WPDN | Mentorees
We welcome your interest and applications for the upcoming 2013 Program.
Downloads and Resources
FACTSHEET | COMING SOON
From Previous Development Sessions
- Increased self confidence and valuing their personal skill set/strength
- Increased knowledge of the university system and how it work
- Increased network across the whole university/ increased support network/ new contacts and friendship
- Increased visibility through networking
- Improved communication and interpersonal skills
- Increased clarity of personal and professional goals.
What happens in a mentoring relationship that enables personal and professional growth to occur?
- The power of the mentor BELIEVING in the mentoree's ability and encouraging the mentoree to do what they think they cannot do
- The power of the mentor LISTENING to the mentoree
- The power of receiving TRUTH in the form of constructive feedback.
Benefits of Mentoring for the organisation
- Staff retention (research indicates that employees who receive effective coaching and mentoring plan to stay with the company for at least the next 5 years)
- More effective staff
- Demonstrates a commitment to training and development
- Tangible and measurable gains if work tasks or projects are used as developmental tools
- Improved communication across the organisation Increased motivation
Use this list as thought starters, it is far from exhaustive. The important thing is to own your expectations for this mentoring relationship and communicate them clearly to your partner. If it helps print this list and select or modify the expectations that are important for you, including these in your Mentoring Contract.
|As a Mentoree||As a Mentor||Mentors and Mentorees|
Trust your mentor that your meetings will be kept private.
|Assure your mentoree that your discussions are private and make sure they are.||Trust your mentor relationship, be open and honest with each other|
|Give your full and undivided attention to your mentor when you meet||Give your full and undivided attention to your mentoree when you meet||Be flexible with meetings and each other|
|Be responsible for your own learning and actions||Know the mentoree is responsible for their own learning and actions.||Participate as a partner in the mentoring process|
|Listen to and understand your mentor||Listen to and understand your mentoree||Be patient with each other|
|Don't look to your mentor for all the answers||Allow the mentoree space to be themselves and find their own feet.||Collaborate with each other in the mentoring process|
|Set goals and actively work toward accomplishing these||Assist your Mentoree with goal setting and achieveing these goals||Have realistic expectations of each other|
|Tell your mentor how they can be more helpful||Be willing to ask questions and gather information||Discuss issues in a specific, descriptive, non-judgmental manner|
|Keep an up-to-date journal||Keep an up-to-date journal||Keep your commitments|
|Actively seek feedback from others||Be supportive and encourage your mentoree||Make our discussions as positive as possible|
|Take calculated risks||Allow for, give your mentoree choices||Consider different opinions|
|Be willing to try new things and keep an open mind||Be willing to consider alternative methods||Accept and value each other as being different.|
|Figure things out for myself when I can||Offer help when I can but let your mentoree sometimes figure things out on their own||Take appropriate actions|
|Learn comments are constructive criticism,
of ideas not of me
|Acknowledge the Mentoree, their skills and personal attributes||Be open and honest with your mentoree|
|Don't be afraid to tell your mentor if things arent working||Allow your mentoree to tell you when things aren't working||Try to openly disagree without being disagreeable|
|Don't point blame at your mentor||Don't point blame at your mentoree||Try to understand all sides of an issue|
|Try to attend all Mentoree Workshops||Try to attend all Mentor Workshops||Practice new skills that I have been taught|
|Don't have any hidden agendas|
|Dont make promises you cannot keep|
|Always do what you say you will do|
|Do not over commit|
The Role of a Mentoree
The role of the Mentoree requires you to:
|Challenge preconceived ideas and positions||Be open to new challenges and ideas|
|Accept change||Set an objective career plan||Undertake challenging developmental activities|
|Receive open and honest feedback||Establish effective networks||Have a commitment to continual self-learning|
|Take responsibility for their own feelings and outcomes||Stretch their thinking||Develop a self-management mindset|
|Actively develop trusting and open relationships||Actively seek to increase their organisational awareness|
Characteristics of Effective Mentorees
Mentorees need to exhibit the following characteristics!
Consider those characteristics in which you feel you could use some development.
|A desire to learn||Goal oriented||Conceptual ability|
|Determination to achieve||Self-confidence||Initiative|
About Your Mentor
A mentor will usually be in a more senior position in the University than you and will have experience, knowledge and skills in certain areas that match with your goals and aims. They will provide support or advice in areas identified by their mentoree, on decisions concerning work, life or career, developing options and strategies and for coping with particular situations or problems. They may assist in skills development, networking and confidence-building. Above all, a mentor is someone who listens, is accessible and approachable and acts as a guide, facilitator or role model for the mentoree.
How Will You Be Matched?
Selected participants will be matched as closely as possible to each mentoree’s identified needs and the available mentors. Your response to the Expression of Interest Questionnaire will be used in the selection process. Please note that your responses may be provided to your mentor.
The Role of Your Manager/Supervisor in Mentoring Programs
It is important to consider the role of your Managers/Supervisors in Mentoring Programs.Sometimes they may feel that a certain measure of control has been taken from them in regard to overseeing your performance. It is vitally important that they understand that they still have your day to day operational performance management. It is the future career of the Mentoree, with all of its questions and development activities, that becomes part of the brief of your Mentor.
What you need to do for your supervisor
- Keep your Supervisor/ Manager informed of your progress (if applicable
- Let their Line Manager know in plenty of time of any commitments made to Mentors
- Be aware of their duties to their current role