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Permanent Link: http://ufdc.ufl.edu/IR00001783/00001
 Material Information
Title: How to Setup a Mentoring Program: Six Steps to Make it Work
Physical Description: Webinar
Language: English
Creator: Smith, Bonnie
Publisher: NEFLIN
Place of Publication: Jacksonville, FL
Publication Date: 2011
 Notes
Abstract: NEFLIN Webinar - November 2011
Acquisition: Collected for University of Florida's Institutional Repository by the UFIR Self-Submittal tool. Submitted by Bonnie Smith.
 Record Information
Source Institution: University of Florida Institutional Repository
Holding Location: University of Florida
Rights Management: All rights reserved by the submitter.
System ID: IR00001783:00001


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6 steps to make it work Developing a Library Mentoring Program Bonnie J. Smith Assistant Program Director for Human Resources University of Florida George A. Smathers Libraries bonniesmith@ufl.edu NEFLIN Continuing Education November 8, 2011

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Why mentoring? Steps involved in developing a formal mentoring program Library mentoring models and resources Questions Agenda

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Many traditions emphasize the connection between one who has walked the path, and one who has just begun. The value of mentoring AGENDA Value of mentoring 6 Steps Resources and Models Questions describes an old friend who guides young Telemachus in search of his lost father,

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Goes beyond the value to the mentee someone with less experience. Recent research is beginning to reframe mentoring practices as they are evolving from a traditional, hierarchical, and dyadic pairing of junior/senior staff to a peer mentoring model. Both mentee and mentor benefit when they approach the relationship as an opportunity to learn and share. The value of mentoring AGENDA Value of mentoring 6 Steps Resources and Models Questions

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Surge of interest in mentoring in libraries The changing world of libraries New technologies Greater role in communities/academic Budget cuts and multi skilling New styles of management Increased delegation New forms of communication New approaches to learning Greater emphasis on continuing professional development and learning in the workplace Emphasis on group learning and accountability The value of mentoring AGENDA Value of mentoring 6 Steps Resources and Models Questions

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Support for just out of school librarians Acclimatizing to a new library environment For promotion and tenure For specific projects Management grooming The value of mentoring AGENDA Value of mentoring 6 Steps Resources and Models Questions

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Acculturation into the library Acculturation into the institution/larger framework Maximizes association and involvement in the library profession Assistance prioritizing professional responsibilities Guidance outside supervisory structure Increased sense of vision about career direction Guidance from a more experienced person Opportunity to share new insights in the field The value of library mentoring for mentee AGENDA Value of mentoring 6 Steps Resources and Models Questions

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Opportunity for service to the profession Develops leadership skills Perspective on the profession through new ideas and approaches Creates opportunities for sharing across departments The value of library mentoring for mentor AGENDA Value of mentoring 6 Steps Resources and Models Questions

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Contributes to: Stronger networks More flexible and empowered staff Enhanced learning culture Retention and job satisfaction The value of library mentoring for institution AGENDA Value of mentoring 6 Steps Resources and Models Questions

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of a basket of goods available in the new Anthony Brewton Liber Quarterly, @ Liber 2002 Food for Thought AGENDA Value of mentoring 6 Steps Resources and Models Questions

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Two types of mentoring Informal Formal Various formats One on one Group E Mentoring Peer Developing a Library Mentoring Program AGENDA Value of mentoring 6 Steps Resources and Models Questions

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1. Assess needs, organizational readiness and determine goals 2. Secure management support 3. Determine leadership/advocacy 4. Develop program 5. Roll out program 6. Evaluate 6 Steps AGENDA Value of mentoring 6 Steps Resources and Models Questions

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who are stake holders and what do they think? (surveys interviews staff meetings) who would benefit from mentoring (all employees; librarians; new are there issues a mentoring program will help address? Step 1 Assess Needs & Determine Goals AGENDA Value of mentoring 6 Steps Resources and Models Questions

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Needs Assessment Goals of the program Specific Measurable Attainable Relevant Time bound 1. What group do you propose to have mentored? 2. What are the target outcomes of the program? Step 1 Assess Needs & Determine Goals AGENDA Value of mentoring 6 Steps Resources and Models Questions

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Stakeholders Requires their support to move forward Provide formal documents for review even if in draft format Give general outline of program as envisioned Suggest next steps Ask for input Step 2 Secure Management Support AGENDA Value of mentoring 6 Steps Resources and Models Questions

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Individual Group Formal Committee Leadership and advocate role Clear vision of program Articulates benefits Champion through subsequent steps Step 3 Determine Leadership AGENDA Value of mentoring 6 Steps Resources and Models Questions

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Goals of program Eligibility to be a mentor Eligibility to be a mentee Mentor/mentee selection process Duration of mentoring relationship Formal feedback mechanism Formal mentoring agreement Training (mentor/mentee) Evaluation Step 4 Develop Key Program Components AGENDA Value of mentoring 6 Steps Resources and Models Questions

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Eligibility to be a mentor or mentee Link to goals of program Clearly stated How to become a mentor or mentee Form to request a mentor Form to apply to be a mentor Step 4 Develop Key Program Components AGENDA Value of mentoring 6 Steps Resources and Models Questions

