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MAKING A MENTORSHIP MATCH: WHAT WORKS, WHAT DOESN'T, AND WHAT CAN ALA OFFER?

MAKING A MENTORSHIP MATCH: WHAT WORKS, WHAT DOESN'T, AND WHAT CAN ALA OFFER?. Christina Bailey Brian Leaf Alanna Aiko Moore Ashley Rayner. Definition: Mentoring. From Building Bridges

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MAKING A MENTORSHIP MATCH: WHAT WORKS, WHAT DOESN'T, AND WHAT CAN ALA OFFER?

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  1. MAKING A MENTORSHIP MATCH: WHAT WORKS, WHAT DOESN'T, AND WHAT CAN ALA OFFER? Christina Bailey Brian Leaf Alanna Aiko Moore Ashley Rayner

  2. Definition: Mentoring • From Building Bridges • a process in which a more skilled or more experienced person, serving as a role model, teaches, sponsors, encourages, counsels and befriends a less skilled or less experienced person for the purpose of promoting the latter’s professional and/or personal development. • WHAT MAKES IT DISTINCTIVE? https://www.flickr.com/photos/crabchick/6223723464/

  3. Definition: Formal Mentoring • From Building Bridges • a systematic approach taken by an organization to help senior and/or experienced employees develop learning partnerships with junior and/or inexperienced employees. Can be either randomly assigned or structured and can involve mentors from outside the organization. • EXAMPLE https://www.flickr.com/photos/dahlstroms/4140459965/

  4. Matching at a Large University • Mentoring coordinator • Exploration of interests & “closing” the deal • Monthly meetings • Has it been successful? https://www.flickr.com/photos/66963065@N05/6280507225/

  5. Definition: Informal Mentoring • From Building Bridges • an unstructured approach whereby potential experienced employees and/or junior employees interact and initially observe each other. Can involve mentors from outside of the organization. • EXAMPLE https://www.flickr.com/photos/86979666@N00/7829098984/

  6. ALA Mentoring Opportunities • Informal: ALA MentorConnect (free) • New librarians: New Members Round Table (free; <5 years) • Specific Purpose: ACRL “Your Research Coach” Program • Interested in leadership: LLAMA Mentoring Program (application) • Directors: ACRL College Library Directors Mentor Program (cost) • http://www.ala.org/transforminglibraries/mentoring-opportunities • http://www.ala.org/educationcareers/mentoring/mentoring_and_recruitment_efforts https://www.flickr.com/photos/hydropower/6234680296/in/set-72157627745688145

  7. FORMAL MENTORSHIP EXPERIENCES • ARL Career Enhancement Program • LIS Access Midwest Program • Masters Program

  8. INFORMAL MENTORSHIP EXPERIENCES • Lateral – Classmates • Bottom-Up – Colleagues • Group – Conferences • Everything Else!

  9. (DR. E. J.) JOSEY SPECTRUM SCHOLAR MENTOR COMMITTEE

  10. Best Practices for Mentors and Mentees Emerging Leader Team L Christina Bailey

  11. M.E.N.T.E.E. Manage your time Expectations Not to be confused with networking Tell and show Easy going or formal forming End-results

  12. MANAGE YOUR TIME • Discuss and map out a time schedule with your mentor. • Let your mentor know your time schedule before you enter into a mentoring partnership. • Make an agreement with your mentor that you will alert them of any meeting changes in advance.

  13. EXPECTATIONS • Let your mentor know the reason you are seeking a mentoring partnership (e.g. handling issues, exploring new opportunities or what skills are valuable to your career.) • Make sure the expectations you have in mind are similar to your mentors expectations • State your expectations before you start your mentoring partnership • Maintain Confidentially.

