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Mentorship is a catalyst capable of unleashing one's potential for discovery, curiosity, and participation in STEMM and subsequently improving the training environment in which that STEMM potential is fostered. Mentoring relationships provide developmental spaces in which students' STEMM skills are honed and pathways into STEMM fields can be discovered. Because mentorship can be so influential in shaping the future STEMM workforce, its occurrence should not be left to chance or idiosyncratic implementation. There is a gap between what we know about effective mentoring and how it is practiced in higher education. The Science of Effective Mentorship in STEMM studies mentoring programs and practices at the undergraduate and graduate levels. It explores the importance of mentorship, the science of mentoring relationships, mentorship of underrepresented students in STEMM, mentorship structures and behaviors, and institutional cultures that support mentorship. This report and its complementary interactive guide present insights on effective programs and practices that can be adopted and adapted by institutions, departments, and individual faculty members.
NOTE FROM THE AUTHOR Understanding how to find mentors and how to leverage mentors is probably the single most underrated career skill. People know they should have mentors. They tell themselves they should work on that. But for most of us, getting a mentor doesn’t reach the top of our to do list. I have compiled these blog posts with the hope that after you read them, you will put getting a mentor at the top of your list. It’s not something that is just a phone call. It’s a process, and like all big goals, you need to work on it a little bit each day. You are probably thinking: What do I DO each day in order to get a mentor? You’ll find the answer to that question right here, so keep reading.There are three pieces to the mentor problem. The first is making yourself believe that your career will never take off if you don’t have good mentors. The next thing is you need to be able to rope in a mentor. Or three, really. Most people need three good mentors at any given time. The next problem is how do you ask the right questions of a mentor so you keep the mentor engaged and feeling useful. I have had many mentors throughout my career. Some were accidental and some were people I stalked for years. Some were people I hired (career coaches can be a stand-in for a mentor) and some were people I fired (you can learn a lot from someone you fire because they know how you can be a better boss!). I hope this set of blog posts will show you a path to making your career more fulfilling and inspiring by surrounding yourself with people who enjoy helping you. Good luck! Penelope BOOK EXCERPT Why You Need a Mentor Now Of course a good education and talent are keys to building a successful career, but for most people, school is over and the parameters of their talent were set on the day they were born. So what can you do now to get ahead? Get a mentor. In fact, get a stable of mentors for guidance on multiple aspects of your career. “Executives who have had mentors have earned more money at a younger age,” writes Gerard Roche, senior chairman at the recruiting firm Heidrick & Struggles. Additionally, his research shows “those who have had mentors are happier with their career progress and derive greater pleasure from their work.” The majority of executives had mentors in their first five years of their career. But finding a mentor is not easy. For a lucky few, mentors can be found through a privileged network of relatives, family friends or your parents' business associates. For everyone else, the search requires patience, a clear focus and the self-confidence to be a nudge. “Not everyone can depend on nepotism,” says Alisyn Camerota, New York-based correspondent for Fox News. “I got where I am by turning reluctant people into active mentors.” The easiest way to create allies is to build a reputation as an overachiever. That's what Camerota did during an internship early on in her career at a Washington, D.C.-based news bureau. After earning the respect of her boss throughout the summer, she came to rely on her for advice and support. Eventually Camerota felt empowered enough to walk into her office and say, “My internship ends in a week and I don’t have a job. Can I have all your contacts?” She said yes. Camerota copied the whole Rolodex onto a legal pad by hand and cold called the contacts until someone agreed to interview her. Those calls later led to a full-time job. Buy the Book to Read More!
This book introduces the concept of critical mentoring, presenting its theoretical and empirical foundations, and providing telling examples of what it looks like in practice, and what it can achieve. At this juncture when the demographics of our schools and colleges are rapidly changing, critical mentoring provides mentors with a new and essential transformational practice that challenges deficit-based notions of protégés, questions their forced adaptation to dominant ideology, counters the marginalization and minoritization of young people of color, and endows them with voice, power and choice to achieve in society while validating their culture and values.Critical mentoring places youth at the center of the process, challenging norms of adult and institutional authority and notions of saviorism to create collaborative partnerships with youth and communities that recognize there are multiple sources of expertise and knowledge. Torie Weiston-Serdan outlines the underlying foundations of critical race theory, cultural competence and intersectionality, describes how collaborative mentoring works in practice in terms of dispositions and structures, and addresses the implications of rethinking about the purposes and delivery of mentoring services, both for mentors themselves and the organizations for which they work. Each chapter ends with a set of salient questions to ask and key actions to take. These are meant to move the reader from thought to action and provide a basis for discussion.This book offers strategies that are immediately applicable and will create a process that is participatory, emancipatory and transformative.
