MENTORSHIP , MENTORING, PEER AND MENTOR MOTIVATION OLANIKE K. - PowerPoint PPT Presentation

MENTORSHIP , MENTORING, PEER AND MENTOR MOTIVATION OLANIKE K. ADEYEMO, FCVSN, FAAS, FAS PROFESSOR OF AQUATIC EPIDEMIOLOGY AND TOXICOLOGY DEPARTMENT OF VETERINARY PUBLIC HEALTH AND PREVENTIVE MEDICINE UNIVERSITY OF IBADAN, NIGERIA November 6, 2017 1

HIGHLIGHT OF PRESENTATION •Defjnition of T erms •Understanding what mentoring is and the difgerent types of Mentorship •Understanding the responsibilities, key attributes, Best Practices In Mentoring, goals and benefjts of a mentor- mentee relationship •How are Universities faring with Mentorship: The case of University of Ibadan •Final Thought November 6, 2017 2

Defjnition of T erms • MENTORSHIP: a relationship in which a more experienced or more knowledgeable person helps to guide a less experienced or less knowledgeable person • MENTORING: the transfer and transmission of experience, viewpoints and expertise from one person to another • Generally touches personal and professional life • Helps the person to solve their problems or attain their goals • Can be one-time contact, or LT relationship, formal or informal • PEER: person who is equal to another in abilities, qualifjcations, age, background, and social status • MENTOR: a wise and trusted advisor our counselor – encourages Personal growth • MOTIVATION: the act or an instance of inspiring/inducing, or providing someone with a reason to act in a certain way November 6, 2017 3

Origin of “Mentor” • Homer’s Odyssey: Odysseus, king of Ithaca, placed his old friend (Mentor) in charge of his son (T elemachus) when he left for the Trojan war • The word Mentor evolved to mean trusted advisor, friend, teacher and wise person • “one who imparts wisdom to and shares knowledge with someone less experienced” November 6, 2017 4

EXPLORING MENTORING • Although reciprocal relationship, Mentoring is a fundamental form of human development where one person invests time, energy and personal know-how in assisting the growth and ability of another person. • T wo types of mentoring functions: • Career • Psychosocial November 6, 2017 5

EXPLORING MENTORING T wo types of mentoring functions:  Career  Psychosocial  Role-Modeling  Coaching  Acceptance and Affjrmation  Challenging assignments  Counseling  Exposure and visibility  Friendship  Protection November 6, 2017 6

Types Of Mentoring Informal Mentoring  Goals unspecifjed  Outcomes unknown  Access unstandardized  Mentees/Mentors self-select  Mentoring lasts a long time  No training/support  Organization benefjts indirectly November 6, 2017 7

We All Have Informal Mentors!  Good listener  Very experienced  Full of practical advice  Wiser – could point out pitfalls to you  T ook an interest in you  Non judgmental  Provided guidance November 6, 2017 8

Types of Mentoring Formal Mentoring:  Goals established  Outcomes measured  Access open to all who qualify  Mentees/Mentors matched  T raining and support provided  Mentoring time limited (9-12 months.)  Organization benefjts directly November 6, 2017 9

Formal Mentoring Programmes • Exists in Many Universities in Developed Countries For Women • AWARD Programme • GYA’s Women in Science Working Group’s Mentoring Programme For Men : ??????? November 6, 2017 10

Supervision versus Mentoring Mentoring  The Mentee’s Supervisor/HOD is not usually the mentor  Is focused on professional development that may be outside of the mentees’ area of work  Interest of the mentor is personal in that the focus is on the mentee to provide support both professionally and personally.  Relationship may be initiated by mentor, mentee and/or matched by the organization/others November 6, 2017 11

Key Mentoring Responsibilities Communication Content Mentoring – Research,  Establish expectations Education, Clinical  Frequency of meetings  Identify gaps in knowledge and  Listening skills skills  Prompt feedback  Identify training opportunities  Manage disagreements  Identify resources and confmict  Help formulate aims  Foster trust  Help design and develop plan to accomplish aims  Monitor progress November 6, 2017 12  Step aside to allow