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Mentor/mentee selection process: How will you pair mentors with mentees Who makes the decision Are the mentee and mentor involved in the selection How is decision communicated with mentoring pair Who keeps records Step 4 Develop Key Program Components AGENDA Value of mentoring 6 Steps Resources and Models Questions

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Duration of mentoring relationship Depends on goals of program How will the relationship end process communication Step 4 Develop Key Program Components AGENDA Value of mentoring 6 Steps Resources and Models Questions

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Formal feedback mechanism Periodic assessment Who is responsible for oversight Who is responsible for communicating with the mentoring pair Supporting dissolution of mentoring pair If pairing is not working Establishing a no blame approach Addressing issues Handling reassignment Step 4 Develop Key Program Components AGENDA Value of mentoring 6 Steps Resources and Models Questions

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Formal mentoring agreement Contact information Desired outcomes Communication Constructive feedback Confidential information What if the pairing is not working Commitment statement (mentor and mentee) Signature Step 4 Develop Key Program Components AGENDA Value of mentoring 6 Steps Resources and Models Questions

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Training/Workshops Overview of program Mentor/mentee training To be included: Historical mentoring and program Goals Expectations of mentor and mentee Good mentoring/mentee skills Issues Forms Step 4 Develop Key Program Components AGENDA Value of mentoring 6 Steps Resources and Models Questions

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Evaluation 2 types 1. Mentor/mentee How At what stages 2. Program covered in Step 6 How At what stages Step 4 Develop Key Program Components AGENDA Value of mentoring 6 Steps Resources and Models Questions

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Mentor/Mentee Evaluation Decide how and at what points you will assess the mentor/mentee relationship the questions should reflect the goals of the program Two types of questions: Informational Reflective Step 4 Develop Key Program Components AGENDA Value of mentoring 6 Steps Resources and Models Questions

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Mentor/Mentee Evaluation Informational questions are static and ask for data How many times did you meet? How satisfied were you with the mentorship? Very satisfied/Satisfied/Not satisfied What topics did you discuss? Is this relationship likely to continue beyond the formal mentoring program? Step 4 Develop Key Program Components AGENDA Value of mentoring 6 Steps Resources and Models Questions

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Mentor/Mentee Evaluation Reflective questions promote self review Write about what you consider the most positive part of your mentoring experience. Do you feel you are better prepared to handle the various parts of your job? Explain in detail. In what ways did the mentoring program most support you in your first year of employment? Step 4 Develop Key Program Components AGENDA Value of mentoring 6 Steps Resources and Models Questions

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Sample Mentor/Mentee Evaluations Library Association of the University of California http://library.ucr.edu/forms/f12f9g New Jersey Association of School Libraries http://www.njasl.org/documents/NJASLMentoringHandbook.pdf Southeastern Library Association http://selaonline.org/pdfs/evaluation.pdf Step 4 Develop Key Program Components AGENDA Value of mentoring 6 Steps Resources and Models Questions

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Information sessions historical perspective needs goals go to person overview of program forms & procedures Q&A Meet with mentors & mentees Workshops Step 5 Roll Out Program AGENDA Value of mentoring 6 Steps Resources and Models Questions

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6. Evaluate program as a whole tie to goals Mentors Mentees Supervisors Managers Directors Review goals Revise as needed Step 6 Evaluate Program AGENDA Value of mentoring 6 Steps Resources and Models Questions

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Resources and models available for library mentoring programs Trading Spaces Mentoring Program Utah State Library New Jersey Association of School Librarians Mentoring Handbook Maine State Library MentorME Program University of Florida Libraries Mentoring Program Rutgers University Staff Resources (section on mentoring) University of Maryland University Libraries Mentoring Program 21 st Century Librarian Mentoring Nebraska Library Commission Resources and Models AGENDA Value of mentoring 6 Steps Resources and Models Questions

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Mentoring Programs at ALA Library Leadership and Management Association (LLAMA) Association of College & Research Libraries (ACRL) New Member Round Table (NMRT) Mentoring Program (conference mentoring or career mentoring) Young Adults Library Services Association (YALSA) Mentoring Program Many others at ALA Wide Mentoring and Recruitment Efforts Resources and Models AGENDA Value of mentoring 6 Steps Resources and Models Questions

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Mentoring Programs ethnic associations, affiliates and caucuses: Black Caucus BCALA Spanish speaking and Latinos REFORMA (National Association) Chinese American Librarians Association CALA Asian Pacific American Librarians Association (APALA) American Indian Library Association (AILA) Resources and Models AGENDA Value of mentoring 6 Steps Resources and Models Questions

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Sunshine State Library Leadership Institute FACRL Mentoring Program Resources and Models AGENDA Value of mentoring 6 Steps Resources and Models Questions

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Questions? AGENDA Value of mentoring 6 Steps Resources and Models Questions

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Developing a Library Mentoring Program 6 steps to make it work Bonnie J. Smith Assistant Program Director for Human Resources University of Florida George A. Smathers Libraries NEFLIN November 2011 Thank you AGENDA Value of mentoring 6 Steps Resources and Models Questions