What Is a Characteristic of a Successful Formal Mentoring Program

We intentionally reviewed 15 of the upcoming 2015 cohorts of the NATA Foundation`s mentorship program to include active participants in a formal mentorship program that we could take throughout the duration of the program. The mentorship program included specific inclusion criteria for participants to be eligible for the program; Therefore, the eligibility criteria for our study were identical to those in these guidelines.17 Inclusion criteria for mentees included completion of doctoral training, work in a faculty position with research responsibilities, academic rank as an assistant professor, first authorship of a research publication, current NATA member, and certified athletic coach. The inclusion criteria for mentors were the same as for mentees, but with a higher academic rank than the assistant professor. The NATA Foundation provided contact information for the 2015 cohort of 6 mentors and 6 mentees. Ten people (6 mentees, 4 mentors) agreed to participate, including 4 men and 6 women. Mentees had an average of 3 ± 4 years in their current faculty position, and mentors had an average of 10 ± 3 years of experience as a faculty member. Detailed demographic information on participants is presented in Table 2. We used phenomenological and qualitative design to guide our research study. Phenomenological design allowed us to explore the topic of formal mentoring from the perspective of those who participated in formal mentoring experiences.15 We also looked at formal mentoring experiences over the course of a longitudinal year to understand participants` experiences throughout the experience. This study was part of a larger study that examined the NATA Foundation`s 2015 cohort of research mentors.16 Six mentees (4 women and 2 men with 3 ± 4 years in their current faculty position) and 4 mentors (2 women and 2 men with an average of 10 ± 3 years in their current faculty position) participating in the 2015 cohort of the National Foundation`s Mentorship Program.

Athletic Trainers` Association. Participants had a telephone interview before the start of the mentoring program and a post-program interview 11 months later. Participants also completed 3 online structured reviews in 3-month increments during their participation in the program. Two researchers independently analysed interview and review data using a phenomenological approach. To improve reliability, we used peer review and pilot testing of interview guides, member audits, and triangulation of multiple analysts. These are the characteristics to look for for employees who are invited or assigned to the official coaching of new employees or employees who are new to a department or job. These required qualities are somewhat different in an informal mentoring relationship that develops casually between two people or a higher-level employee and the new employee – both types of mentoring begin with these needs and qualities. Our participants mentioned that working together has transformed the mentoring relationship into a mutually beneficial experience. When collaborating on research-related activities, mentors described the experience as reciprocal rather than hierarchical. Greg, a mentor, described in his first interview that he hoped to work with his mentee: Some mentees have found that they can improve their time for the mentoring relationship. Arnold said in his last interview: “It`s definitely something I probably didn`t take full advantage of..

When the main load of the semester really started, I more or less likely could have accomplished more than I did and used the program more. Rachel commented in her December diary: “My mentor is great! I have to do a better job of communicating with him and using him. I was trapped in my own tasks and wasn`t good at communicating with him and using him as a resource. Adrienne, a mentee who was generally not satisfied with her mentoring experience, simply said, “I took out what I put into it,” acknowledging her lack of commitment to the mentoring experience. Offering essential tools and resources that complement and support mentoring couples is another clear indicator of a strong mentoring program. Education and learning are essential to continued growth, which is why Menttium offers monthly business training webinars for our program participants. We focus on topics that are relevant to aspiring leaders and high-performing business people. Each session features a mentor who shares their personal experiences with the topic of interest. These webinars can also provide a great topic for discussion for mentors and mentees in a personal setting, allowing them to deepen their knowledge.

Insala has years of experience in developing all kinds of mentoring programs with software. If you need help getting started with your mentorship program or more information, request a demo today. Gone are the days when assigning an informal friend to a new employee`s mentor meant going out for lunch and teaching the employee a few lessons about success at work. These buddies usually had no mentoring training and they had no idea of their overall responsibility in onboarding the new employee. Our data showed that participants appreciated different humanistic qualities in their mentor/mentee, which helped foster an enjoyable and productive mentoring experience. These humanistic qualities are divided into two categories: accessibility and personal congruence. If there`s one thing employees are looking for in their company, it`s career development opportunities, whether it`s continuing education or a solid internal program. An effective mentoring program encourages participants to grow professionally and progress within a company. Mentoring programs are the perfect opportunity to invest in key talent and turn them into confident leaders. Mentors can help their mentees develop the skills they need to overcome the challenges and successes they will face in the workplace. Provide the couple with general information about the program`s mission and tools for success (e.g.B.

“Mentor Checklist”). Ultimately, mentoring should never be static, as it is constantly changing and evolving with each new partnership. Measurable results help you continually expand your mentoring program. This can be done in a variety of ways, para. B example by conducting surveys at different points in the program or by following the career trajectories of former participants and comparing them to those of non-participants. The results of a successful mentoring program – increased employee satisfaction, engagement and retention – should speak for themselves. Timeline for participation in research studies and mentorship programs. Abbreviation: NATA, National Athletic Trainers` Association. Invest in the relationship on a personal and professional level. Establishing a shared bond and a personal connection can enhance the professional relationship and foster engagement with the mentoring experience. For our participants, frequent communication was essential to an effective mentoring relationship, and collaboration encouraged regular communication.

The format and frequency of communication varied between couples, but scheduling regular interactions facilitated a productive relationship. Arnold, a mentee, noted at the beginning of his September diary that it was “easy to schedule meetings and talk to my mentor.” He echoed this sentiment in December, explaining: Effective mentoring traits among mentors and mentees in a formal mentoring program. That`s how I see it right now, to be honest. I don`t really see myself as their mentor. I see myself as her colleague working with her on projects and things like that. The purpose of mentoring in higher education is generally understood, but generally focuses on informal mentoring relationships.2,7,10 Informal mentoring relationships often develop when a more experienced person seeks a less experienced protégé to give advice and serve as a role model.9,11 Informal mentoring often develops organically and stems from common interests and commonalities. including personal and professional goals. .

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