  14. NOT TO BE CONFUSED WITH NETWORKING Mentoring Networking • Mentor- An experienced, trustworthy person who willingly provides useful advice to a new member of a community, profession, or organization to assist the person in achieving success in his or her new position and environment. Mentoring relationships can either be established informally by the participants or under the formal sponsorship of an organization. -ODLIS (Online Dictionary for Library and Information Science) • Networking- The art of developing contacts within a profession and using them to advance one's work and career. Librarians do this by meeting colleagues at library conferences, participating in colloquia and round tables, volunteering to serve on committees, running for elective office, joining electronic discussion lists, etc. -ODLIS (Online Dictionary for Library and Information Science)

  15. TELL AND SHOW • Respectfully communicate with your mentor your thoughts, questions and concerns that you have • Show your mentor that you are respectful of their thoughts, questions and concerns

  16. EASY GOING OR FORMAL FORMING Informal Mentoring Formal Mentoring An informal mentorship is the antithesis of the formal mentorship in structure: there really is none. The relationship is usually created spontaneously out of an immediate need. It is rarely identified, and because of that fact it is seen as less effective and significant than a formal mentoring relationship. - – Burke, Kate and Lawrence, Belinda. “The accidental mentorship-Library managers’ roles in students employees’ academic professional lives, Feb 2011 from College and Research Libraries News A formal mentoring relationship is one in which the mentor and the protégé meet on a regular basis, they hold structured discussions, there is an expectation of a certain degree of commitment. The protégé does what the mentor says, they set goals, parameters of the relationship, and there is usually a time frame in which the relationship begins and ends. Burke, Kate and Lawrence, Belinda. “The accidental mentorship-Library managers’ roles in students employees’ academic professional lives, Feb 2011 from College and Research Libraries News.

  17. Try to create a long-term relationship with your mentor • Stay in touch with your mentor • Apply what you have learned • Consider becoming a mentor yourself “In learning you will teach, and in teaching you will learn.” – Phil Collins END- RESULTS

  18. M.E.N.T.O.R Manage your time Expectations Not your average librarian Teach Open-minded Results

  19. MANAGE YOUR TIME • Discuss and map out a time schedule with your mentee. • Let your mentee know your time schedule before you enter into a mentoring partnership. • Make an agreement with your mentee that you will alert them of any meeting changes in advance.

  20. EXPECTATIONS • Communicate with your mentee why you have chosen to become a mentor and what you are seeking in a mentoring partnership • Make sure that the expectations you have in mind are similar to your mentees expectations • State your expectations before you start your mentoring partnership • Maintain Confidentially.

  21. NOT YOUR AVERAGE LIBRARIAN • Take pride and integrity in being a mentor (after all you were one of the chosen) • Mentors are role models. A role model is a person whose behavior, example, or success is or can be emulated by others • Mentors are not perfect but are a perfect fit for the job.

  22. TEACH • Teaching can be provided in many forms. It can come from past experiences or current discussions. • Teaching does not mean judging. • Allow mentees the opportunity to come to their own conclusions about personal situations. • A mentee can teach a mentor.

  23. OPEN-MINDED • Be a active listener. Listen to what your mentee has to say. • Give your mentee positive feedback to let them you know you are listening • Ask your mentee questions. Type of questions include: open, closed, leading, hypothetical, and analytical. • Example(s): How do you feel about what happen? What do you think will happen if you do x,y,z?

  24. Results may vary. Some mentees may continue to say in touch and others may not. And that’s ok! • Learning is a two-way street. Did you learn something through your mentoring relationship? “No one learns as much about a subject as one who is forced to teach it”- Peter F. Drucker RESULTS

  25. CROSS CULTURAL MENTORING: BEST PRACTICES

  26. MENTORING BENEFITS: A RE-CAP • Sharing of knowledge, skills, and expertise • Setting up others for success • An empowering, learner-centered relationship built on a foundation of mutual trust and respect • Assistance with professional development • Increases retention of librarians

  27. Cross cultural or cross-racial mentoring: When a mentoring relationship develops across racial and ethnic lines.

  28. TOP TRAITS OF SUCCESSFULCROSS-CULTURAL MENTORS • Sensitive to issues related to librarians of color • Respect diverse styles of leadership and communication • Willing to engage in dialogue related to race and ethnicity

  29. CROSS CULTURAL MENTORING: BEST PRACTICES FOR MENTORS • Develop self awareness and acknowledge institutional privilege. • Learn about diverse cultures.

  30. CROSS CULTURAL MENTORING: BEST PRACTICES FOR MENTORS • Recognize that racism exists. • Prioritize open communication and dialogue.

  31. CROSS CULTURAL MENTORING: BEST PRACTICES FOR MENTORS • Practice cultural competence. • Demystify organizations.

  32. CROSS CULTURAL MENTORING: BEST PRACTICES FOR MENTORS • Get involved!

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