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Mentoring – Just for Us Rosemary Hays-Thomas, PhD, SPHR

Mentoring – Just for Us Rosemary Hays-Thomas, PhD, SPHR. UWF ADVANCE January 14, 2013. Advice for Professional Careers. Focus on what is important. Networking Professional organizations Multiple networks, esp. for nontraditionals “Weak ties” and “Structural holes”

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Mentoring – Just for Us Rosemary Hays-Thomas, PhD, SPHR

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  1. Mentoring – Just for UsRosemary Hays-Thomas, PhD, SPHR UWF ADVANCE January 14, 2013

  2. Advice for Professional Careers... • Focus on what is important. • Networking • Professional organizations • Multiple networks, esp. for nontraditionals • “Weak ties” and “Structural holes” • Mentoring: multiple, formal/informal, peer • Most research in business – unconnected with STEM mentoring advice!

  3. ADVANCE Programs • Commonly include formal mentoring as a component of package of interventions • Variety of other ways to connect scholars with senior (and other) colleagues • Scholar luncheons • Visiting Distinguished Scholars • Career Networking Grants

  4. What is Mentoring? • Relationship between a senior and a junior colleague • In Greek myth, Odysseus arranged for Mentor to oversee development of his son Telemachus, hence the name!

  5. Today, What is Mentoring? • Relationship between a senior and a junior colleague • Two-person relationship • Traditionally spontaneous (a “click”) • Mutual but asymmetrical (e.g., knowledge) • Dynamic – qualitative changes develop over time (sometimes the roles reverse over time!)

  6. Mentoring Functions (Kathy Kram) • “Process” of mentoring – what goes on? • Qualitative studies of mentor-protégé pairs • Career (instrumental) functions: challenging assignments, protection, exposure and visibility, coaching, sponsorship • Psychosocial functions: friendship, role modeling, counseling, support

  7. Special Issues for Women and People of Color • Availability of similar mentors • Demographic similarity • Similarity in values, interests • Perceptions of sexual interest or relationship (esp. with female proteges and male mentors) • Mentors’ understanding of proteges’ challenges (e.g., work/life/family issues)

  8. How does this apply to STEM in academia? • Problems when mentor is chair (supervisor) – usually not assigned • Conflict of interest/roles • Career/instrumental functions: Advice about involvement/“politics”; introductions; “how-to”; sponsorship; collaborations • Psychosocial functions: friendship, role modeling, counseling, support

  9. Outcomes of (self-reported) Mentoring in Business Settings • Higher salaries • More career progression • More reported organizational influence • More satisfaction with pay and benefits • But........

  10. Causal inferences are tricky • Does mentoring  these results, or • Do high-potential juniors seek out mentoring, or • Are high-potential juniors sought out as proteges? • Yes.....

  11. For People of Color (in business) • With career mentoring alone, likely to “plateau” (Psycho-social issues are imp’t.) • “Fast-track” minorities have more diverse networks (minority & elsewhere) • And broader networks (social and professional) • And less hierarchical ones (peers, juniors, seniors)

  12. In Informal Mentoring • Access seems similar by race and sex but • Mentoring is qualitatively different • Whites and men: more instrumental functions • Blacks and women: mainly social support

  13. Women and People of Color • Seem equally likely to report being mentored, but • Less likely to be mentored by white men • Having a white male mentor associated with $16,840- $22,000 yearly income difference • WM mentor > Other mentor> None

  14. Informal vs. Formal Mentoring • “Everyone who makes it has a mentor.” • Because informal mentoring worked for men, why not advocate for women? • Diversity management movement  Extension to other underrepresented groups

  15. Research on Formal Mentoring • Outcomes better with Informal Mentoring > Formal mentoring • Organizational socialization • Satisfaction • Salary outcomes • Usefulness, perceived by proteges • But Formal mentoring > No mentoring

  16. Some issues to consider... • How partners are matched • “Bench strength” of female scientists • On-campus vs. off-campus • Incentives for mentors • Reluctance to impose on mentor • Confidentiality

  17. Considering the Goals... • Expectations for mentors – UWF project • Rewards of sharing expertise, assisting in mentee’s development • Compliment to be chosen • Instrumental help on professional work • Expanded professional network • “Credit” for successful efforts – “Counts as service!” • ????

  18. Plans for UWF ADVANCE • Voluntary participation • Solicitation of mentors * • Mentoring Committee to oversee matching and progress of relationships • Training for mentors and proteges • Compatibility with Mentoring Committees in departments

  19. Plans...... • “Psychological contract” negotiated by partners at initiation • Expected time duration and • Legitimacy of termination by either partner • Evaluation of outcomes for both partners

  20. Questions for You.... • Have you been assigned a mentoring committee? • Has there been training for committee, or for you? What are the expectations? • Does anyone follow up on this process? • Suggestions for mentors? • Have you responded to our short mentoring survey?

  21. Expert Hotline • The mentoring hotline is here to help you answer questions you may have about teaching, research or service at UWF. Please review the categories listed to help identify an expert in that area. Our mentors are willing to answer questions via email. If you have a question that is not covered from the topics listed, please email Pam Vaughan at pvaughan@uwf.edu and we will connect you with someone who can help!

  22. The Experts • Dr. Susan Walch- School of Psychological and Behavioral Sciences • Area of mentoring: University Policies • Email: swalch@uwf.edu • Dr. Robert Philen- Anthropology • Areas of mentoring: Committee Governance, University Service, Tenure and Promotion guidelines, IRB process • Email: rphilen@uwf.edu

  23. More experts.... • Dr. Ron Belter- School of Psychological and Behavioral Sciences • Area of mentoring: Sabbatical application process • Email: rbelter@uwf.edu • HediSalanki-Rubardt- Music • Area of mentoring: Teaching • Email: hrubardt@uwf.edu

  24. More Experts... • Dr. Jane Caffrey- Biology • Area of mentoring: Grant funding • Email: jcaffrey@uwf.edu • Dr. Hui-Min Chung- Biology • Area of mentoring: Applying for campus awards, Grant application procedure and forms, How the sabbatical process works • Email: hchung@uwf.edu • *Dr. Chung will be on sabbatical during Spring of 2013 and will have limited email access

  25. Find Our Experts at • http://uwf.edu/advance/mentoring/hotline/ (With photos!)

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