Key Mentoring Responsibilities Career and Professional Psychosocial Support Development  Discuss work-life balance  Facilitate opportunities and  Efgective time connections management  Promote mentee in and out of  Demonstrate leadership institution skills  Help understand promotion  Encourage peer mentoring requirements and fjscal realities (often similar issues for  Help navigate the system colleagues at same level of training)  Model and instruct on ethical  Serve as role model behavior November 6, 2017 13

Some Key Elements of Mentoring  Commitment . Mentoring should not be “window dressing”, it requires the highest level of commitment  Goal Setting . Mentoring evaluation parameters including:  Quantity and quality of scholarly output,  Rate of promotion  Attraction of funding, awards, prizes  Successful nominations to professional society memberships/fellowships, etc  Ethical issues . Boundaries must be set for the relationship, exploring the issues around confjdentiality and trust, avoiding exploitation  Refmection . focused thought, focusing on developing the ways in which a mentee understand & respond to situation, develop and apply learning/corrections November 6, 2017 14

Dysfunctional Mentoring When the relationship does not work for one or more parties. • Problems develop when: • Interests of the parties change • Intrusion/over-involvement in another’s personal problems • Triangulation problem with others (mentor/mentee/supervisor) • Destructive tone of relationship (e.g., envy/jealousy; dependency/sufgocation; support/exploitation) November 6, 2017 15

Best Practices In Mentoring  Encourage personal refmection  Give constructive feedback and advice  Motivate mentees to set achievable goals  Demonstrate efgective questioning and active listening  Observe and using body language  Demonstrating empathy and alternative perspectives  Support, challenge, advise, empower, and inform • Effective confrontation techniques • Conflict resolution November 6, 2017 16

Lets practice some personal refmection: Which work zone are you in? COMFORT DEAD ZONE ZONE PANIC STRETCH ZONE ZONE November 6, 2017 17

Benefjts Of Mentoring To Mentees • Advice, guidance, and an insight into your work and career • Development of problem-solving skills • Encourages refmection and recognition of inherent abilities • Identifying areas for development and improving self confjdence • An informal network of professional contacts November 6, 2017 18

Benefjts Of Mentoring To Mentors • Develop and practice mentoring skills • Share the knowledge and experience gained • Opportunity to help others • Improve job satisfaction, motivation and enhance peer recognition • Encourage self-refmection November 6, 2017 19

Mentoring: Institutional Benefjts  Increased motivation  Stronger collaboration  Collegiality  Injection of innovative ideas  Overall effjciency November 6, 2017 20

Mentoring in the Academia: Functional Outcome  Orientation to the educator role  Integration into the academic community  Development of teaching, scholarship, and service skills  Leadership development November 6, 2017 21

TOPNOTCH MENTORING: A KEY TO CUTTING-EDGE RESEARCH FOR INSTITUTIONAL REPOSITIONING Olanike K. Adeyemo , Abel O. Olorunnisola and Samuel A. Agbede UNIVERSITY OF IBADAN November 6, 2017 22

Objective of the Study: • T o assess mentor-mentee relationship at the University of Ibadan, across difgerent disciplines and from the point of view of postgraduate students and academic stafg below the professorial cadre • Perception, knowledge and suggestions on what is required of a mentor were also explored. November 6, 2017 23

Material and Methods • A modifjed self-administered University of Illinois Center for Clinical and Translational Science Mentor Evaluation questionnaire (2008) was used to collect information from consenting respondents (PhD students, AL-SL) across disciplines: • Arts and Humanities • Science and T echnology • Education • Medical Sciences November 6, 2017 24

Method • Information was collected on impact of mentor-mentee relationship based on Mentees’: 1.Intellectual growth and development 2.Professional career development 3. Career progression November 6, 2017 25

Method • Information was also collected on mentors’ : 4. Provision of academic guidance 5. Role modelling 6. Personal communication, under which gender and cultural sensitivity were also considered • Data was analyzed with descriptive statistics November 6, 2017 26

RESUL TS • One hundred and seventy-two copies of the questionnaire were returned completed • Arts and Humanities, (30.2%) • Science and T echnology (31.4% ), • Medical sciences (33.7%) while • Education (4.6% ) November 6, 2017 27