Written to reflect the realities of todays business environment, Power Mentoring is a nuts-and-bolts guide for anyone who wants to create a connection with a protg or mentor, or to improve a current mentoring relationship. Filled with illustrative examples and candid insights from fifty of America'smost successful mentors and protgs, Power Mentoring unlocks the secrets of great mentoring relationships and shows how anyone (including those who are well established in their careers, or those who are just starting out) can become a successful mentor or protg. Based on compelling interviews from Ellen Ensher and Susan Murphys own research, this important resource explains what it takes to develop a power mentoring network consisting of a variety of mentors across a range of organizations and industries. The authors provide strategies for establishing suchpower mentoring relationships, outline the best practices, and offer insights from mentors and protgs in a variety of fields including technology, politics, and the media.
This first comprehensive guide to helping mentors and mentees bridge gaps between and among cultures—a growing issue in today's diverse workplace—is coauthored by the founder and CEO of the Center for Mentoring Excellence. As the workplace has become more diverse, mentoring has become more challenging. Mentors and mentees may come from very different backgrounds and have limited understanding of each other's cultures and outlooks. But mentoring remains the most powerful tool for creating meaningful relationships, furthering professional development, and increasing engagement and retention. Younger workers and emerging leaders in particular are demanding it. Lisa Z. Fain and Lois J. Zachary offer a timely, evidence-based, practical guide for helping mentors develop the level of cultural competency needed to bridge differences. Firmly rooted in Zachary's well-known four-part mentoring model, the book uses three fictional scenarios featuring three pairs of diverse mentors and mentees to illustrate how key concepts can play out in real life. It offers an array of accessible tools and strategies designed to help you increase your self-awareness and prepare you to embrace and leverage differences in your mentoring relationships. But beyond tips and techniques, Fain and Zachary emphasize that authenticity is the key—the ultimate purpose of this book is to help the mentor and mentee make a genuine connection and learn from each other. That's when the magic really happens.
Thoughtful and rich with advice, The Mentor's Guide explores the critical process of mentoring and presents practical tools for facilitating the experience from beginning to end. Now managers, teachers, and leaders from any career, professional, or educational setting can successfully navigate the learning journey by using the hands-on worksheets and exercises in this unique resource. Readers will learn how to: Assess their readiness to become a mentor Establish the relationship Set appropriate goals Monitor progress and achievement Avoid common pitfalls Bring the relationship to a natural conclusion "The greatest gift one can give, other than love, is to help another learn! Every leader who cares about nurturing talent and facilitating excellence will find this book a joy to read and a jewel to share." --Chip R. Bell, author of Managers as Mentors
The bestselling co-author of the legendary The One Minute Manager® and a former Twitter executive join forces to create the ultimate guide to creating powerful mentoring relationships While most people agree that having a mentor is a good thing, they don’t know how to find one or use one. And despite widespread approval for the idea of being a mentor, most people don’t think they have the time or skills to do so. Positive mentoring relationships can change the way we lead and help us succeed. In One Minute Mentoring, legendary management guru Ken Blanchard and Claire Diaz-Ortiz, a former Twitter executive and early employee, combine their knowledge to provide a systematic approach to intergenerational mentoring, giving readers great insight into the power and influence of mentoring and encouraging them to pursue their own mentoring relationships. Using his classic parable format, Blanchard explains why developing effective communication and relationships across generations can be a tremendous opportunity for companies and individuals alike. One Minute Mentoring is the go-to source for learning why mentoring is the secret ingredient to professional and personal success.
The UCLA Bruins coach pays tribute to the individuals who helped foster the values that shaped his career, and shares interviews with people he mentored throughout the years, including Kareem Abdul-Jabbar and Bill Walton.
[This book] provides an overview of current principles and practices for mentoring and developing IT professionals in higher education. Edited by EDUCAUSE Vice President Cynthia Golden and written by top leaders in the industry who have distinguished themselves and their organizations for sharpening others' skills, institutional savvy, and ability to lead, the book's chapters are organized into two sections: the organizational perspective and the individual perspective. In addition, the online site for the book will have exclusive audio interviews with CIOs and other senior IT leaders in higher education who give advice for future leaders and talk about how they overcame challenges and moved ahead in their own careers.
Life-changing wisdom from 130 of the world's highest achievers in short, action-packed pieces, featuring inspiring quotes, life lessons, career guidance, personal anecdotes, and other advice