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The Art of Mentoring and Staff Development
Presented by:Kay W. Soltis
Director of Financial AidPacific Lutheran University
Staff Development, Mentoring or Succession
Where are you in your career
• At the Beginning of your career
• Promotion/Advancement
• Looking forward to Retirement
Staff Development
• At the beginning
Become well versed in your responsibilities
Stretch yourself
Volunteer for your professional organization
How does one prepare for this?
• TrainingProgrammaticProfessional Development
• CoachingDefinition - Coaching is a collaboration in which the
person being coached (coachee) defines the agenda and the coach serves as a committed listener, active inquirer and instrument of change.
• MentoringDefinition – Coaching and copying – this is one
time plagiarizing is a good thing, what you are trying to do is learn from the mentor the talents you would like to emulate.
Mentor
• Defines as the process by which “experienced people who go out of their way to 1 help you clarify your vision and personal goals and 2 build skills to reach them” It is a relationship of influence, of moving forward in ways that simple book learning, training manuals and static leadership concepts cannot achieve. A critical first step in maximizing this powerful tool is pairing people in mentoring relationships that work. (The mentoring Match; Finding the perfect pairing by Liz Selzer, Ph.D; CW Bulletin)
Mentoring Quote
Mentoring is a brain to pick, an ear to listen, and a push in the right direction. ~ John C. Crosby
I’ve learned that people will forget what you said, people will forget what you did, but people will never forget how you made them feel. ~ Maya Angelou
Benefits to a Mentor
• What kind of attributes should one look for in a mentor
Someone in the corporation that is well respected,Gets things doneAvailabilityExperienceTrustAttitudeMaturityHonestyGood Listener willing to give guidance to the mentee to problem solve and develop confidence and reinforces analytical
skills
Benefits for Mentee
• Supportive system
• Internal view on how to control your career
• Opportunity to see diverse perspective and experiences
• Learn good communications skills - give and take
• Commit to constructive feedback
• Set goals and review on a regular basis
Benefits to the Organization
• Contributes to a positive climate and a clear understanding of professional responsibilities and expectations
• May increase employee satisfaction and retention by allowing a new employee to feel part of the organization
• Allows for improved job performance, adds to faster learning all resulting a better trained staff
Finding a Mentor
• Does your institution have a formal mentoring program?
• How about your college alma mater?
• Other organizations you may be associated with
• If so these formal programs normally have a process to match mentee with mentors
Finding a Mentor on your Own
• Identify someone you admire and respect
• Decide what you hope to gain/need in a mentor
• What characteristics your looking for in a mentor
• Ask around including co-workers and subordinates for input
What to look for in a Mentor
• Someone you can respect
• Look for a role model
• Honesty
• Sense of humor
• Good listening skills
• Offer feedback /constructive criticism
• Positive upbeat attitude
What do mentors do?
• Help assess your strengths and weaknesses
• Help you develop skills for success and long range career plan
• Foster your sense of belonging with the institution
• Help you navigate the company culture and politics
Succession
• How to prepare for succession
• Qualities for succession vary based on position
Summary
• Art of Mentoring
• Professional Development
• Succession Plan
• Questions
Questions
Contact Information:
Kay W. Soltis
Pacific Lutheran University
E-mail: [email protected]
Telephone: 253-535-8725
