Being a mentor. German Library Association supports the profession. Ulrike Lang, SUB Hamburg, Germany

Transcription

1 Being a mentor BIB@mento: German Library Association supports the profession Ulrike Lang, SUB Hamburg, Germany

2 German library associations DBV German Library Association VDB Association of German Librarians BIB Professional Body Information & Library Associations for special libraries, information specialists etc. Ulrike Lang SUB Hamburg

3 German library associations DBV German Library Association VDB Association of German Librarians BIB Professional Body Information & Library Associations for special libraries, information specialists etc. Ulrike Lang SUB Hamburg

4 Ulrike Lang SUB Hamburg BIB@mento

5 What is mentoring? - timely limited personally relationship of two persons - gives knowledge and experiences of experts to young colleagues - focus on learning with faith in professional context - requires reflection of the own action - supports networks Ulrike Lang SUB Hamburg

6 Goals - Junior staff development as a central task of a personal association - Support newcomers in their professional and personal development - Link the competencies and experiences of committed members Ulrike Lang SUB Hamburg

7 Frame - Mentees: students and trainees - Mentors: Professional educated and skilled personal - Matching of teams (professional area, professional interests and goals, geographical vicinity) - Duration: 1 year - Kick off: at the German library conference Ulrike Lang SUB Hamburg

8 Chances & values for mentees - Support in daily work life Consulting of a benevolent and independent executive - Knowledgetransfer Transfer of informal knowledge, strategies, experiences and rules of the game - Strengthening of the social and communicative competencies Individual support of the personality and skills Ulrike Lang SUB Hamburg

9 Chances & values for mentees 2 - Development of the own leadership Discussion of leadership situations and support of inter-departmental thinking and identification of responsibilities - Beyond one`s own nose New stimulations through a view oin other cultures of organizations - Development of networks Awareness for the meaning of networks. Mentees will build their own Ulrike Lang SUB Hamburg

10 Chances & values for mentors - Satisfaction Own experiences will be used by juniors - Stimulation for the own leadership Change perspectives and reflection - Insight in another organisational culture Inspiring - Development of networks Widen the own network with contacts to mentees and other mentors Ulrike Lang SUB Hamburg

11 Requirement & role of mentees - targets for personal development - is interested in reflecting the own attitude and activity - is ready to learn and get feedback - will implement know-how - has an active part in the process of mentoring - takes individual responsibility - respects the engagement of the mentor Ulrike Lang SUB Hamburg

12 Requirement & role of mentors - provides an inside in his/her field of activity - circulates experiences - point out several approaches - leaves the decision to the mentee - is counsellor, broadcaster of knowledge, door opener, sparring partner Ulrike Lang SUB Hamburg

13 Role behaviour Limits of mentoring - Nobody should feel stepped on - Don`t expect too much. It`s not a miracle cure - Be patient with the process and don`t ask too much of the team - The mentor can help to educate skills to reach professional goals; conversion is on one`s own! - Be concentrated on the professional topics; ignore the private problems - Private problems need professional support Ulrike Lang SUB Hamburg

14 Organization Suggestions for the procedure -(Virtual) contacts on a regular base -Electronical support like , chat, skype -Shadowing (mentee accompanied the mentor to meetings, etc.) -Determine the expenditure of time together -Preparation and wrap-up of the meetings is the responsibility of the mentee, preferably with protocols and to do s Ulrike Lang SUB Hamburg

15 Organization Topics -Professional goals and how they can be reached -Strategies of the mentor how to reach goals -Approach by applications and job interviews -Planning of internships -Informal rules of the game in the professional world Ulrike Lang SUB Hamburg

16 Organization Topics -Exchange of information about professional experiences -Compatibility of family and profession -Personal skills and weaknesses -Negotiation, dealing with conflicts and problems -Appearance in front of groups Ulrike Lang SUB Hamburg

17 Organization - Design your first meeting (Agreement, structure of exchange, clarification of expectations) - Phases of mentoring ( close relationship, bond of trust, feedback, reflections, take stock regularly, the end) - Need of continuation? (definition of the roles of the partners, new agreement Ulrike Lang SUB Hamburg

18 The role of the library association BIB - Initiator of the programme - Organizational help in the background - Partner for questions and problems during the year - Financial support for the mentees - (at the beginning; shadowing, for visits at the mentor`s) - Evaluation and development of the programme - Final meeting at the next library conference Ulrike Lang SUB Hamburg

19 The end of the mentoring relationship Critical situations - Mentor and mentee don`t fit together - Joint agreements were neglected - Mentor is too dominant, has not enough time, - Mentee is too passive, not able to get feedback,. - In all cases get in touch with the organizer! Ulrike Lang SUB Hamburg

20 Ulrike Lang Von Melle Park 3 Thank you Hamburg Tel. 040/ Mail: lang@sub.uni-hamburg.de facebook.com/stabihh twitter.com/stabihh Your questions please Ulrike Lang SUB Hamburg