|
Mentoring FAQs
|
|
What is mentoring?
|
Mentoring is a partnership between a more
experienced person and someone new to a role or organization. The
less experienced person is the protégé. The mentor teaches,
counsels, and provides support and motivation for their protégé.
The mentor is usually outside the protégé’s chain of command.
Protégés are often able to teach their mentor a thing or two, as
well. |
|
Is mentoring something
new?
|
The concept of mentoring is timeless. The label "mentor"
came from The Odyssey, written by the Greek poet Homer.
(Odysseus entrusted Mentor with the instruction and guidance of his
son, Telemachus, while Odysseus was away during the Trojan War.)
Mentoring is as relevant now as in Homer’s time. As a personal and
professional development strategy, it is again being recognized.
|
|
What are the characteristics of effective protégés and mentors?
|
Effective mentors are those who are considered by the protégé to
have specific job-related skills and expertise, highly developed
interpersonal skills, and a willingness to spend the time necessary
to teach, counsel and provide support to someone else.
Effective protégés have a commitment to their own professional
development. They will be prepared to take risks in their learning,
try new approaches to solving problems, be available to teach their
mentors something new, and understand that the mentor’s time is
often limited.
Most mentoring relationships end as the formal relationship
ends; some continue on an informal basis for years to come. Even
fewer mentoring relationships develop beyond the formal mentoring
relationship into true friendships, the most beneficial form of
all. Review these helpful articles from the Resources
page:
|
|
What benefits can the protégé expect to receive
from this program?
|
Protégés increase the likelihood of their success and promotion
as a result of targeted support received in their developmental
activities. They improve their skills and knowledge; develop a sense
of perspective; and gain access to the mentor’s professional
network to some degree.
|
|
What benefits can the mentors expect to receive
from this program?
|
There are personal and professional benefits for mentors.
Personally, mentors experience enhanced self-esteem, develop a close
relationship with the protégé, fulfill their own developmental
needs, receive public recognition and acclaim, and can exert an
extended influence on the mission and direction of the organization
they work for.
Professionally, mentors develop a revitalized interest in
their work, avoid burnout due to routine work or overload, sometimes
receive a financial reward, and obtain professional assistance on
their own work projects.
Mentors also benefit by learning more about emerging skills
and technologies, developing successful strategies for dealing with
those entering the profession, and honing their own interpersonal
and training skills.
|
|
What are some of the things
mentors do?
|
Mentors perform a range of roles and take on many
varied tasks. In the early stages of the relationship a mentor might
motivate, teach and support their partner. As the relationship
develops, the mentor might also provide advice and counsel. Once
confidence in the protégé’s abilities is gained, the mentor may
also promote their protégé’s skills and expertise in appropriate
forums.
To do this, mentors spend time with their partner. They might
help the protégé in the development of their professional learning
plans, conduct a performance appraisal, model specific leadership
competencies, and challenge and extend their protégé. Some mentors
prefer to proceed on a very formal basis, and others prefer a much
more informal involvement.
|
|
Where does the mentoring take
place?
|
There is no fixed location for the mentoring function to occur.
Each pair arranges a mutually convenient place to meet and plan. It
is normal for both partners to spend some time visiting each other’s
workplaces. In shadowing programs, the protégé spends most of
their time at their mentor’s workplace. Some mentoring may take
place via e-mail, instant messaging, and phone.
|
|
Who can participate in this program?
|
The STC Atlanta Chapter Mentoring Program is open to all STC
members, including student members.
|
|
How much does it cost to
participate?
|
There is no fee to participate in the program.
|
|
What am I committing to?
|
There are certain nonnegotiable aspects of the program where each participant is expected to make a commitment.
All
participants must:
-
Have a good understanding of the value of
communication and listening.
-
Have a good understanding of the roles and
expectations of both parties in a mentoring
relationship.
-
Formally apply to the
program—all hopeful participants must apply through the online
application. See the application information on how to join. You may also download a
PDF
version of the application questions to look over prior to
entering your information online.
-
Commit to a minimum
amount of time and effort—each mentoring pair must work
together for a minimum of two hours per month, and should
conduct at least one meeting in person per month. You can do
this over lunch or coffee once a month, over the phone, through
e-mails and/or instant messaging; whatever is best for each
participant and instance.
-
Understand that all mentors are required
to work with each of their selected protégés for a
minimum of three months.
-
Report any change in
status—any time there is a change in a participant’s status
of participation in the program, such as an end to a mentoring
relationship, wanting to take on a different or additional role
in the Program, or leaving the Program, each participant is
required to notify the Program
Manager.
-
Attend all training
programs—At a later stage (in 2004), the Program will include
formal training opportunities for all protégés and mentors.
Until that time, optional
training materials are available online to prepare for and
further the mentoring relationship.
-
Act in accordance with the following STC Principles
and Policies.
- Ethical Principles for Technical Communicators
- Policy Statement on Conflict of Interest
- Sexual Harassment Policy |
|
Is the information exchanged
between mentor and protégé kept confidential?
|
Confidentiality and the utmost respect for each other’s
privacy is expected of both parties. As such, please keep the
following in mind: All Program participants are entering into an
entirely voluntary relationship. Participants are encouraged to
respect and not disseminate information, whether business or
personal, or shared in confidence by another participant. However,
STC makes no guarantee or promise of any confidentiality concerning
information contained in the application or shared between
participants. Participants with questions about whether certain
information that they share or that is shared with them is
privileged, a trade secret, or otherwise legally protected, should
consult an attorney to understand their legal rights and
obligations. Similarly, where mentoring partners work for the same
company, participants should be aware that workplace policies may
affect their confidentiality rights and obligations.
|
|
Does STC screen mentors and/or protégés?
|
The Chapter does screen participants to the degree of member
status with the Atlanta Chapter. This check occurs automatically
when signing in to the online application. STC does not provide
background or reference checks on program applicants.
See the above paragraphs ("What
am I committing to?" and "Is
information exchanged between mentor and protégé confidential?")
for additional related information.
|
|
Can I have more than one
protégé or mentor at the same time?
|
It is
possible to have more than one partner at a time, but it depends on
the demands in each relationship, as well as the time constraints on
each individual. As time goes by, each individual will learn to
assess the amount of time required to devote to a mentoring
partnership. While the door could open to take on an additional
mentor or protégé, this situation should not be expected. The
Atlanta Chapter encourages protégés to start with just one
mentor.
|
|
What if I contact a mentor
and never get a response?
|
There are potentially many reasons for a non-response from either
party. First, be sure you have checked the e-mail address and or
phone number used to contact the party, and that you have allowed
ample time for a response (two weeks is plenty). If there is no
response after that time, please contact the
Program
Manager, who will attempt to verify the individual’s contact
data and make contact.
If there is still no response to the Program Manager after a
reasonable amount of time, that mentor’s name will be deleted from
the online list, and the mentor will be notified of that action. In
the meantime, keep your eye on the Mentor
Directory to see if there is another mentor who meets your needs.
|
|
What happens if problems
arise with my partner?
|
The Program Manager will be in regular contact with each pair. In
the unlikely event of problems arising between you and your partner,
you can contact the Program Manager
and discuss these concerns confidentially. If the Program Manager is
unable to resolve your concerns, your mentoring relationship with
your partner will be discontinued. We call this a "no fault
divorce." There will be no repercussions for either person
involved.
|
|
Where can I get more information?
|
Additional program details are available on the Mentoring page.
|
