1. Mentori Mentoring for Career Development Auburn University COMPASS Program Presented by Dr. Linda Searby November 11, 2015

2. Getting Acquainted Form two circles – an inner, an outer, facing each other Inner circle moves each time I signal SHARE THESE 3 THINGS: 1. Name and where you work at AU 2. Your favorite food at Thanksgiving 3. Something about your job that you are thankful for

3. My Perspective: MENTORING IS A RELATIONSHIP YOU SHOULD HAVE IN EVERY STAGE OF YOUR LIFE!

4. Why? What We Know Those who are mentored earn higher salaries, receive more promotions, have greater career and job satisfaction than those who are not mentored.

5. A Classical Origin Mentor is a character in Homer's Odyssey. –Romanticized as a wise elder guiding a young man. –Synonymous with the process of education and care by an older, experienced person. –Popularized definition.

6. A flawed conception Homer’s Mentor character bungled the job. The Goddess Athena was responsible for much of the actual mentoring that took place. {Womentoring!}

7. Classic Mentoring A one-on-one relationship between two people, in which there is a sharing of knowledge and guidance by the wise mentor based upon the assumption that the traditional and commonly accepted model for a mentor- protégé relationship involves a more experienced person guiding a less experienced individual how to do something or giving advice.

8. Newer Definitions Mentoring is a brain to pick, an ear to listen, and a push in the right direction (John Crosby) Mentoring is a voluntary, intensive relationship in which a mentor empowers a protégé in an intentional manner. (Searby & Searby)

9. And most of all….. in the new mentoring paradigm……. The best mentor knows that mentoring is more about ASKING than TELLING.

10. There are many types of mentoring, and not all “helping” relationships are mentoring relationships. Key words: Intentional, Purposeful Purposes: Career/Psychosocial/Personal Growth What we know

11. My Intentional Mentors Dr. Fran KochanDr. Lois Zachary

12. Multiple Mentors/ Multiple Roles is the New Norm Coach Counselor Teacher Sponsor Spiritual Guide Skills Gain Perspective Knowledge Up the Ladder Inner Character Development

13. The Mentoring Constellation Ally Mentor Confidant Protege Occasional mentor Occasional protege

14. RA Mentor colleague COMPASS Coaching Clusters Interactive support – peer-mentoring model Primary collegial relationship within a collegial support network. (Key words: balanced relationship, membership, collegial, networking.) RA RA Protégé colleague RARA

15. What We Know: Informal mentoring relationships: --develop spontaneously --may be initiated by either a mentor who seeks out a “rising star” or by a protégé seeking growth --relationship develops over time through mentoring ‘episodes’ rather than through a formal program

16. What We Know Formal relationships: --often involve 3 rd party matches --may be a “blind date” at first --can be initiated by either a mentor, a protégé, or a “planned, required program.” Ragins: “Formal mentors can help you do your job. Informal mentors can help you do your life. Have both!”

17. The Dynamics of Mentoring  Attraction - natural affinity  Relationship -- 2 way, reciprocal  Responsiveness – mutual  Accountability -- Protégé gives mentor permission to hold him/her accountable for meeting goals  Empowerment – Mentor recognizes and encourages development of potential

18. What Mentoring is NOT  A cloning process  A way to get ahead  Counseling  A lecture series MENTORS…..REPEAT AFTER ME: MENTORING IS NOT TELLING…. MENTORING IS ASKING!

19. Ponder this, Protégés…. The mentors we choose will shape the person we become.

20. What a good mentor does… Recognizes and affirms potential Offers a safe place to ask questions and to fail Provides a model of vulnerability Celebrates the progress of the protégé Maintains an interest in growth and learning

21. What a Good Mentor Does….. Practices reflective listening Defines and maintains appropriate boundaries Participates in accountability Gives grace abundantly Asks provocative questions

22. Johnson & Ridley: What great mentors do Act as a guide, role model, teacher, sponsor Provide protégé with knowledge, advice, counsel, support, opportunities Should really get to know the protégé Should be accessible and available Should communicate expectations for excellence, but refute perfectionism in the protégé

23. What Makes a Good Protégé ? The Protégé Mentoring Mindset Framework HANDOUT

24. For all of us to think about….. “If you are not teachable, Then you ARE who you WILL BE.” -unknown

25. The Mentoring Process How do we actually do this mentoring thing?? See the “10 Commandments of Mentoring” by Stanley and Clinton (Stanley, P., & Clinton, J. R. (1992) Connecting. NavPress.

26. Create a Mentoring Partnership Agreement See Handout

27. The Phases of a Mentoring Relationship Preparing (Setting Your Goals, Getting Acquainted Negotiating (the Partnership Agreement) Enabling (Doing the Work) Coming to Closure (Important to Clarify)

28. And the Agenda for Each Session…. The 5 C’s: 1.Celebrate progress & victories 2.Communicate- 5 minutes for small talk 3.Concerns – key skill, questions for the day; what needs to be learned? 4.Create an action plan for new learning 5.Contract – agree what the next step is

29. BREAK TIME