UB's Women in Leadership Pilot Program, 2007/2008 Evaluation ...

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Appendix 7 – Mentoring and Women in Leadership ProgramsPrepared by Angela Scollary (consultant for the WiL evaluation).What is mentoring?The origins of the word “mentor” can be found in the Greek myth of King Odysseus, who entrustedhis son Telemachus to his wise friend Mentor. Homer tells the story of how Mentor guidedTelemachus to develop greater self-confidence and maturity (Anderson & Shannon, 1995) 2 .Mentoring involving university staff usually follows the format as defined below:Mentoring is a workplace partnership between two people which gives employees theopportunity to share their professional and personal skills and experiences, and to grow anddevelop in the process. It is based upon encouragement, constructive comments, openness,mutual trust, respect and a willingness to learn and share. Typically, mentoring takes placebetween a more experienced and a less experienced employee (Office of Director of EqualOpportunity in Employment, Sydney 1997) 3 .Mentors can provide important support in guiding the careers of more junior staff byoffering on-the-job and career advice and access to both formal and informal networks andorganisational knowledge.Benefits of mentoringMentoring can benefit the mentee, the mentor and the organisation within which they work.Benefits to mentees may include:Developing new skillsIdentifying areas for professional growthMore strategic career planningGaining or increasing knowledge of organisational culture, structure and processesAccess to new networks and contactsFinding new ways to approach old problemsIncreased confidence in abilitiesIncreased job satisfactionEnhanced career opportunitiesBenefits to mentors may include:Developing skills in coaching, modelling, and listeningEnhanced self-esteem through recognition of professional abilitiesIncreasing organisational knowledge, especially from the viewpoint of the menteeDeveloping and demonstrating management skillsEnhancing leadership skillsGaining a sense of satisfaction in assisting a more junior colleague to developIncreased job satisfactionEnhancing interpersonal skillsThe benefits to an organisation in which mentoring relationships are encouraged andsupported include:Retention and development of talented staffCost effective way of developing employees' skillsDeveloping potential leaders internally with good organisational knowledge2Anderson, E. M. and Shannon, A.L. 1995, "Towards a Conceptualisation of Mentoring," in: T. Kerry. & A.S. Mayes. (eds.) Issuesin Mentoring. London: A.S. Routledge.3 Office of Director of Equal Opportunity in Employment, Sydney 1997http://www.eeo.nsw.gov.au/careers/mentorbook.htm24
Utilisation and advancement of staff within the organisationIncreased productivity from staff who feel motivated and supportedEnhanced relations amongst staff 4Why the need for Mentoring Programs for Women?Historically, women have had less access to mentors and mentoring relationships. Research onwomen and mentoring suggests that this is because those senior enough to take on the mentoringrole have traditionally been men and they have been more likely to choose younger men to mentor.(Quinlan, 1999) 5 .What do Women get from Mentoring?Specific benefits for women mentees have been identified as 6Understanding the politics of the organisation and how to get things done.Becoming more visible in the organisation by taking on special roles.Getting recognition for contributions other than one's normal job.Raising their profile in the organisation.Meeting influential people who can help.Planning and taking charge of one's own career development.Becoming more confident and optimistic about the future.Making lateral moves to expand current positions.These benefits complement and supplement the benefits of leadership development programs forwomen, reinforcing learning and promoting positive outcomes for participants. For example, theone-on-one interaction between mentors and mentees can supplement and extend the learningthat occurs in a group/workshop setting. Developing a relationship with a mentor also provides avaluable opportunity to extend participants’ networks into the broader organisational context.Mentoring Programs for Women in UniversitiesMany Universities now run formal mentoring programs alongside their annual women in leadershipinitiatives. The Staff Development for Women (SDFW) meeting in November 2007 reported that 17of the 32 programs being run for women staff in universities in 2007 contained a mentoringcomponent. 7Program Components of Staff Development for Women Initiatives 2007 by number of universitieswith such a Component4 Mentoring for Women at Monash: A Guide for Mentees and Mentors.www.adm.monash.edu.au/sss/equity-diversity/wlas/guide-for-mentees-and-mentors.html5 Quinlan, K. M. (1999) Enhancing mentoring and networking of junior academic women: what, why and how? Journal of HigherEducation Policy and Management, 21 (1), pp 31-42.6 McKenzie, Friends in High Places, 1995, pp22-37 http://www.osds.uwa.edu.au/__data/page/135548/LTessens_sector_overview_Nov07.pdf25
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Page 13 and 14: PROGRAM OUTCOMESPlease click on ‘
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