Background
A recommendation from the final report of the Women’s
Initiative in the Fall of 2003 was to support the development
of mentoring relationships for all members of the Duke community.
This web site, ongoing mentoring events, and open enrollment
workshops for mentors and mentees respond to that recommendation.
What a mentor is ...
A mentor is a trusted friend, advisor and teacher. Mentoring
is a form of development where one person shares knowledge,
insight, perspective and wisdom to help another individual
reach his or her fullest potential.
A mentor is person-focused. The mentee can pick and
choose what he or she will do without a specific performance
component. Mentors are a source of information about
an organization’s mission and goals. They provide
insight into organizational culture and how to function effectively
within that cultural context. Mentors are confidants
who provide coaching and feedback, and who can assist with
career planning and development.
What a mentor is not …
- A coach. A coach is job-focused, helping an individual do and be the best they can within the context of a job.
- A supervisor: A supervisor is results focused – how to get the most productivity out of an individual.
The Mentee
Mentees should have a significant and proactive role in any
mentoring relationship. Mentees are responsible for
their own growth and development and need to show a degree
of initiative in beginning and sustaining a mentoring relationship.
Mentees need to demonstrate growth potential and are receptive
to coaching and feedback. The key to being an effective
mentee is a commitment to life-long learning.
A 1999 study by Starcevich and Friend reported what mentees
gained from a mentoring relationship. Mentees stated
that their mentor:
- Listened and understood me
- Challenged me
- Coached me
- Built my self-confidence
- Was a wise counsel
- Taught by example
- Was a role model
- Offered encouragement
Formal versus Informal Mentoring Relationships
Formal mentoring relationships are more traditional, highly structured and institutionalized. Often, these relationships are focused on organizational needs, with assigned mentors, measurable outcomes, and of fixed duration and focus.
Informal mentoring relationships are voluntary, loosely structured, and more personal and relationally based. Matches are made based upon the mentee’s needs and the skills, knowledge and abilities of the mentor. These relationships are of no fixed duration and can range from a just-in-time episode to a relationship that lasts for years.
Using the Web Site
The web site is designed to support you in developing effective
mentoring relationships. Let us know if there are other
resources you would like to see added. Contact us at
wendy.hamilton.hoelscher@duke.edu.
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