This document outlines an orientation and training session on mentoring. It discusses expectations and benefits of mentoring for both mentors and mentees. It also provides guidelines for distance mentoring via email or phone, possible discussion topics between mentors and mentees, and resources on mentoring.

1. Orientation and Training July 11, 2009 1:30 p.m. – 3:00 p.m. American Library Association Annual Conference Chicago, IL Adriana Gonzalez Texas A&M University

2. OUTLINE About Mentoring Expectations and Benefits About LLAMA Mentoring Program Distance Mentoring Best Practices Possible Discussion Topics Resources References

3. MENTORING: piece of puzzle Golden, 2005

4. MENTORING: building blocks

5. “A nurturing process in which a more skilled or more experienced person, serving as a role model.... teaches sponsors encourages counsels befriends within the context of an ongoing, caring relationship between the mentor and protégé for the purpose of promoting the mentee’s professional and/or personal development.” Anderson and Shannon, 1995 “Mentoring is a relationship which gives people the opportunity to share their skills and experiences, and to grow and develop in the process.” Peterson, 2005: Northern Territory Office, 1998 MENTORING: definitions

6. Formal mentoring Informal mentoring E-mentoring Group mentoring Co-mentoring Peterson, 2005 MENTORING: different ways

8. partners should mutually respect each other

9. partners should be committed to the relationship

10. partners should develop and agree upon a structure and include: length, frequency, place of meetings, and regular review of progress and development

11. partners’ motives and objectives should be understood by the other

12. partners should give each other permission to try things

14. EXPECTATIONS: mentor Expect excellence Affirm, affirm, affirm, and then affirm some more Provide sponsorship Be a teacher and a coach Encourage and support Offer counsel in difficult times Protect when necessary Stimulate growth with challenging assignments Give mentee exposure and promote their visibility Nurture creativity Provide correction – even when painful Narrate growth and development Self-disclosure when appropriate Teach faceting Be an intentional model Display dependability Johnson and Ridley, 2004

15. Own learning (often mentors report as much and more learning than mentees) Opportunity to practice good developmental behaviors outside of direct line responsibilities Development of own self-awareness Greater understanding of other areas of the business and/or of other cultures Clutterbuck , 2003 BENEFITS: mentor

16. EXPECTATIONS: mentee Drive your mentoring experience Manage how and what you learn Build on your strengths Surpass your comfort limits Make your partnership the cornerstone Actively solicit feedback from your mentor Work to become as introspective as possible; ask your mentor about your impact on others Work-up the courage to give your mentor feedback about how he/she can help you best Revisit your growth goals periodically and set new directions as you achieve initial targets Let your mentor know your aims and how you feel you are progressing Perrone and Ambrose, 2005

17. BENEFITS: mentee Clarity Unthreatening environment Improved networking Practical advice Opportunity to be challenged Transfer of knowledge Having a role model Clutterbuck, 2003

18. Provide an enriching and valuable opportunity for all parties Communicate regularly Offer solutions if duos are experiencing challenges Ensure and maintain confidentiality Solicit your opinions on mid-way and final surveys LLAMA MENTORING: we commit to

19. Complete LLAMA Mentoring Program Mentor/Mentee Agreement form Contribute to the duo relationship and to the Program Communicate regularly with your mentor Ensure and maintain confidentiality Communicate challenges to the Committee Complete mid-way and final surveys LLAMA MENTORING: you commit to

20. First Meeting Tool (mentor) First Meeting Tool (mentee) Meeting Tool Twelve Habits of the Toxic Mentor Twelve Habits of the Toxic Mentee LLAMA MENTORING: toolkit

21. DISTANCE MENTORING: via email Be compulsive about regularly scheduled contacts Pay attention to confidentiality Discuss response time expectations (immediate, within a day, etc.) Send short, newsy e-mails Include your contact information, always Decide together if you want to enhance your e-mail Phillips-Jones, 2003

22. Set up regularly scheduled meetings Remove all distractions Call or be ready on time Have agenda, talking-points, and questions in front of you when you begin the meeting Take notes or use the meeting form Send a summary of agreements (mentees take lead on this) Make/receive spontaneous calls (good news, compliments) Use voicemail for information, encouragement, and appreciation Phillips-Jones, 2003 DISTANCE MENTORING: via telephone

23. Skype Google Docs Wiggio Webcam DISTANCE MENTORING:via online technologies

24. Career Leadership Development Serving on committees Professional involvement activities Risk-taking Professional philosophy Objectively review own philosophy for truth and coherence Grab for the ring! Questioning certainties Working through specific leadership challenges to become a better team player and team leader Need for expanding experience inside as well as outside of the profession Possible methods to effectively chair a committee POSSIBLE DISCUSSION TOPICS

25. Career Leadership Development Professional development Educational opportunities Clarifying personal and professional goals Shadowing opportunities Mentoring process Professional skill-building opportunities Team-building challenges and opportunities Skill level confidence Sense of worth as a leader Library profession itself; what it means to be a librarian Leadership styles POSSIBLE DISCUSSION TOPICS

26. Personal Leadership Development Basic beliefs and feelings Skills in balancing and maintaining an equilibrium Being firm, yet fair Ease in revealing own vulnerabilities; becoming more approachable Balance between job demands, personal time and interests Smoothing out peaks and valleys of personal energy Self awareness; looking like a leader Own personality traits Graciousness, assertiveness, self-confidence Attitude Optimism and openness Listening skills POSSIBLE DISCUSSION TOPICS

27. LLAMA Mentoring Program Wiki: http://www.lama.ala.org/lamawiki/index.php?title=LLAMA_Mentoring_Committee Web Junction: http://www.webjunction.org/mentoring/-/resources/wjarticles The Mentoring Workbook RESOURCES

28. Anderson, and Anne Lucasse Shannon, “Toward a Conceptualization of Mentoring.” Issues in Mentoring. Eds. Trevor Kerry and Anne Shelton Mayes. New York: Routledge, 1995:29. Clutterbuck, David. The Benefits of Mentoring. British Columbia: Clutterbuck Associates for Peer Resources Victoria, 2003. Golden, Janine. The role and contribution of strategies and factors in the career successes of public library directors. Diss. University of Pittsburgh, 2005. Johnson, and Charles R. Ridley. The Elements of Mentoring. New York: Palgrave Macmillan, 2004. Perrone, and Larry Ambrose. The Mentee’s Navigator: Making Mentoring Happen. Chicago: Perrone-Ambrose Associates, Inc., 2005. Peterson, Jennifer Lee. The Mentoring Workbook-draft. 2005 <http://www.webjunction.org/c/document_library/get_file?folderId=439508&name=DLFE-11578.pdf>. Phillips-Jones, Linda. The Mentee’s Guide: How to Have a Successful Relationship With a Mentor. Coalition of Counseling Centers, 2003. REFERENCES

29. QUESTIONS