1. Effective Mentoring Dr. Adrienne Foster Dr. Walter Jones Professional Learning Week August 24, 2015 August 24, 2015

2. Ice Breaker Think back on a positive mentoring experience you’ve had. What made it positive? How did it work?

3. The Agreement: Article 42 H. Mentors  Designated by request within first 20 days by a tenured faculty member  Mentors may work with more than one mentee but one is recommended  Mentors receive stipends (not an adjunct assignment)  Purpose: (1) enhancing effectiveness and ability to perform his or her basic duties and (2) encouraging professional growth

4. Definition of a mentor  One who facilitates professional and personal growth in an individual by sharing insights, providing encouragement, and opening doors.  “Mentor” dates back to ancient Greece when Mentor, a wise teacher and trusted advisor, was asked by his friend Odysseus to watch over his son Telemachus, as he embarked on the lengthy voyage to fight the Trojan War.

5. What is mentoring? What is Mentoring?

6. Mentoring …a process where mentor and mentee work together to discover and develop the mentee’s abilities. …a long term relationship with a responsibility to provide the support, knowledge and impetus that can facilitate professional success. …a personal process that combines role modeling, apprenticeship and nurturing.

7. Mentoring characteristics Characteristics of an Effective Mentor: Competence: professional knowledge and experience; respect; and interpersonal skills and good judgment Confidence: shares network of contacts and resources; allows protégé to develop his/her own terms; demonstrates initiative, takes risks; and shares credit Commitment: invests time, energy and effort to mentoring; and shares personal experience.

8. Roles Mentor Roles  Listen patiently  Build a relationship  Nurture self sufficiency  Establish protected time together  Share yourself  Provide introductions  Be constructive  Don’t be overwhelming Mentee Roles  Listen patiently  Have a positive attitude  Share with your mentor reasons for your decisions  Be prepared to learn from your mentor  Actively seek advice from your mentor and others both in and out of your division  Act on advice from your mentors

9. Cultivating the mentoring relationship 1. Interact with respect and professionalism 2. Build trust by articulating and fulfilling expectations 3. Engage in partnership building activities and exchange of learning rather than one-way advice 4. Build mentee’s sense of self- efficacy 5. Time management  Set a schedule of meetings  Co-develop an agenda for each meeting  Discuss short/long term goals

10. Cultivating the mentoring relationship: giving and receiving feedback Effective Feedback from Mentee:  Whether the advice or guidance you offered was beneficial and solved an issue  Whether the mentor communication style and/or actions facilitate a positive mentoring experience  Whether the communication style and/or actions create challenges to a positive mentoring experience Effective Feedback to Mentee:  Mentee strengths and assets  Areas for growth, development and enhancement  Harmful behaviors or attitudes  Observations on how your mentee may be perceived by others

11. Cultivating the relationship: building trust Behaviors that Build Trust Being a proactive listener Cooperating with each other Openly sharing and being vulnerable Actions are parallel to words Accepting and non- judgmental Authentic and true-to-self Freely admitting mistakes/errors Having a positive, upbeat outlook Honoring and respecting confidentiality Behaviors that Destroy Trust Not paying attention to what is being said Being competitive Acting contrary to words Criticizing and disapproving Acting with a hidden agenda Blaming others for mistakes Keeping a closed mind to new ideas Projecting a negative perspective Breaking confidence

12. Mentoring activities  List major professional responsibilities and what is anticipated as any significant changes in the coming year  Help to identify an appropriate committee to work on  Develop short/long term career goals  Start a mentoring journal  Establish meeting schedule

13. Key Areas of Effectiveness  Classroom management and pedagogy  Understanding load and work blocks  Evaluation Process  Understanding SLO’s and department objectives  Participating in the Galley process for existing and new courses  Curriculum Development  Program Review  Delivery of online content  Understanding right under the CBA  Other?

14. Questions?