Paper Presentation National Conference on Recent Trends in Management at KSEEM, Bangalore

1. Shaping the Future: New Age
Faculty can Benefit from Best-
in-Class Mentoring Program
SHIVANANDA R KOTESHWAR (BU PHD RESEARCH SCHOLAR, 2013)
DR. TV. RAJU (DIRECTOR, RV INSTITUTE OF MANAGEMENT)
SMITHA HEMMIGAE (DIRECTOR MARKETING, CSS CORP)
NATIONAL CONFERENCE ON RECENT TRENDS IN MANAGEMENT AT KSSEM,
BANGALORE ON 29TH MAY 2014

2. Counsellor - solve problems or make decisions, often in the
areas of personal and business challenges
Coach - help get better results and growth by setting goals,
encouraging, re-directing, and modeling to get better results
Mentor - sharing knowledge or experience; usually has no
direct supervisory role; Mentor becomes confidant, teacher
and advisor
Mentoring is important for the recruitment and
retention of competent faculty, their ongoing career
development, and leadership development
Introduction

3. • Checking in with colleagues, reviewing papers and
proposals, and providing introductions to key people
in the field
• Faculty mentoring may include department social
events, invitations to professional conferences,
teaching and research collaborations, and
developing individual career plans, in addition to
one-to-one pairing of pre-tenure faculty with more
senior faculty
Mentoring can be done naturally and informally

4. Literature Review
• Looking at multiple mentorship models at ivy-
league colleges like Harvard, Yale, and several of
its peer institutions
• Findings to that of successful large corporations
like GE, Shell, Microsoft, among others
• Reading articles/research on the mentoring
model
• Best practices in academic mentoring: A
model for excellence
• The importance of mentors
• Faculty mentoring handbook (University of
Rhode island)
• How the world’s best-performing schools
come out on top (McKinsey report)

5. Objectives of the research
• Establish a successful mentor
program for MBA colleague
faculty by adopting best
practices from large
corporations from their
learning and development
methodologies
• The strong mentor program
will help enhance teacher
caliber and create life-long
learners

6. Essential 1: Make the right match in mentor and mentee
• 5 ways of creating a mentor
mentee pair - arbitrary (lottery
method), administrative criteria,
mentees selection of mentor,
mentor selection of a mentee and
both mentor and mentee finding
each other
• Mentor-mentee mismatch – for first
3 options
• Bozeman and Feeney approach -
“goodness of fit”
• Endowments
• Mentoring content
• Preferences
Best Practice: Campus 2 Careers (C2C) model – bridging the gap between academia and industry

7. Essential 2: Establish clear mentorship purpose and goals
• Clearly articulate the purpose of
the mentorship relationship and set
initial goals
• Metrics to measure - reciprocity,
commitment across duration of
the program and design programs
across the program timeline
Best Practice: Year-long C2C mentor program with MBA and BBA faculty (audit to understand
effectiveness)

8. Essential 3: Solidify mentor-mentee relationship
4 strategies:
• Collaborative
relationship
• Establishing regular
communication
channels
• Creating an open
environment
• Building a supportive
environment
Best Practice: Work with the executive days at Synopsys (fast track manager program)

9. Essential 4: Be the right guide for the mentee
• Be an advocate
• Right guide to his mentee by
providing
• Psychosocial support
• Achieve work-life balance
• Advising career progression
• Set professional goals, create a
career plan and milestones
Best Practice: Case Studies are a great way of explaining concepts to students

10. Essential 5: Mixing corporate and academic culture
Blend into a hybrid
culture (corporate
and academic)
Best Practice: Mentee on board studies and corporate campus visit

11. Essential 5: Allocate and mobilize school’s resources
Complete support from
departmental administration
Funds and time allocated
Best Practice: faculty having access to HBR case studies, knowledge management systems, access to
senior industry leadership and rewards and recognition program

12. Conclusion
• Professional development through mentorship can be highly beneficial to both mentor and
mentee
• Mentoring is a critical element in preparing higher education leaders of the future
• Mentoring programs are especially important at a time when academia is experiencing a
shortage of good caliber management faculty members
• Colleges who have adopted mentoring programs (where best practices have been adopted from
corporates) have
• More than 90% of their classrooms better engaged,
• Create life-long learners both faculty and students
• Increase teacher effectiveness by at least 50%