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APTA’s MEMBERS MENTORING MEMBERS. Be A Mentor… Seek A Mentor. “Mentoring…. …is an active process. The mentor and ‘mentee’ enter into a relationship. The mentor agrees to serve as a guide, a facilitator, a teacher, to someone else. …You can have influence on the future of

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  2. “Mentoring…. …is an active process. The mentor and ‘mentee’ enter into a relationship. The mentor agrees to serve as a guide, a facilitator, a teacher, to someone else. …You can have influence on the future of this profession and this organization by being a mentor.” Bella J. May, PT, EdD, FAPTA

  3. WHY A MENTORING PROGRAM? • Leadership Development • Career Development • Professional Development • Enhance Recruitment and Retention Efforts • Growth in Physical Therapy Practice, Education, and Research • Model Professionalism

  4. MENTORING MEMBERS MEMBERS MENTORING WHAT GOES AROUND COMES AROUND Those helped by mentoring often go on to become excellent mentors themselves, passing on the best from their own experience.

  5. THE PROFESSIONAL COMMUNITY [Physical therapy] is... a community, with its own customs, its own social contract. Members of that community pride themselves on their…tribal customs. Their tribal behavior is acquired largely by intellectual and cultural osmosis from their mentors and their peers, rather than from textbooks. Carl Djerassi, Inventor of "The Pill" and author of Cantor's Dilemma

  6. WHAT DOES MENTORING LOOK LIKE • Traditional -- strong, enduring relationship between a well-established professional & a more junior colleague; incorporates multiple roles: sponsor, guide, coach, role model, counselor • Sponsor -- may use his or her influence for the other's entry and advancement • Role model -- someone whom the protégé can admire and seek to emulate • Counselor -- provides counsel and moral support in times of stress • Coach -- encourages

  7. HOW DO WE MENTOR? • The key to successful mentoring is the mentor-protégé relationship • Successful mentors fulfill five career functions: • introduce protégés to new opportunities • coach & sponsor them • protect & challenge them • The success of mentoring is determined by individual mentors and protégés who voluntarily enter into the relationship and the behaviors and characteristics they bring to the relationship

  8. HOW TO BETTER MENTOR EACH OTHER • Be collaborative • Have joint accountability • Have respect & be honest • Identify & encourage protégé’s strengths • Keep goals in forefront

  9. SUCCESSFUL VOLUNTEER DEVELOPMENT • SUCCESSFUL MENTORING… • Leads to an upbeat, enthusiastic and creative atmosphere for learning • Provides access to professional networking opportunities with colleagues • Encourages knowledge acquisition through continuing education opportunities and conference attendance • Provides political connections • Assists in developing understanding of the expectations of the leadership position in the context of the organization

  10. WHAT MAKES A GOOD MENTOR "A great mentor has a knack for making us think we are better than we think we are. They force us to have a good opinion of ourselves, let us know they believe in us. They make us get more out of ourselves, and once we learn how good we really are, we never settle for anything less than our very best." The Prometheus Foundation

  11. A GOOD MENTOR… • Is responsive • Is a good listener • Is open & honest • Is approachable & available • Is a good problem-solver • Sets expectations • Communicates • Has genuine interest in helping protégé • Has the time & expertise

  12. BENEFITS FOR THE MENTOR • Share expertise • Expand professional network • Obtain fresh perspective • Cement role as subject-matter expert • Leadership role • Renewed enthusiasm for profession • Satisfaction of knowing they have helped shape someone’s career

  13. A GOOD PROTÉGÉ… • Knows his/her needs and goals • Defines the relationship boundaries • Ensures the time commitment • Is prepared • Is appreciative • Has the desire to grow • Is a good listener • Initiates the contact

  14. HOW THE APTA PROGRAM WORKS • Member Benefit • For APTA Members Only • Online • 24/7 Access • Self-Selection of Mentors • APTA Does Not Match • Flexible • One Question or Long-Term Relationship

  15. HOW THE PROGRAM WORKS, cont’d • Recruitment throughout all Association’s membership • Database of mentors updated continually • The most up-to-date information is available online! • Hard copy directories published periodically • Not Just Top Down Program • Peer to Peer • Experienced to Student or Recent Grad • And Vice Versa

  16. BENEFITS OF SELF-SELECTION • Increases flexibility • Increases sense of personal ownership • Moves away from top-down process • Opens up the talent pool • Increases number of members who can be mentors and protégés

  17. BE A MENTOR "Mentoring is a supportive learning relationship between a caring individual who shares knowledge, experience and wisdom with another individual who is ready and willing to benefit from this exchange, to enrich their professional journey." Suzanne Faure, Introduction to mentoring: IM/IT community

  18. Must be APTA member Complete application form Online form to sign up and edit listing Information compiled into database Online search criteria include Name, PT or PTA, State, Area of Expertise, Keyword BECOMING AN APTA MENTOR

  19. ONLINE SIGN UP Sandy Ridout 1111 N Fairfax St, Alexandria, VA 22314

  20. ONLINE SIGN UP, cont’d

  21. ONLINE SIGN UP, cont’d

  22. ONLINE SIGN UP, cont’d

  23. SEEK A MENTOR • Must be APTA Member • Search online directory • Contact selected mentor • Protégés should be: • clear about their professional goals and career objectives • able to articulate their expectations to the prospective mentor. • Remember--the mentoring relationship is a voluntary process; your first choice may not be available.



  26. MENTORING CULTURE • Thinking Up, Down, and Sideways • All levels of the membership—from the leaders to the new grad—value and practice mentoring • Traditional relationships--mentors sponsor protégés and help them navigate leadership & career choices • Peer-to-peer relationships • Reverse mentoring in which an experienced PT seeks mentoring from an experience-subordinate but who has training the experienced PT is lacking

  27. COMPONENT MENTORING “In the ideal mentoring culture, mentoring moves from being an isolated act of a few to an overt and integral part of the entire organization and organizational culture.” [Developing a Mentoring Culture, Triple Creek Associates, Inc., http://www.3creek.com/resource/MentoringCulture.pdf]

  28. COMPONENT MENTORING • APTA’s Members Mentoring Members program is a ready-made tool for chapter- or section-level mentoring • Share many mentoring objectives • membership recruitment & retention • leadership development • conveying professional values. • Established mentoring infrastructure

  29. WHAT APTA PROVIDES • Infrastructure—online sign up, search, etc. already in place • Reports specific to a chapter or section to evaluate outcomes • Mentor recognition, training, and publicity on the national level

  30. WHAT THE COMPONENT PROVIDES • Promotes program at the component level • Provides recognition of mentors at component activities • Assists mentors and protégés • Measures outcomes specific to the component • Designates a component-level mentoring liaison to APTA

  31. APTA’s MEMBERS MENTORING MEMBERS “Not only does this program help the protégé with advice from an experienced person in an area of practice, but the mentor grows through the relationship as well! I have been challenged with very interesting questions from my protégé.” An APTA MMM Mentor Be A Mentor… Seek A Mentor

  32. REFERENCES • Daloz, LA. Mentor: Guiding the Journey of Adult Learners. San Francisco, CA: Jossey-Bass; 1999 • Davis, C. Mentoring in Residency Programs: Making the Critical Connection for Maturation • Gandy, J; Mentoring. Orthopaedic Practice, 1993;5:6-9 • MentorInk Newsletter. Corporate Mentoring Solutions Inc • Triple Creek Associates 10/2005

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