NASP Mentor Training Webinar Celeste Malone CoChair Chase

NASP Mentor Training Webinar Celeste Malone, Co-Chair Chase Mc. Cullum, Member Leadership Development Committee

What Does Mentoring Mean? Mentoring can be defined as… “A professional relationship in which an experienced person (the mentor) assists another (the mentee) in developing specific skills and knowledge that will enhance the lessexperienced person’s professional and personal growth. ” Taken from: http: //www. management-mentors. com/resources/corporate-mentoring-programs-faqs/

Mentoring Functions • Career Functions – help the mentee learn the ropes and prepare for career advancement – Coaching, Challenging assignments, Exposure and visibility, Protection • Psychosocial Functions – help the mentee develop a sense of competence and clarity of identity – Role-modeling, Acceptance and confirmation, Counseling, Friendship

“Mentoring is designed to support and encourage people to manage their own learning in order that they maximize their potential, develop their skills, improve their performance and become the person they want to be. ” – Eric Parsloe, The Oxford School of Teaching and Mentoring • New delegates have been matched with selected experienced leaders for… – A “go-to” person to answer questions about leader responsibilities and activities – Continuity of support • LDC Mentoring Support – Celeste Malone: celeste. m. malone@gmail. com

Mentoring Expectations • Minimum of quarterly check ups through phone, email, or video chat (e. g. , Skype, Zoom) • Mentors will be available to respond to e-mails from their mentees in a timely manner • Mentees participate in mid-year and end-of-year progress checks • Leadership Development Co-Chair will provide structured support and follow-up initially

Let’s Talk About Mentoring… • Why did you agree to serve as a mentor? • What does it mean for you to be a mentor? • What qualities, characteristics, or areas of knowledge do you feel you bring to the table that could make you an effective mentor?

Stages of Mentoring • Initiation Stage • Cultivation Stage – Primary stage of learning and development – Emphasis on mentoring functions: career development and psychosocial • Separation Stage • Redefinition Stage

Mentee Needs • Guidance in a general or specific professional area • Opportunity to dialogue about questions or issues that arise • Broad guidance for leadership development • Ethical and professional conduct guidance • Assistance in navigating professional settings, institutions, structures, and politics • Professional identity guidance development

Leadership Mentoring • Helps mentees become more comfortable in their roles as leaders • Fosters teamwork and motivation and helps to increase the competence levels of the mentee • Benefits to mentors – Extrinsic networking, enhanced professional recognition when their mentees perform well – Intrinsic career satisfaction, rejuvenation of creativity from collaboration with mentees

Roles and Characteristics of Mentors • Acts as an experienced role model • Provides acceptance, encouragement, and moral support • Provides wisdom, advice, counsel, and coaching • Acts as a sponsor in professional organization and supports networking efforts • Assists with the navigation of professional settings, institutions, structures, and politics

Roles and Characteristics of Mentors • Facilitates professional development • Challenges and encourages appropriately to facilitate growth • Enjoys the opportunity to pass on wisdom and knowledge and to collaborate with early career professionals • Assists in connecting mentees to association resources

Clarifying Mentor/Mentee Expectations • What do you both hope to gain from this relationship? • Communication norms and styles – Use of multiple communication platforms – Frequency of communication • Setting mentoring goals – SMART goals

Suggested Mentoring Activities • No expectation of “formal” mentor activities, but, instead, focus on relationship building – New leader mentor interview – NASP leader self-check – Regular, ongoing communication

Advice to Mentors • Recognize that your mentee may not be comfortable asking for help – Break the ice by sharing some of your own experiences and mis-steps • Stay in your zone of expertise/experience • Extend your mentee’s developmental network by suggesting additional mentors to address unique needs

Questions, Comments, Concerns?