Mentorship Resources

What is mentoring?

The definition may seem obvious, but it can mean different things to different people. Whatever the definition, it is important to emphasize that everyone can use a mentor, and the Faculty Mentorship Academy is not meant to be hierarchical. The following description of mentorship combines these essential ideas:

"Mentorship is a professional working alliance in which individuals work together over time to support the personal and professional growth, development, and success of the relational partners through the provision of career and psychosocial support." - CIMER, Facilitating Entering Mentorship

Tips for Mentees and Mentors

These tips are meant to give mentors and mentees ideas on making the most of their mentorship experiences. 

Communicate realistic expectations. 

Mentors and mentees should clearly communicate what each expects to gain from the mentor/mentee relationship, and those expectations should be achievable. For instance, how much time does each expect to devote to the relationship, and what advice or assistance is needed or can be given?

Ask questions. 

A mentoring relationship is never a one-sided interaction. Both mentor and mentee must build trust, which involves a mentee's learning about the mentor's thoughts, opinions, and methods of providing feedback. Also, the mentor must understand the mentee's needs, including their goals, desires, fears, and how best to provide support.

Practice empathy. 

Begin each session by understanding or recalling how your mentor or mentee feels and how best to interact with them. Remind yourself that individuals react differently to various situations and provide the support that appears appropriate to a given circumstance.

Mentors should help mentees develop desirable, feasible, and measurable goals. 

The goals need not be limited to career, as personal well-being will almost always impact professional achievements.

Engage without judgment. 

A mentoring relationship should encourage professional development and build self-confidence. 

Offering constructive criticism and alternative methods of approaching barriers to success must be done with diplomacy and tact. Neither mentors nor mentees should expect the other to think the way they do. 

One of the hallmarks of mentorship is opening oneself to different approaches and new ideas.

Allow expectations and goals to evolve. 

Success can be defined in many ways and not only by achieving goals set at the beginning of a mentoring relationship. Remember that developing and maturing a relationship built on trust can lead to future success, even if initial goals or objectives still need to be achieved. An individual mentor can only expect to provide some of the guidance, experience, and support necessary to allow each mentee to reach their highest potential.

Avoid telling a mentee how to respond to a particular situation. 

Guiding a mentee is distinct from instructing mentees how to react to a specific situation. Mentees must be allowed to make their own decisions, and mentors should be careful not to fall into the trap of projecting their expectations upon mentees. Mentors may suggest alternative ways of perceiving or addressing a situation, but ultimately mentees should be encouraged to rely upon their instincts, experiences, and understanding in moving forward.

Don't criticize or discredit others, as this may suggest that you will do the same to your mentor or mentee. 

An individual can objectively describe an unpleasant or discouraging interaction without judging those involved. 

Provide honest feedback. 

Ask permission from your mentor or mentee to provide such input, and be kind, considerate, and compassionate in your delivery. Such honesty can be seen as a gift, particularly if no one else would consider providing such valuable advice.

Show appreciation to your mentor or mentee.

The Faculty Mentorship Academy discourages establishing hierarchical relationships. Everyone can benefit from having a mentor. These relationships help us to become better professionals and better people. Mentors and mentees can learn from each other as they build trust, confidence, and loyalty. These relationships are strengthened by recognizing how the mentorship relationship has advanced personal and professional growth.

Establish guidelines for communication. 

Decide whether there is a preference for email, text, phone call, Zoom, etc. Mentors and mentees should also agree on how often communication should occur (e.g., once a week, once a month, etc.).

Share your journey. 

One of the most valuable ways to develop trust and credibility in a mentoring relationship is to share your successes and challenges. Showing vulnerability allows others to be less self-conscious and more willing to share their insecurities, vulnerabilities, and areas where professional and personal development are needed.

Maintain confidentiality and refrain from any actions that may be viewed as unethical, immoral, or illegal. 

Nothing can destroy trust in a relationship more rapidly than such behavior.

Be aware of your biases and unconscious propensity for stereotypical thinking, especially when engaged in cross-difference mentoring. 

Cross-difference mentoring is defined as mentoring an individual with key differences from yourself, such as race, age, culture, language, religion, style, job function, gender, or upbringing. 

Cross-difference mentoring can provide exciting opportunities and experiences for the mentor and mentee to experience and learn from each other.

 

Online Resources

Check back soon for downloadable resources!