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1. Mentoring for
Success
Explore - Learn - Grow
Part 1- What you need to know
about mentoring?
Part 3- How to recognize the
right mentor?
Part 2- The mentoring
process
Part 4- Practical
mentoring tips
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2. Part 1- What you need to know about
mentoring?
2
Various types of mentoring
1. Peer mentoring
mentor a peer, same level or close,
from a different function or department
2. Dual mentoring
mentor for content, mentor for
methods
3. Self mentoring

3. Part 1- What you need to know about
mentoring?
3
Activities mentors/novices engage in most often...
Get moral support 53
Help with instructional strategies 42
Help locate resources 39
Classroom observation 38
Classroom management 38
Debrief observation 37
Consultation 37
Get advice on rules/policies 34
Subject matter issues 34
Source : Lynn Paine, Lisa Jilk, and Robert Hurd
AERA Mentoring, “Considering the subject in mentoring: The value that subject
matching adds to mentoring”

4. Part 1- What you need to know about
mentoring?
4
Why is mentoring critical? Benefits of mentoring?
* To attract, retain and engage high performers
* To maximize “return on investment”
* To nurture the academic aspirations of experienced versus more junior
employees
* To swiftly acculturate new employees
* To foster a collaborative environment
* To increase stability and productivity
* To promote diversity and cross-departmental
collaboration
* To develop leadership talent
* Being a mentor is the most effective way of
extending one’s professional contributions

5. Click on the screen

6. Part 2- The mentoring process
5
The first meeting: questions
to ask as a mentor 1. Why did you come to see me?
2. Do you have experience?
3. Where do you see yourself in five, 10
years?
4. Things not to ask about: religion,
illness/disability, race/ethnicity,
sexual orientation, childbearing
plans

7. Phase 1 - Establish Goals
Phase 2 - Collect Performance Data
Phase 3 - Analyze Performance
Phase 4 - Review and Modify Performance Goals
Phase 5 - Identify Developmental Resources
Phase 6 - Develop an Action Plan
Phase 7 - Implement Strategies
Phase 8 - Evaluate Performance
Part 2- The mentoring process
6
Successful
mentoring
in 8 steps

8. Part 2- The mentoring process
7
After the first meeting with
your mentee...
1. Send thank-you note/email
2. Do what was discussed during the
interview
3. If you received documents, read
them
4. If you agreed to see others in
organization, go and see the

9. Part 3- How to recognize the right mentor?
8
Quality measures of strong mentors
1. Professorial rank, adjusted for age and field
2. Track record with trainees
3. Academic appointments and professorial
rank of former trainees
4. Publication record of former trainees
5. # of current trainees
6. Word of mouth reputation as a mentor

10. Part 3- How to recognize the right mentor?
9
The first contact with your mentor...
1. Introduce yourself
2. Do not presume they know you,
your background or your previous work, your
previous mentors (even if “famous”!)
3. Be positive about your qualifications
THIS IS NOT THE TIME TO DISCUSS YOUR
INSECURITIES

11. Part 3- How to recognize the right mentor?
10
The first interview of the
your mentor...
Does he/she:
1. Treat the interview seriously?
Promptness Attention
2. Avoid Interruptions
3. Give you Adequate Time
4. What do they talk about in the interview?
Their work? Themselves? You? Your
future?
5. Their expectations of you, of themselves
as mentors?
6. Actively listen to your responses?

12. Part 3- How to recognize the right mentor?
11
How do you feel after the first meeting? What did you observe?
Negative
* “Not there”- physically, mentally, or
emotionally
* Disorganized
* Unreliable
* Insecure
* Inappropriate in word or action- have
zero tolerance
* Questionable research integrity
Positive
* Excited about his/her work
* Respected
* Knowledgeable about field
Known in field
* Does not hold excessive grudges,
or have lots of enemies
* Does not blame research failures
on others
* Organized, fair

13. Part 4- Practical mentoring tips
12

14. Part 4- Practical mentoring tips
13
Listen, listen,
listen!
* Bring a genuine wish to understand someone else’s
thinking.
* Invite elaboration and clarification, asking non-
leading questions that invite the other person to reflect
and piece together the elements of their own thinking
* Use open questions like “Tell me more about that,”
“How did you come to hold this value?”
* Put aside your own ideas, letting the other person
talk without interruption
* Silence your inner voice in us that is formulating a
response

15. Part 4- Practical mentoring tips
14
1. Playing Games.
2. Playing Favorites.
3. Getting Involved with Individuals Personal Problems.
4. Becoming Personally Involved with Team Members.
5. Ignoring Performance Gaps.
6. Treating Team Members Unfairly.
7. Failing to build a Sound Foundation.
8. Displaying a Lackadaisical Attitude.
The 9 mistakes to avoid

16. Part 4- Practical mentoring tips
15
Skillful Inquiry involves…..
* Bring yourselves fully into the moment.
* Give full attention to other person
* Let the other know that he or she is heard and
respected
* Actively listen with curiosity

17. Part 4- Practical mentoring tips
16
9 Habits of Highly Effective Mentors
* Identify “Coachable Moments” and select best coaching method
* Create enough safety for learning
* Together set goals for the relationship
* Listen actively, avoiding assumptions
* Ask reflective Questions, eg “how do you think you did?”
* Give specific, constructive, timely feedback
* Support transition to independence
* Respect confidentiality
* Continuously develop mentoring skills

18. Part 4- Practical mentoring tips
17
Activities To Support Mentoring
* Offer resources and tools, eg programs, guides
* Create Peer and Group mentoring opportunities
* Establish Mentoring Awards, recognize both the mentee and mentor
* Add mentoring to promotion or performance evaluation criteria
* Evaluate and train mentoring skills

19. Part 4- Practical mentoring tips
18
Mentoring the Next Generation, Michael Benko

20. Click on the screen

21. * www.wikipedia.com
* www.mentoring.org
* www.grad.washington.edu/mentoring
* www.forbes.com/sites/.../debunking-common-mentoring-myths
* Gold, Mentoring as support, 1996
* Feiman- Nemser, Mentoring as educative practice, 2001
* Parsloe, E.; Wray, M. J. (2000). Coaching and mentoring: practical methods to improve
learning. Kogan Page. ISBN 978-0-7494-3118-1.
* Odiorne, G. S. (1985). "Mentoring - An American Management Innovation". Personnel
Administrator
* Daloz, L. A. (1990). Effective Teaching and Mentoring. San Francisco: Jossey Bass
* Bullis, C.; Bach, W. B. (1989). "Are mentor relationships helping organizations? An
exploration of developing mentee-mentor-organizational identification using turning point
analysis". Communication Quarterly 37
* Matchmaker Make Me a Mentor Match, Workforce Magazine, 16 May 2012
* Allen, TD.; Eby, LT.; Lentz, E (2006). "Mentorship behaviors and mentorship quality
associated with formal mentoring programs: closing the gap between research and
practice". Journal of Applied Psychology.
Sources and References 19

22. In the note section of this slide
Participant Notes 20
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located at the bottom-left of this screen:
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