nyama marsh director, whitefish bay public library …...twelve habits of the toxic mentor twelve...
TRANSCRIPT
Mentoring Program Orientation
Nyama Marsh
Director, Whitefish Bay Public Library (WI)
Outline • The LLAMA Mentoring Program
• Mentoring
• 2016-2017 Duos
• Expectations and Benefits
• Resources
• Best Practices
• Challenges
• Q and A
• References
Mentoring
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Mentoring is a collaborative, mutually beneficial partnership between a
Mentor (who possesses greater skills, knowledge and experience) and a
Mentee (who is looking to increase his or her skills, knowledge and
experience).
LLAMA Mentoring Program …is designed to encourage and nurture current and future
leaders and to develop and promote outstanding
leadership and management practices
2016-2017 LLAMA Mentoring
56 Duos
2016-17
30 Duos
2015-16
Purple =
Mentees
Green =
Mentors
2016-2017 LLAMA Mentoring
Around the World
Characteristics of this Year’s Duos
Mentors Mentees
Academic 51% 57%
Public 45% 34%
Special 0% 6%
School 4% 4%
Areas of Interest - Mentees
Areas of Interest - Mentors
5 Keys to Successful Mentoring 1. Communicate
2. Communicate
3. Communicate
4. Communicate
5. Communicate!
Successful Duos Get along well together
Mutually respect each other
Are committed to the relationship
Develop and agree upon a structure that includes:
Length (1 year for our purposes)
Frequency
Place of meetings
Regular review of progress and development
Understand motives and objectives
Give each other permission to try things
Maintain an optimistic outlook
Essential Attributes for Successful Outcomes Ability to listen, openness, and commitment
Time management/ self management skills
Assertiveness, realism, discretion
Knowledgeable, or able to find
Challenging, analytical, and evaluating
Ability to change and accept change
Motivated and able to demonstrate leadership
Able to identify opportunities
Honest, and able to give constructive advice
Peterson, 2005: Northern Territory Office, 1998
Drive your mentoring experience Manage how and what you learn
Build on strengths
Surpass comfort limits
Make the partnership a cornerstone
Let your mentor know your aims and how you feel you are progressing
Revisit growth goals periodically and set new directions as you achieve
initial targets
Solicit feedback from your mentor
Be introspective: ask how you impact others
Provide your mentor feedback on how to help you best
Perrone and Ambrose, 2005
Expectations of the Mentee
Expectations of the Mentor Excellence
Affirmation
Sponsorship
Be a teacher and coach
Encourage and support
Offer counsel
Protect when necessary
Stimulate growth with challenging assignments
Provide exposure/ visibility
Nurture creativity
Narrate growth and development
Self disclosure when appropriate
Teach faceting
Be an intentional model
Display dependability Johnson and Ridley, 2004
Benefits to the Mentor Learning
Opportunity to practice good developmental behaviors outside
direct line of responsibilities
Self awareness
Greater understanding of other areas of librarianship and / or other
cultures
Clutterbuck, 2003
Clarity
Non-threatening/Supportive environment
Improved networking
Practical advice
Opportunity to be challenged
Transfer of knowledge
Having a role model
Clutterbuck, 2003
Benefits to the Mentee
LLAMA Mentoring Committee Provide an enriching and valuable opportunity for
all parties
Communicate regularly
Offer solutions if duos are experiencing challenges
Ensure and maintain confidentiality
Seek your opinions via midway and final surveys
Participant Checklist Complete the mentor or mentee agreement forms
Consistently contribute to the duo relationship and
the program
Communicate regularly with one another
Ensure and maintain confidentiality
Communicate challenges to the committee
Complete surveys and feedback
Sidenote: Attend LLAMA soiree at ALA conferences.
Resources First meeting tool for mentors and mentees
Meeting tool, to help guide meetings
Twelve habits of the toxic mentor
Twelve habits of the toxic mentee
Other articles
A recording of this orientation
List of potential discussion topics
These materials were sent via email on July 25 from
[email protected]. If you did not receive
them, please email that address asap.
Best Practices: Email Be compulsive about regularly scheduled contacts
Pay attention to confidentiality
Discuss response time expectations
Send short, newsy emails
Always include your contact information
Decide together on email enhancements
Phillips-Jones, 2003
Best Practices: Phone Set up regularly scheduled meetings
Remove distractions
Call or be ready on time
Have an agenda, talking points, and questions
when you begin
Take notes or use the meeting form
Mentees send a summary of agreements
Make and receive spontaneous calls
Use voicemail for information encouragement and
appreciation
Phillips-Jones, 2003
Distance Mentoring Challenges Are you asking questions?
Are you communicating what you need?
Are you responding? (vacation? New job? Life happens?)
Did you change your contact info?
Be open and honest! Don’t be intimidated.
If something is not working for you, let your partner know.
Challenges Continued Figure out what works best for you and your partner – there is no
right or wrong way
Stay organized
Talk with the liaison team – let us know how you are doing.
