The Mentoring Process

The Mentoring Process: A Working Model*

Process Stages Mentoring Activities Purpose

INTRODUCTION
  • Introductions, sharing of backgrounds that may include culture and gender issues, interests personal information.
CREATE A CONNECTION

FOUNDATION
  • Explain mentor-mentee roles, relationship the mentoring process. Explain expectations. (Can include a "negotiated" agreement/plan.)
CLARITY OF CONSENSUS ON PURPOSE


ORIENTATION
  • Orientation to the local site, department, staff, organization community as needed.
  • Orientation to new job responsibilities, work processes, competencies expectations
REDUCE THE STRESS INCREASE THE TEAM FEELING


COLLABORATION
  • Work together to prepare plan for start of the mentee’s work assignment.
  • Mutual sharing of ideas, discovering how work flow, time paper work management, and collaboration support both partners' work effectiveness and learning development.

GOOD START, BUILD TEAM, MENTOR SEEN AS A CARING HELPER

PROBLEM SOLVING
  • Joint analysis of issues and problems
  • Help person discover own solutions to problems
  • Development of options, strategies plans to implement evaluate results
DEVELOPMENT OF CRITICAL THINKING, KNOWLEDGE SELF AWARENESS



PERSONAL FRAMEWORK
  • Building a strong mentor-mentee’s relationship
  • Reinforce mentee’s self-esteem confidence
  • Explore each others' career dreams, views strengths as professionals as persons
  • Be honest and develop a source of trust without being judgmental


MENTOR IS SEEN AS TRUSTWORTHY AN OPENNESS IS CREATED


PROFESSIONAL FRAMEWORK
  • Discovering the "big picture" such as:
    1. planning activities as a sequence
    2. assessing results and adjusting activities to increase effectiveness
    3. worrying less about following plans more about accomplishing a plan's purpose
MENTOR SEEN AS A MODEL MENTEE’S IS INCREASING SKILL, INSIGHT INTO MENTEE/ORGANIZATIONAL FIT

PROFESSIONAL DEVELOPMENT
  • Building a 2-way relationship where mutual feedback and support for learning increased effectiveness is the norm.
  • Opportunity mutual for growth

PROMOTE MENTOR MENTEE’S GROWTH


TRANSITION
  • Building a peer relationship, promoting the mentee’s ability to work independently, but maintaining support for each other's growth.
  • Promoting learning support links with other faculty, creating a broader team concept

PROMOTING MENTOR MENTEE’S INTER-DEPENDENCE

*Adapted from the International Mentoring Association