Mentoring Program: 10/6/2017 Orientation Sponsored by the Office of the Senior Vice President for Academic Affairs

Transcription

1 Mentoring Program: 10/6/2017 Orientation Sponsored by the Office of the Senior Vice President for Academic Affairs

2 Why Mentoring? "Mentored individuals are more likely to have higher compensation, greater salary growth, and more promotions than those who are not mentored." (Allen, Eby, Poteet, Lentz & Lima, 2004) "Female assistant professors with no mentors had 68% probability of grant funding versus 93% of women with mentors." (National Research Council, 2010) 2

3 You are all here because you understand that giving and receiving mentoring is critical to your success, and the success of your colleagues. Our hope is that through your participation in this program you will feel more confident in navigating the ever-changing academic landscape, renew your passions, and gain a fresh perspective on how to get from where you are now to where you want to be. --Barbara A. Lee Senior Vice President for Academic Affairs 3

4 10- Second Introductions Number (refer to spreadsheet) Name Title/Position Department and School **Star at least 2 people you want to meet** 4

5 RCNMP Participants 70 Participants, 35 pairings 62 Faculty 8 Postdocs 24 Mentees, 24 Mentors, 22 Peer-Mentors University-Wide 23 different schools 50 different departments 8 RU Camden 29 RU New Brunswick 10 RU Newark 23 RBHS 5

6 RCNMP Participants All Ranks and Tracks Assistant 27 Associate 21 Professor I & II 14 Postdocs 8 44 TT (70%) 18 NTT (30%) 8 postdocs 6

7 Mentoring Executive Committee Name Title Itzamarie Chevere-Torres Brandon Alderman Sangeeta (Gita) Lamba Charles Roth Martha Soto Jessica Ware Sam Rabinowitz Associate Director, Office of Postdoctoral Affairs Office of the Senior Vice President for Academic Affairs University-wide Associate Professor and Vice Chair Kinesiology and Health School of Arts and Sciences RU-New Brunswick Professor of Emergency Medicine and Associate Dean of Education Rutgers New Jersey Medical School RBHS Professor, Chemical and Biochemical Engineering School of Engineering RU-New Brunswick Associate Professor of Pathology and Lab Medicine Robert Wood Johnson Medical School RBHS Associate Professor of Biological Sciences Faculty of Arts and Sciences RU-Newark Professor of Management School of Business RU-Camden 7

8 Role of Mentoring Executive Committee Review and match mentoring pairs Participate in the check-in process with mentoring pairs Provide input to improve program Serve as program champions 8

9 THANK YOU, MENTORS! 9

10 What attracted you to apply? 3 Themes: *Structure *Network 10

11 Today s Goals Get to know your partner (and others), and program overview Articulate your vision; set goals that align with your vision Share key concepts and strategies Establish ground rules and expectations for mentoring partnerships 11

12 9:00 Agenda Welcome & Introductions 9:45 Breakfast with Partners & Program Overview 10:30 Getting Started: Mentoring Partner Exercises Your Vision: Goal Setting Your Mentoring Network: Mosaic of Mentors Mapping 11:30 Breakout Sessions Q&A with past program participants 12:15 Lunch & Networking 1:00 Making the Most of Your Mentoring Partnership Monthly Mentoring Meetings Different Hats of Mentoring Partnership Agreement & Scheduling 1:45 Wrap-Up (end at 2:00 p.m.) 12

13 Breakfast with Partner Introduce yourselves Both share: Why did you apply to the program? What do you hope to get out of it? What s one thing you re learning right now? 13

14 Rutgers Connection Network (RCN) BIG Vision to create an inclusive vehicle for making connections to accelerate career and academic development - including intra/interdisciplinary collaborations for research, grants and mentoring. 14

15 RCN Mentoring Program Inspired by OASIS and Faculty Leading Change program alumnae and ADVANCE colleagues Modeled after STEM-UP PA Mentoring Program AY Pilot funded by NB Strategic Plan AY Expanded to university-wide AY Fully funded by Office of the Senior Vice President for Academic Affairs 15

16 Program Designed to: provide the infrastructure, training, and facilitation to enable effective faculty-to-faculty mentoring support intra/inter-disciplinary collaborations complement (not replace) departmental mentoring 16

17 RCN Mentoring Program Overview The program is: based on philosophy that people benefit from a mosaic of mentors 17

18 RCN Mentoring Options Traditional Hierarchical Mentoring (mentee/mentor) More experienced mentor w/ less experienced mentee Focused on advancing goals of mentee Mutual Co-mentoring (peer-mentor) Usually, but not always, at similar career stages Focused on advancing the goals of both partners Co-mentors take turns being mentor and mentee - within same relationship 18

19 RCNMP Year-at-a-Glance Schedule Fall October 6, 2017 Program Orientation* November 10 & 17 Mentoring Skills Workshops* Spring February 20 & 22 Networking Event January 10 & 11 Rutgers Writing Retreats March (Camden, Newark, New Brunswick) May 21 & 22 May 23 & 24, 2018 Recognition Luncheon* On-going (Fall Summer) October 17 August 18 Monthly Mentoring Meetings Early December & early April Quick Check-in Calls Monthly s: Monthly Tips Survey For most updated schedule, visit: academicaffairs.rutgers.edu/rcn 19

20 Questions? 20

21 7-minute Break 21

22 22

23 Your Vision Where do you want to be in one year from now? In one year from now (by October 2018), I will be/feel/have finished Consider Areas: Teaching Research Writing Service Clinical Advising Grants Managing Time Personal Life Health/Wellness What else? 23

