1. NASP Mentor Training Webinar
Celeste Malone, Co-Chair
Chase McCullum, Member
Leadership Development Committee

2. What Does Mentoring Mean?
Mentoring can be defined as… “A professional relationship in which an experienced person (the mentor) assists another (the mentee) in developing specific skills and knowledge that will enhance the less-experienced person’s professional and personal growth.”
Taken from:

3. Mentoring Functions
Career Functions – help the mentee learn the ropes and prepare for career advancement
Coaching, Challenging assignments, Exposure and visibility, Protection
Psychosocial Functions – help the mentee develop a sense of competence and clarity of identity
Role-modeling, Acceptance and confirmation, Counseling, Friendship

4. New delegates have been matched with selected experienced leaders for…
“Mentoring is designed to support and encourage people to manage their own learning in order that they may maximize their potential, develop their skills, improve their performance and become the person they want to be.” – Eric Parsloe, The Oxford School of Teaching and Mentoring
New delegates have been matched with selected experienced leaders for…
A “go-to” person to answer questions about leader responsibilities and activities
Continuity of support
LDC Mentoring Support – Celeste Malone:

5. Mentoring Expectations
Minimum of quarterly check ups through phone, , or video chat (e.g., Skype, Zoom)
Mentors will be available to respond to s from their mentees in a timely manner
Mentees participate in mid-year and end-of-year progress checks
Leadership Development Co-Chair will provide structured support and follow-up initially

6. Let’s Talk About Mentoring…
Why did you agree to serve as a mentor?
What does it mean for you to be a mentor?
What qualities, characteristics, or areas of knowledge do you feel you bring to the table that could make you an effective mentor?

7. Stages of Mentoring Initiation Stage Cultivation Stage
Primary stage of learning and development
Emphasis on mentoring functions: career development and psychosocial
Separation Stage
Redefinition Stage

8. Mentee Needs Guidance in a general or specific professional area
Opportunity to dialogue about questions or issues that arise
Broad guidance for leadership development
Ethical and professional conduct guidance
Assistance in navigating professional settings, institutions, structures, and politics
Professional identity guidance development

9. Leadership Mentoring
Helps mentees become more comfortable in their roles as leaders
Fosters teamwork and motivation and helps to increase the competence levels of the mentee
Benefits to mentors
Extrinsic  networking, enhanced professional recognition when their mentees perform well
Intrinsic  career satisfaction, rejuvenation of creativity from collaboration with mentees

10. Roles and Characteristics of Mentors
Acts as an experienced role model
Provides acceptance, encouragement, and moral support
Provides wisdom, advice, counsel, and coaching
Acts as a sponsor in professional organization and supports networking efforts
Assists with the navigation of professional settings, institutions, structures, and politics

11. Roles and Characteristics of Mentors
Facilitates professional development
Challenges and encourages appropriately to facilitate growth
Enjoys the opportunity to pass on wisdom and knowledge and to collaborate with early career professionals
Assists in connecting mentees to association resources

12. Clarifying Mentor/Mentee Expectations
What do you both hope to gain from this relationship?
Communication norms and styles
Use of multiple communication platforms
Frequency of communication
Setting mentoring goals
SMART goals

13. Suggested Mentoring Activities
No expectation of “formal” mentor activities, but, instead, focus on relationship building
New leader mentor interview
NASP leader self-check
Regular, ongoing communication

14. Advice to Mentors
Recognize that your mentee may not be comfortable asking for help
Break the ice by sharing some of your own experiences and mis-steps
Stay in your zone of expertise/experience
Extend your mentee’s developmental network by suggesting additional mentors to address unique needs

15. Questions, Comments, Concerns?