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Mentoring & Career Development

This guide explores the essential functions of mentoring in career development, emphasizing the importance of understanding your own mentoring needs and the dynamics of your developmental network. It outlines key mentoring dimensions, functions, and the responsibilities of both mentors and mentees. Participants will learn how to assess their networks, identify areas for growth, and develop actionable plans for nurturing professional relationships. Through reflections from past program participants, we highlight the mutual commitment required for effective mentoring.

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Mentoring & Career Development

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  1. Mentoring & Career Development 10/15/12 Victoria A. Parker, Ed.M., D.B.A. Associate Professor, Health Policy & Management

  2. Learning Objectives • Understand the different functions that mentoring relationships play in career development • Assess your mentoring needs and the adequacy of your developmental network • Develop a plan for managing your developmental network

  3. What is mentoring? • Sharing knowledge, skills, information and perspective • Fostering personal and/or professional growth of someone else

  4. What is mentoring NOT? • One-way only • One-at-a-time only • The only thing needed for career success

  5. Mentoring dimensions • Formal . . . . . . . .Informal • Episodic . . . . . . .Relational • Hierarchical . . . Peer • Functional . . . . Broad-based • Career . . . . . . . .Psychosocial • Dyadic . . . . . . . .Network

  6. Mentoring functions • Career • Sponsorship • Exposure & visibility • Coaching • Protection • Challenging assignments • Psychosocial • Role modeling • Acceptance & confirmation • Counseling • Friendship

  7. Mentor roles & responsibilities • Clarity on time/effort boundaries • Role model career and relational skills • Empathic listening • Maintain awareness of mutual benefits & risks • Maintain self-awareness about attitudes towards this relationship

  8. Mentee roles & responsibilities • Actively manage the connection(s) • Don’t expect it all from one person/mentor • Ask clearly for what you need and consider if you are asking for the right thing from the right person • Strive for mutuality when feasible • Pay it forward…

  9. Reflections from past program participants • “I did not put enough thinking into how to work with my mentor… and didn’t set up regular meetings…it would have helped … scoping the project… then with setting deadlines” • “there were different kinds of mentoring.. Peers one-on-one, small group meetings… amongst the other faculty in the small groups” • “..it is a two way relationship wherein both the mentor and mentee need to be interested and committed” • “worked for a number of reasons… mentor extremely organized… clear outline and deadlines, common interests, engagement…”

  10. Building on your network map • Identify an opportunity or challenge that you would like to pursue going forward. • Given what you are trying to accomplish, how will your current network help you achieve your goal? • What type of help is missing in your current network? • How can your leverage your current network to enhance existing relationships and/or initiate new ones?

  11. Sources • K.E. Kram, Mentoring at work, University Press of America, 1988 • B.R.Ragins & K.E.Kram, The Handbook of Mentoring at Work, Sage Publications, 2007

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