Choose from thousands of mentors who have specialized skills from a variety of industries and job functions. Join your associations, workplaces or schools existing Mentoring Program that is using MentorCity. Please complete the following:. Toggle navigation. What Does a Mentor Do? Unfortunately, some mentors believe they do have all of the "right" answers. Beware of this type of mentor. For example, if you are interested a career focused on teaching, but an advisor believes that the only successful career is in research, you should look elsewhere for a mentor.
A mentor's responsibility is to assist you, the mentee, in reaching your career goals. A good mentor will not make up your mind for you.
Only you know all of your goals and aspirations. So, you are the one to make final decisions. Family Science is a vibrant and growing discipline. Visit Family. Science to learn more and see how Family Scientists make a difference. NCFR is a nonpartisan, c 3 nonprofit organization whose members support all families through research, teaching, practice, and advocacy. What does good mentoring look like? Rodney Cate. Rodney Cate, first winner of the Berardo Award for mentoring, [email protected] When Nancy Gonzalez asked me to write this piece, I thought, "I'm not sure I can put into words what I know about mentoring.
What can I expect from a mentor? How do I identify a potential mentor? Find out potential mentors' areas of interest. Do not hesitate to ask for faculty members' vitae. Departmental offices will often have summaries of faculty interests. Don't be afraid to ask for such information.
Sometimes this becomes obvious suddenly. For example, an associate in a consulting firm told us of their decision to not take an overseas assignment because of family issues. Rather than receiving support from their mentor who was also their boss , they got an angry call the next day. I certainly did not see it that way, and was shocked that he felt so strongly about it. At other times, either the mentor or the mentee may be completely unaware that there is a rift. For example, we know of a mentee who was having academic difficulties and told their mentor they were thinking about quitting.
The mentor responded with advice on how to get a leave of absence. The mentee was despondent, but hid it: They had actually hoped for additional resources to ease their workload, but was uncomfortable about directly asking for it. Mentors must recognize that disagreements and misunderstandings are almost inevitable in these relationships and that the mentor, not the mentee, is responsible for avoiding or repairing rifts. Smart mentors do not allow sores to fester or spats to escalate.
They intervene early to keep the relationship on track. Good mentors make this process conscious, discussing challenges and satisfactions of mentorship with mentees.
While the actual moment of transition from mentee to mentor varies according to circumstances, the mentor must feel that the mentee has achieved real expertise and has a coping, generous personality to make this leap. I knew how my mentor went about mentoring me, felt ready, and agreed to do it.
He immediately suggested to serve as a co-mentor, ensuring I was comfortable in the role while guiding and grooming our fellow. As co-mentor, he gave me feedback about how best to run meetings with my mentor, provide advice on work-life balance, ensure discipline, and identify growth opportunities.
He showed me just how much joy mentoring can bring. You have 1 free article s left this month. You are reading your last free article for this month. Subscribe for unlimited access. A document on disability issues posted by the American Psychological Association lists characteristics of effective mentoring to include "the ability and willingness to.
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