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Mentoring – Just for Us Rosemary Hays-Thomas, PhD, SPHR UWF ADVANCE January 14, 2013
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”
Mentoring: multiple, formal/informal, peer Most research in business – unconnected
with STEM mentoring advice!
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
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!
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!)
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
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)
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
Outcomes of (self-reported) Mentoring in Business Settings
Higher salaries More career progression More reported organizational influence More satisfaction with pay and benefits But........
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.....
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)
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
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
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
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
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
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!”– ????
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
Plans......
“Psychological contract” negotiated by partners at initiation
Expected time duration and Legitimacy of termination by either partner Evaluation of outcomes for both partners
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?
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 [email protected] and we will connect you with someone who can help!
The Experts
Dr. Susan Walch- School of Psychological and Behavioral Sciences
Area of mentoring: University Policies Email: [email protected] Dr. Robert Philen- Anthropology Areas of mentoring: Committee Governance,
University Service, Tenure and Promotion guidelines, IRB process
Email: [email protected]
More experts....
Dr. Ron Belter- School of Psychological and Behavioral Sciences
Area of mentoring: Sabbatical application process
Email: [email protected] Hedi Salanki-Rubardt- Music Area of mentoring: Teaching Email: [email protected]
More Experts...
Dr. Jane Caffrey- Biology Area of mentoring: Grant funding Email: [email protected] Dr. Hui-Min Chung- Biology Area of mentoring: Applying for campus awards, Grant
application procedure and forms, How the sabbatical process works
Email: [email protected] *Dr. Chung will be on sabbatical during Spring of 2013 and will
have limited email access
Find Our Experts at
http://uwf.edu/advance/mentoring/hotline/ (With photos!)
