1. 11.00 am1B Professional Futures MR 10/11 Chair: Eleanor Whelan Yes, We’re Special – But How Special?: The Futures of Corporate Information Management Sue Myburgh Two Different Approaches to Mentoring New Library Information Professionals: Chardonnay or Shiraz Gillian Hallam & Carol Newton Smith

2. Two different approaches to mentoring new library and information professionals: Chardonnay or Shiraz? Dr Gillian Hallam, Queensland University of Technology Carol Newton-Smith, University of Western Australia Chris Gissing, ourbrisbane.com

3. WA ALIA GUMP

4. QUT/ALIA Program

5. Research Project

6. Methodology Literature review Surveys Individual interviews Focus groups

7. Who are the mentees? Queensland –25 mentees –12 responses to the survey Western Australia –15 mentees –10 responses to the survey

8. Profile of the mentees MF 19- 25 26- 30 31- 35 36- 40 41- 45 46- 50 51- 55 Qld391441101 WA282020321

9. Who are the mentors? Queensland –25 mentors –15 responses to the survey Western Australia –3 mentors –3 responses to the survey

10. Profile of the mentors MF 26- 30 31- 35 36- 40 41- 45 46- 50 51- 55 56- 60 61+ Qld51006131211 WA0311000100

11. Professional experience <5 years 5-10 years 10-15 years 15-20 years 20-25 years >25 years Qld143322 WA020100

12. Potential benefits to participants Career related factors Learning related factors Personal development factors

13. Career related factors for mentees Job application skills Confidence in working in the LIS profession Benefits of strong professional networks Awareness of career opportunities Development of a career plan Awareness of the role of the professional association Getting a job!

14. Career related factors for mentors Recognition of own LIS skills and experience Increased job satisfaction Challenging existing mental models Awareness of issues central to LIS education Better understanding of the skills of new graduates Further development of own LIS skills

15. Learning related factors for mentees Professional role model Learning from others’ experiences Gaining specific LIS skills and knowledge Establishing a practice of self-directed learning Identification of own training needs Reduced feelings of professional isolation

16. Learning related factors for mentors Learning from others’ experiences Development of skills in reflective practice Commitment to lifelong learning Reduced feelings of professional isolation

17. Personal development outcomes for mentees Personal and interpersonal skills, generic capabilities –Communication, Teamwork, Leadership, Self-management, Critical thinking Insights into the behaviour of others Challenging what they might become Self assurance in the face of new situations Motivation to succeed in an LIS career New friendships

18. Personal development outcomes for mentors Personal satisfaction in another’s development Insights into the behaviour of others Increased sense of self-worth Self-insight New friendships Oral communication

19. Benefits to individual mentees Being able to bounce off ideas/problems with a more experienced person was valuable The program offers a great opportunity for those of us who have just, or recently, entered the profession to gain insight and experience from those who know the ropes My mentor has helped me make some big decisions, as well as provide me with great suggestions on how to handle issues in my workplace

20. Benefits to individual mentors It’s interesting to see the profession from a different point of view This was an opportunity to challenge my own mental model: I now have a deeper understanding of a recent graduate’s experience, perceptions and expectations I have gained from my mentee’s technical tips and tricks I have gained a great new friendship

21. General outcomes

22. Community of practice for LIS mentoring WA Queensland Northern Territory South Australia Victoria

23. WA Shiraz

24. Queensland Chardonnay