new faculty mentoring at southern

 

Program Description

Mentoring is an important and effective resource in the orientation of new faculty.  Mentoring, which is derived from the Greek word meaning "enduring" symbolizes a relationship between an experienced person (a mentor) and a mentee or a protégé. The mentor provides guidance and support in a number of ways in order to help the mentee develop personally and professionally.  

Program Mission  

Southern is committed to innovative teaching strategies and to scholarship and creative activity that produces knowledge, refreshes faculty expertise, and amplifies teaching effectiveness. In keeping with that mission, the Mentoring Program aims to foster the professional development of new and junior faculty through the guidance, encouragement and support of seasoned faculty so they may be successful and productive members of the university community.

Program Goals

• To help new faculty adjust to the new environment

• Foster best practice in teaching and enhance productivity

• To help new faculty feel welcomed and part of the university community

• Create a support system for new faculty through networking

• Encourage collegiality by sharing knowledge and expertise

• Make new faculty aware of professional and personal opportunities available to them at Southern

Process    

Although the Faculty Mentoring Program is purely voluntary, participation in the program is strongly encouraged. Each year, new or junior faculty who wish to be assigned mentors submit a Mentee Profile Form to Faculty Development. Senior faculty, who wish to serve as mentors, submit a Mentor Profile Form. The Mentoring Committee pairs mentors and mentees based on the profiles. A new faculty member is partnered with a more seasoned faculty member. Mentoring pairs generally belong to different departments but requests for mentoring partners from the same department are honored. A mentee or protégé may also have an informal mentor from the same department and an assigned or formal mentor from another department.

Time Factor

There are no specified meeting times for the mentoring pairs but informal get-togethers are held at least once every semester to facilitate meetings. A kick-off meeting at the beginning of the semester enables mentors and mentees to meet face-to-face and agree on a mentoring plan for the academic year. The mentoring relationship may terminate at the end of the academic year once the protégé has reached a comfort level or could continue if the mentoring relationship develops into a strong friendship. In order for a mentoring relationship to be successful, face-to-face meetings are encouraged. The time commitment depends on each mentoring pair. Research shows that mentoring relationships in which pairs meet often tend to be more successful than others. While face-to-face interactions are very helpful, email and telephone sessions can be effective as well. In the past, mentors and mentees have

• Met face to face anywhere from one to a dozen times or more

• Have talked on the phone, and/or corresponded by email

 

Program Highlights

• Annual kick-off meeting where mentors and mentees first meet and greet each other

• Mid-semster coffee break

• End-of-the-semester luncheon

• Annual mentoring luncheon 

• Mentoring-related workshops

• Recognition of mentors and mentees

 

Importance of Mentoring

Mentoring helps the institution

• Develop future leaders

• Improve its image and its social responsibility within the community

• Achieve strategic business goals

• Retain excellent faculty members

 

Mentoring helps mentors

• Share successes and challenges of their careers

• Feel a sense of satisfaction and personal fulfillment

• Build a new awareness of issues facing colleagues

• Better understand the needs and workings of another department

• Expand leadership capabilities

 

Mentoring helps mentees

• Gain an advocate and trusted friend

• Get adjusted quickly to the culture of the university

• Support professional growth and renewal

• Learn how to balance teaching, research, service and other responsibilities

• Build a circle of friends and contacts within the university

• Gain job satisfaction and feel a valued member of the community

• Become future leaders

 

Mentor responsibilities

A good mentor is someone who

• Is caring and assists with the mentee's career growth

• Teaches networking skills and helps mentee establish relationships with key players in the university

• Is an active listener and provides feedback when necessary

• Is an honest, sincere and willing communicator who shares knowledge and experience

• Helps build self-confidence and offers encouragement through positive comments and support

• A good role model who teaches by example

• A wise counselor and a responsible professional

• Is committed and makes time for mentoring

 

Mentee responsibilities

A good mentee is someone who

• Is receptive to feedback and guidance

• Actively seeks opportunities to learn

• Is appreciative of the coaching and counseling

• Regularly attends programs geared towards orientation of new faculty

• Is enthusiastic and committed to mentoring

 

If you would like more information or would like to participate in the New Faculty mentoring Program, please contact Winnie Shyam, Program Coordinator, at shyamw1@southernct.edu.