The Mentoring Program facilitates a supportive and developmental partnership between two individuals, typically one more experienced (mentor) and one less experienced (mentee). connecting a less-experienced person, the mentee, with a more experienced or knowledgeable person, the mentor. The Shared Leadership Mentoring Program empowers employees to reach their full potential, enhance job satisfaction and retention, and contribute to a culture of learning and professional development within the university community.
Mentors are guides who help mentees develop goals toward their career path or work on solutions to stumbling blocks. Mentors’ past experiences help them empathize with the mentee and understand the issues they face.
Mentoring empowers mentees to plan out their career direction and set achievable goals. It is an effective way to help a mentee progress in his or her career.
Key Features of the Shared Leadership First Year Mentoring Program:
- Tailored Matching: Mentors and mentees are matched based on shared interests, career goals, and areas of expertise to ensure meaningful and productive partnerships.
- Structured Program Framework: The program provides a structured framework with clear goals, expectations, and guidelines for both mentors and mentees, facilitating a structured approach to mentoring relationships.
- Ongoing Support and Resources: Participants receive ongoing support, resources, and training to enhance their mentoring skills, communication abilities, and professional development.
- Flexibility and Accessibility: The program offers flexibility to accommodate the busy schedules of both mentors and mentees, with options for in-person meetings, virtual interactions, and asynchronous communication.
- Community and Networking Opportunities: Mentoring participants have access to a supportive community of peers and networking opportunities, fostering connections and collaboration across different departments and areas of expertise.
How does it Work?
- Each mentee will identify their strengths, opportunities, skill development needs, and career expectations and objectives.
- Each mentee will think about what they want to achieve. Some people want to see how an executive conducts a staff meeting; others want to understand what the day in the life of a supervisor entails.
- A Mentee Survey form helps facilitate this process and is sent to first-year participants.
- Once a list of active mentors is finalized, the Mentoring Program second-year committee will pair mentors and mentees based on need, availability, and preferences.
- By late September, mentees will be notified of their selected mentor. An email will be sent to mentors and mentees.
Your commitment to the Shared Leadership journey fuels your success. While the program provides monthly sessions, mentorship fosters deeper learning and an added time commitment. The time participants invest in mentoring sessions is flexible and tailored to individual goals. To maximize your experience, consider monthly meetings between October through April, but schedules are up to you and your mentor. A proactive approach ensures a rewarding mentorship journey.
Growing Your Mentoring Partnership
- Mentees contact their mentor directly. As you meet through the year, get to know your mentor. You might want to ask them about their history, current situation, and goals.
- State your own goals and ask the questions. Some mentees find it helpful to have a list of prepared questions before meeting. As you ask questions, take notes.
- Conclude each meeting by setting an expectation for the next time. Take action on the mentor’s suggestions. Make notes on the results of those actions so that you can discuss it at your next meeting.
At the end of your first-year of Shared Leadership, mentees are encouraged to invite their mentor to the year-end graduation luncheon where they will have an opportunity to introduce their mentor and convey their shared experiences.