WHY MENTORING MATTERS - Dartmouth biomed/ ¢  WHY MENTORING MATTERS:

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  • WHY MENTORING MATTERS: BY

    SHIN FREEDMAN

    PRESENTATION AT THE DARTMOUTH BIOMEDICAL LIBRARIES ANNUAL CONFERENCE– 10/9/2009

    Framingham, MA. USA 1

  • “Finding a mentor is the most important strategy for climbing the professional ladder”

    - Rawlins & Rawlins, 1983

    10/9/2009 Dartmouth Biomedical Libraries Conference

    2

  • LIBRARIAN WORKFORCE TRENDS

    (Source: Mary Jo Lynch, et al, 2005 Retirement & Recruitment)

     50% of librarians will reach age 65 in 2010

     Projected retirement of librarians will peak in 2014

     Changes in technology require changes in librarians’ required skills

     A need to renew and engage librarians throughout their career stages

    10/9/2009 Dartmouth Biomedical Libraries Conference 3

    18%

    47%

    23%

    12%

    Librarians Reaching Age 65 -- 2000 Census base

    2000-09

    2010-19

    2020-29

    2030-39

  • PRESSURES WE’RE FACING NOW. . .

     The Economy  Can libraries afford a workforce with obsolete skills?  How can libraries invest in staff development?

     The Students  Multiple generations of students  Tech savvy millennial students

     Technology  Library portal lags student needs  Social networking tools impact on access and delivery

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  • REALITY OF MENTORING: ORGANIZATIONAL PERSPECTIVE

     26% of USA research libraries have formal mentoring programs*

     17% of UK academic and public libraries have formal mentoring initiatives*

     In the USA, most academic library mentoring started out as an informal mentoring

     (Source: Ritchie and Genoni, 1999)

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  • MENTORING

     Provides a way for: Continuing education activities New skills learning Networking opportunities Supporting protégés during transitional

    career stages Looking for opportunities to complement the

    lack of formal developmental initiatives in the libraries

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  • MENTORING TYPES

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    Formal ( Informal ) Mentoring

    Informal mentoring relationships are those that happen spontaneously based on mutual respect, rapport, and relationships. Structured v. Spontaneously.

    Peer Mentoring A process where there is mutual involvement in encouraging and enhancing learning and development between two peers.

    Group Mentoring

    A group influence that emerges from the social norms and roles that are characteristic of a specific group and results in the career enhancements of an individual member.

    Self-Directed Mentoring

    A mentee is responsible and proactive about his/her own professional development by seeking mentoring.

  • BENEFITS OF MENTORING

    For the Protégés: Exposure to new ideas functions, skills, knowledge Safe advice and support

    For the Mentor Contribution to the growth of future leaders Sharing, transferring knowledge & experiences

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    For the Organization:  Promotes positive

    library atmosphere  Enriches leadership

    development  Nurtures commitment,

    retention and renewal

  • MENTORING AS STAFF DEVELOPMENT

    Focus on how to enhance staff development

     Needs  Goals & objectives  Assessment measure  How should mentoring be structured?  Duration of the program  Is an informal structure acceptable?

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  • MENTORING IN ACTION. . .

    • Brown University Libraries • Mentoring Monday Series

    • Colorado State University Libraries • Peer mentoring

    • Louisiana State University Libraries • P&T Support Team

    • University of Delaware Libraries • To develop management skills and • To help career direction change

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  • SOMETHING TO THINK ABOUT

    Rethink mentoring types Multiple mentors Reverse mentoring Self-initiated mentoring

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  • IN SUMMARY. . . Mentoring requires:

     Examination of the context of career stage & learning

     Reconceptualization of mentoring type and activity  shift focus from traditional to group, peer, self-directed, and

    multiple mentors  Learn from less experienced colleagues in the IT area

     Self-initiated needs analysis for professional development  clear goals and objectives  SWOT analysis

    12

  • FINDING MENTOR(S) ACTIVITY

    Self-assessment :

     Identify your professional strengths

     Identify your growth opportunities

     How might I benefit from mentoring?

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    Find a partner & discuss:

    1. Where can I find a mentor to help me grow? Or,

    2. Who should I mentor?

  • DISCUSSION

    Q & A.

    Thank you

    14

    Why Mentoring Matters: �BY��Shin Freedman����Presentation at the Dartmouth Biomedical Libraries annual conference– 10/9/2009 Slide Number 2 Librarian Workforce Trends Pressures we’re facing now. . . Reality of Mentoring: �Organizational perspective Mentoring Mentoring types Benefits of Mentoring � Mentoring As Staff Development Mentoring in ACTION. . . Something to think about In Summary. . . Finding mentor(s) activity Discussion