into it.‖
  success and failure in
  any career.‖
            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 (where are you
  between micromanagement and ―sink or
  swim‖?)
• Be respectful — of different goals, values,
  backgrounds, methods — 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/Protégé
          Relationship
     Get ready to be an effective
              Mentor                         Protégé
•   Think about your own         •   Think about questions
    strengths & weaknesses           you have about your new
•   Think about your best            job
    professional relationships   •   Be prepared to share
    and why they work                information openly about
•   Think about how you              yourself
    communicate                  •   Think about how you
•   Think about your                 communicate
    professional ethics          •   Think about your
•   Look for ways to start to        professional ethics
    build a comfortable and      •   Think about how this
    trustful relationship            relationship will help you
•   Be excited about the
    opportunity to mentor
Share your professional philosophy
          Mentor                          Protégé
• What is your professional     • Explore and cultivate your
  vision?                         professional expectations
   – What shaped your vision?      – Why did you become a
   – How has it changed over         librarian?
     the years (if it has)?        – Are your thoughts as a
• Encourage your protégé             student borne out at work?
  to develop a professional        – Are there disconnects
                                     between dreams and
  vision—suggest some                reality?
  resources to help
                                • Develop a vision of you
                                  as a librarian.
    Cultivate on-going communication
              Mentor                         Protégé
•   Choose your words--be       •   Be open and candid
     – *supportive              •   Describe concerns as
     – *engaged                     objectively as you can
     – *confident                   (but vent if you need to!)
     – *honest                  •   Don’t be afraid to
                                    disagree – your fresh
     – *credible                    perspectives are a gift to
•   Listen -- be empathetic         your mentor
    and focused                 •   Always ask questions
•   Be open to differences of   •   Take the time to resolve
    opinion                         conflicts
•   Take the time to resolve
    conflicts
     Develop a support network
           Mentor                       Protégé
• Make sure protégé is       • Freely ask for help
  aware of the nature and    • Get to know others in the
  sources of institutional     library and larger
  support, community           organization
  support if from out of     • Attend meetings and as
  town.                        many social functions as
• Introduce protégé to         possible
  established colleagues
  who might be helpful.
• Acquaint protégé with
  authority structure—
  who’s who in the
  organization
 Share professional knowledge
        Protégé                  Mentor
• Don’t underestimate   • Don’t underestimate
  what you know!          what you know!
              Plan together
         Mentor                    Protégé
• Ask about your          • Freely share your
  protégé’s work,           projects, ideas, and
  projects and              ambitions—and
  ambitions                 concerns
• Work out plans,         • Accept your mentor’s
  routes, and timelines     help in working out a
  together                  plan of attack
• Share tips and          • Share tips and
  strategies                strategies
         Solve problems together
             Mentor                            Protégé
•   Always be available for        •   Know that your mentor is
    emergencies                        always there for you
•   Remember (and remind           •   Honestly assess the
    your protégé) that your            problem and its causes
    relationship is confidential   •   Consider possible
    and that it is safe to share       solutions, their pros and
    concerns                           cons
•   Help the protégé focus on      •   Be open to other
    the roots of the problem           perspectives and be
    and on finding a practical         prepared to cooperate,
    solution                           collaborate, and
•   Help with efforts to               compromise.
    implement solutions >          •   Keep mentor apprised.
    monitor progress
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

				
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