24 Summarize What one thing Your Vision 24

25 Questions What are you doing really well to help yourself get there? In what ways can you do those things even more? 25

26 Questions What are you not doing well that might potentially be preventing you from getting there? What do you need to stop doing? Do less of? Delegate? What will you say NO to? 26

27 Brainstorm What will you do different to achieve your vision? 27

28 Your Goals Now, turn your answers into S.M.A.R.T. goals: Specific what exactly should be realized? Measureable How will I measure achievement? Achievable Is it feasible? Do I have control/influence over it? Relevant Is this goal relevant to my life right now? Time-bound What is a realistic deadline? 28

29 Three S.M.A.R.T Goals Draft Three S.M.A.R.T. Goals Add Deadlines and Steps to Achieve Them 29

30 Share with Your Partner Are your S.M.A.R.T. goals really S.M.A.R.T.? Specific what exactly should be realized? Measureable How will I measure achievement? Achievable Is it feasible? Do I have control/influence over it? Relevant Is this goal relevant to my life right now? Time-bound What is a realistic timeframe? Revise as needed 30

31 Your Mentoring Partner How could your mentoring partner help you achieve your goals? 31

32 Research A Mosaic of Mentors Clinical Health & Wellness Funding Accountability External Mentor Teaching YOU Support & Encouragement Role Models Writing Service 32

33 Breakout Sessions Mentors: Dining Room (Sangeeta and Charles) Mentees: Room C (Brandon and Jessica ) Co-Mentors: Room B (Kathe and Robyn) Postdoc Mentees: Room D (Itzamarie) 33

34 12:15 1 PM 34

35 Lunch Networking Introduce yourself to the two people you starred 35

36 Making the Most of Your Partnership Monthly Mentoring Meetings Different Hats of Mentoring Partnership Agreement 36

37 Monthly Meetings 8-10 times over the year, for 1 hour Fall Spring Summer October November December February March April June July -?? August -?? September -?? January -?? May 37

38 Monthly Mentoring Meetings: Mentee Responsibilities Schedule and run meetings Meet in a neutral location Go dutch 38

39 Monthly Mentoring Meetings: Mentee Responsibilities Create and send agenda and summary before meeting 24-hours in advance what you want to get out of time? Send summary after meeting Within 72 hours main issues discussed, key discoveries, agreed action items 39

40 Common Themes of Mentoring Sessions People Stuff Dealing with a difficult boss/supervisor Dealing with demanding and difficult colleagues, patients, collaborators Balance and Health Work-life balance Managing family and home commitments 40

41 Common Themes of Mentoring Sessions Progressing Towards Goals Building networks Building allies and advocates How to advance 41

42 3 Phases of Mentoring 1. Establishing Rapport 2. Direction Setting & Progress Making 3. Moving On 42

43 Establishing Rapport Empathy Trust Focus Establishing Rapport Congruence Flexible Empowerment Adapted from the Academy of Medical Sciences 43

44 Direction Setting / Progress Making 44

45 Direction Setting / Progress Making Mentoring Partnerships Monthly Check-in #1: #2: #3: Progess/Accomplishment since we last met? What strength did you need to use? Any challenge you re facing? What help do you need Information? Connection? Advice? Brainstorming solutions? What is your next step? 45

46 Reasonable Objectives for First Meeting 45% spent Building Rapport (25-30 minutes) 45% spent Direction Setting / Progress Making (25-30 minutes) 10% wrapping up meeting Next steps (5-10 minutes) Summarize & confirm agreed action plan Set-up/confirm details for next monthly meeting 46

47 Making the Most of Your Partnership Monthly Mentoring Meetings Different Hats of Mentoring Partnership Agreement 47

48 Hats of Mentoring Advising Shares information Acts as role model Shares knowledge Gives advice Sponsoring Makes connections Nominates mentee for positions/ awards Supervising Sets expectations Holds employee accountable Provides feedback Focused on departmental goals Focused on Mentor s experience and knowledge 48

49 Hats of Mentoring Coaching Asks questions Elicits ideas from mentee Focuses on the thinking of the mentee Focuses on solutions Focused on Mentee/Peer-mentor s experience and knowledge 49

50 Coaching in a Mentoring Partnership is Not Giving advice Telling mentee what to do Solving problems for mentee Psychoanalyzing Counseling 50

51 Coaching in a Mentoring Partnership is Helping mentee/peer-mentor by asking questions that: Promote thinking Focus on solutions Encourage action Support accountability Relax you do not have to come up with the answers! 51

52 Which Hat? 1 st step - ask the question: what does my mentee need? Advice? Information? Making a connection? Sponsorship? A different perspective? Support & encouragement? Coaching? 52

53 Which Hat? How can I best help you? 53

54 Identifying the Goal What is the outcome that you want? Brainstorming Solutions What is another way to think about it? What might you do differently? Supporting Accountability What will you do between now and the next time we talk? How can I help you keep this commitment to yourself? Making Changes, Taking Action What is the first thing you can do? What help do you need? Interrupting Let me interrupt for a moment to make sure we are focusing on what you want to get out of the conversation Let me make sure I understand 54

55 Now you. 55

56 Scheduling: When you re done - schedule your 10 monthly meetings 56

57 Making the Most of Your Partnership Monthly Mentoring Meetings Different Hats of Mentoring Partnership Agreement 57

58 Mentoring Partnership Agreement Top 3 Expectations Who is responsible for scheduling meetings? What type of in-between follow-up would be helpful? Are emergency meetings allowed? How will we provide feedback to each other? For Peer-Mentors: How will we balance time and focus on advancing both of our goals? 58

59 Thank You! academicaffairs.rutgers.edu/rcn 59