Howard Goldstein
Associate Dean for Research
September 10, 2013
Facilitating Success
among New Faculty:
Approaches to Mentoring
What is mentorship?
A journey into business, education,
and nursing literature
A mentor provides “a brain to
pick, a shoulder to cry on, and
a kick in the pants”
Josefowitz, 1980
Mentoring is a nurturing process
in which a more skilled or more experienced
person, serving as a role model, teaches,
sponsors, encourages, counsels, and befriends
a less skilled or less experienced person for
the purpose of promoting the latter’s
professional and/or personal development.
Mentoring functions are carried out within
the context of an ongoing, caring relationship
between the mentor and protégé.
(Anderson, 1987)
Mentoring Model
(Anderson & Shannon, 1988)
MENTORING
DISPOSITIONS
Opening Ourselves
MENTORING
DISPOSITIONS
Leading Incrementally
MENTORING RELATIONSHIP
• Role Model:
• Nurture:
• Care Giver :
X is a model for Y
X nurtures Y
X cares for Y
FUNCTIONS OF MENTORING
TEACH:
• model
• inform
• confirm/disconfirm
• prescribe
• question
SPONSOR:
• protect
• support
• promote
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ENCOURAGE:
• affirm
• inspire
• challenge
COUNSEL:
• listen
• probe
• clarity
• advise
MENTORING ACTIVITIES
Demonstrate lessons
Arrange for practice of skills
Observe and provide feedback
Arrange support meetings
Expressing Care and Concern
BEFRIEND:
• accept
• relate
ADVANTAGES TO PROTEGES
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Advice on career goals
Encouragement; build-self confidence
New or improved skills and knowledge
Models how to handle difficult situations
Provides opportunities and resources
Increased exposure and visibility
A bridge to maturity
The Appeal of Mentorship
• Mentoring can further own development
• Feelings of alienation could be alleviated if
there were more people like ourselves
• Belief that the nurturing of interest and
desire, and the development of skills are
most likely to be accomplished through close,
caring, productive relationships
• Proteges return investments through their
future contacts, advise, expertise, etc.
Potential Problems
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•
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Excessive time and energy commitments
Inappropriate choice of mentor or protégé
Unrealistic expectations
Expectations of protégé failure
Protégé’s feelings of inferiority
Unfair manipulation by a mentor or a
protégé
• Excessive jealousy from others
• Overdependence on mentors or protégés
Meerkat Roundup
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Weekly meeting with asst professors
Tenure prep or not
Accountability for writing projects
Feedback
Problem solving
Developmental Model of
Mentorship
Network Mentoring
• Mentors rarely are capable and
comfortable with all mentoring functions
• A network of mentors helps meet the
needs and provide diverse perspectives
• Potential for reciprocal and nonhierarchical relationships
• Combining new perspectives with
empowerment of networking likely to yield
more creative departures from status quo
The mentor takes the protégé under his/
her wing, invites the protégé into a new
occupational world, shows the protégé
around, imparts wisdom, cares, sponsors,
criticizes, and bestows his/her blessing.
The teaching and the sponsoring have
their values, but the blessing is the crucial
element.
Levinson, 1976
Reference
Goldstein, H. (1993). Perspectives on
research mentorship. In N.
Minghetti, J. Cooper, H. Goldstein, S.
Warren, & L. Olswang, (Eds.),
Research mentorship and training in
communication sciences and
disorders (pp. 51-66). Rockville, MD:
American Speech-Language-Hearing
Foundation.