1. Making the Most of Mentoring ATEM PROFESSIONAL DEVELOPMENT WORKSHOP
Lauren Reader and Stephanie Do Carmo, ATEM Institutional Coordinators
Tuesday 24 July 2018

2. 1: Why Mentoring in HE? 2: Panel Discussion
Dr Narelle Tunstall, Centre Manager, ARC Centre for Personalised Therapeutics Technologies, MDHS
2: Panel Discussion
Angela Grant, Senior Consultant, Capability Development, Finance and Employee Services
Devika Fernando, Resources Manager, Academic Services and Registrar, University Services
Rory McNeice, Corporate Liaison Officer, Research, Innovation and Commercialisation (RIC)
Justine Block, Manager, Graduate Services and Careers, Melbourne Law School

3. Should I get a mentor?? Why do I want a Mentor?
What personal/professional goals do I have that a Mentor could help with?
Do I have any specific learning objectives?
Do I know my major strengths and areas of growth?
What might a Mentor need to know about my background or me?
First mentor at ANU – did not take advantage!! Registrar of the Uni, didn’t realise how important she was.

4. Types of mentoring… Traditional vs Modern Formal vs Informal
Traditionally, mentoring was a hierarchical relationship involving “wisdom" transmitted from "master" to "apprentice"…. (aka the mini-me model!)
Traditional vs Modern
Formal vs Informal
Individual vs Transformational (Bifocal)
Modern mentoring relationships are based more on a mutual, equal and collaborative learning alliance.
(Zachary, 2000)
Traditional = a wise senior who dispensed wisdom, knowledge and advice to a grateful but essentially POWERLESS junior vs Modern = mentors usually have experience at senior management level, and have a broad knowledge of organisational structure, policies and culture. Mentors convey and instil the standards, norms and values of the organisation. MUTUAL!

5. Why mentoring in HE?
Career Advancement
Gender equity
Culture change…

6. Why mentoring in HE?
Career Advancement
Gender equity
Culture change…

7. Mentoring Programs for Women
Two main explanations cited for under-representation of women in senior roles:
a lower level of advancement in women’s careers (e.g. research track record reduced due to breaks which is detrimental to promotion) compared to their male counterparts, and
a lack of networking opportunities (informal information and advice for career advancement).
Well designed Mentoring Programs can provide:
A mutual learning opportunity to build knowledge and skills, to boost productivity and performance, discovery and utilization of talents, leading to career progression.
Importantly, increases opportunities for building networks across the university and sector (with the matching of mentors and mentees and networking sessions) but also through initial training and follow up support activities.
Professional and academic programs

8. But if you’re going our on your own…
Think about the role of a Mentor:
Supervisor/Manager ?
Coach ?
Friend ?
Mentorship
Sponsorship
Think about the role of a Mentee:
Be prepared, be active
Negotiate type of mentoring
Drive the agenda, set goals
Bring issues for discussion
Giving and receiving feedback

9. Mentoring Models differ but some tips for developmental mentoring:
Always: Sometimes: Never:
Listening with empathy Using coaching behaviour Discipline
Sharing experience Using counselling behaviour Appraisal
Mutual learning Challenging assumptions Assessment for a third party
Professional friendship Being a role model Supervision
Developing insight through reflection Opening doors
Being a sounding-board
Encouraging
Megginson & Clutterbuck, 1995

10. Some structural tips: Keep notes – have a special journal
Meet regularly – minimum monthly for 1.5hrs in a formal program
Meet where there is privacy, rotate location
Book dates early on if possible – try not to cancel!
Plan ‘activities’ – shadowing, tours, visits, etc.
Linda Betts & Associates

11. Questions?

12. Panel Discussion
Angela Grant, Senior Consultant, Capability Development, Finance and Employee Services
Devika Fernando, Resources Manager, Academic Services and Registrar, University Services
Rory McNeice, Corporate Liaison Officer, Research, Innovation and Commercialisation (RIC)
Justine Block, Manager, Graduate Services and Careers, Melbourne Law School

13. Questions?

14. Alumni-Student Mentoring Opportunities

15. Upcoming Events Next ATEM Social (coffee catch up) – 17 August
University of Melbourne Professional Staff Conference – Wednesday 5 September
Next Career Conversation: Elizabeth Capp, Director, Academic Strategy, Chancellery – Tuesday 11 September
Tertiary Education Management Conference (TEMC): 9-13 September in Perth (