Leadership Institute - Mentor
Mentoring is an active partnership between committed individuals to foster professional growth and career development. In order for the mentoring program to be successful, mentors and mentees must be active and committed participants. The specific responsibilities of the mentors in the mentor/mentee relationship are to:
- Establish mentoring agreements that outline the terms of the relationship
- Communicate with mentees regularly, as established by the mentoring agreement
- Participate in orientation, training events, and additional mentoring activities
- Assist mentees to establish an Individual Development Plan (IDP)
- Provide advice, coaching, and/or feedback to mentees on a regular basis
- Maintain confidentiality within mentoring relationships
- Guide the mentee to the completion of the program
Mentors should anticipate spending approximately 10 hours per month on this project. This includes :
- Commit to monthly calls (1-2 hours)
- Planning for meetings
- Advisement on capstone project
- Ongoing communication with mentees, including regular email exchanges and periodic phone calls to check in
- Referral to other designated resources if unable to help mentee with specific problems or concerns
Interested individuals must provide the following information:
Online application: Please address each question. The quality of essays is the primary way the Evaluation Committee members will learn about mentor's qualifications and evaluate appropriateness for participation in the program.
Current Resume: Resumes should include current and past positions with dates of experience. Previous experience serving as a mentor also should be included. Job descriptions or equivalent documents are not acceptable.
Mentors provide professional guidance and coaching around goals and needs identified by both mentor and mentee, and helps to address areas that the mentee may be challenged by in their current work setting. To ensure a meaningful experience for all mentees, we select mentors from a strong pool of diverse experience and backgrounds that can demonstrate the following core competencies:
- Listens beyond content to discern application of the skills related to the core competencies (i.e. skill versus direction, skill versus style or skill versus outcome for the client.)
- Listens on all levels: physical, intellectual, emotional and intuitive
- Listens equally for strengths and areas for growth
- Is aware of and allows for differences in style, culture, and language.
- Listens both for the presence of individual competencies and for the overall totality of skill level.
- Has the ability to distinguish which critical underlying competency(s) may be giving rise to ineffective or limited coaching impact.
- Can discern and articulate the gap between levels of skill demonstrated and next skill level to attain.
- Discerns and articulates areas of growth, competency use, and skill level using competency-based language and specific behavioral examples from the coaching.
- Creates a safe and trusting space for the delivery of feedback, using a respectful, clear, judgment-free tone.
- Articulates with specific detail and examples, what is being observed and the specific development needed to move to the next skill level, delivered with sensitivity to the impact of the feedback.
- Offers feedback that is relevant to each specific coaching core competency, recognizing strengths as well as potential growth areas.
- Demonstrates the ability to self-manage relative to any coaching model preferences and stay focused on the skill assessment related to the Leadership Institute.
An Evaluation Committee will meet once annually and review all mentor applications received within the application deadlines. The Committee's evaluation of mentor applications will be guided by the following criteria:
- Evidence of commitment to, and accomplishment within, the field of healthcare, public health and related industries
- Evidence for making a local, regional, or national contribution to the field of healthcare or related field.
- Representation of regional, disciplinary, and gender, and cultural diversity amongst selected mentors.
- Concordance of mentees interests, skills development needs and motivation and those of the available mentors.
Mentors will be selected through the quality of their application essays and their ability to demonstrate the necessary skills and competencies to fulfill the mentor role.
Mentor Matching:Mentors/Mentees will be matched via a third party process. The Leadership Development Institute Coordinator, in collaboration with the Participant Selection Committee, will identify mentor/mentee matches based on the mentees:
- Areas of strength as a professional
- Areas of need for further professional growth
- Preferences for the kind of person with whom they would like to have a mentor
Other variables or factors that may help ensure success including availability, accessibility, similar career pathways, etc.
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