A component of the CSU CONTINUAL PROFESSIONAL DEVELOPMENT FRAMEWORK: aligning the professional development needs of staff with organisational priorities to enable the University to achieve its strategic directions
Selecting a Mentor
When a potential mentee sets out to identify and approach a potential mentor, whether the relationship is formal or informal, the following factors need to be considered:
- the mentor should be a person with greater experience and knowledge
- the mentor should have a flexible and progressive management style, particularly in people management
- the mentee must trust the mentor, and know that their confidence will be kept
- the mentor needs to be a person who will enjoy helping the mentee develop skills and knowledge, and be able to share knowledge and experience openly and honestly
- the mentor acts as the mentee's confidante, consultant and coach. While friendship may evolve, it is not the primary goal of the relationship
- it is recommended that the mentor be someone other than the mentee's immediate manager, in order for the mentee to expand networks, and to avoid potentially conflicting roles. It is important, however, that the manager be involved in the process and kept informed, so that she/he can contribute to the process
- mentoring requires good inter-personal skills. The mentor may require training to support them in their role, and
- the mentor needs to be a person who is aware of their employment equity responsibilities in supporting staff. (Spencer & Tribe, 2004)
The Process of Mentoring
The mentoring relationship is described by Dr. Linda Phillips-Jones (2003) as exhibiting the following process...
Exploring the Possibility of Working Together
- Other commitments and how this relationship could enhance or hinder them.
- Does the potential relationship link with your personal vision and core values?
- What are the expectations of both the mentor and mentee?
- Time commitments and constraints
Building the Relationship
- Parameters of the relationship
- Building in mutuality, trust and productivity
Negotiating the Arrangement/Agreement
- Goals, objectives
- Logistics
- Confidentiality
- Measurement strategies for the process and outcomes
- Process for reflection
Mentee/Mentor Development
- Monitoring the learning process and outcomes
- Sharing resources and networks
- Determining levels of planning and spontaneity
Ending the Formal Relationship
- Measurement of outcomes
- Appreciative feedback
- Future pathways and options