Creating a Mentoring Culture: The Organization#s Guide

Zachary, Lois J.

doi:10.1108/dlo.2006.08120dae.003

Cited by 67 publications

(79 citation statements)

References 0 publications

Supporting

Mentioning

Contrasting

Unclassified

Order By: Relevance

“…The discomfort felt by mentees in the pilot program pairing process has also been observed in other studies (Zachary 2005, Gardiner 1999, Benson et al 2002. In the Flinders University mentoring program for early career female academics, an end of program survey revealed that a few mentees had an initial "fear of how to approach the partnership.…”

Section: An Individualised Process For Menteesmentioning

confidence: 89%

Looking for Professor Right: mentee selection of mentors in a formal mentoring program

Bell

Treleaven

2010

High Educ

View full text Add to dashboard Cite

Abstract:Finding a suitable mentor is crucial to the success of mentoring relationships. In the mentoring literature, however, there is conflicting evidence about the best ways to support the pairing process in organisational mentoring programs. This paper presents a detailed analysis of the pairing process in an academic mentoring program that has implications for building a mentoring culture in higher education. The program which began with a pilot and has continued for five years with one hundred and twenty one participants, was conducted with mentees selecting their own mentor from a pool of mentors who volunteered to be part of the program. In the pilot program, where mentors and mentees first met as one group, some mentees reported that the process of selecting and approaching a mentor was uncomfortable and intimidating. Nine of twenty-three potential mentees did not form mentoring relationships. Analysis of subsequent program evaluation data pointed to the importance of two factors in the pairing process: personal connections and facilitation of the selection process. This study at a research-intensive university demonstrates that when the pairing process is tailored to individual mentees, they are comfortable selecting a mentor and to then develop a successful mentoring relationship.

show abstract

Section: An Individualised Process For Menteesmentioning

confidence: 89%

Looking for Professor Right: mentee selection of mentors in a formal mentoring program

Bell

Treleaven

2010

High Educ

View full text Add to dashboard Cite

show abstract

“…[14] The support seemed to be very much a two-way thing, with interviewees seeking help from a variety of sources, from a number of colleagues at the same time, and this is in keeping with Caruso"s notion of mentoring in which the individual seeks help from a number of sources. Caruso"s model is firmly set with the individual at the centre and draws upon the character and needs of this person as the criteria for its success.…”

Section: B Motivation and Self-esteemmentioning

confidence: 68%

An Investigation into the Nature of Mentoring Support in the Development of Teachers

Carter¹

2013

IJSSH

View full text Add to dashboard Cite

Abstract-The starting point for this research was an interest in how people learn and develop as adults and, more specifically, how people can help each other, either consciously or perhaps unconsciously, to develop on both a professional and personal level. Society is structured so that individuals live and work together within a framework of cooperation and the focus here is the role of this framework in vocational development. Colleagues undoubtedly have a role to play in the development of others. Some willingly offer advice, assistance or just listen where needed; others may be more reluctant to do so, perhaps afraid of revealing their own vulnerability. There is a sense that it's not so much that we live in completion with each other, but in ignorance of how we might support each other.

show abstract

“…Sometimes that is done by designating a specific "culture" to be a visible driving force for the organization. The organization may say it is developing a culture of assessment (Lakos & Phipps, 2004), a culture of learning (Goodyear, Ames-Oliver, & Russell, 2006), or a culture of mentoring (Zachary, 2005). Since all of those cultures, if effectively nurtured, will result in a healthier and more effective organization, I propose that the umbrella culture for all of them would be a culture of OD.…”

Section: A Culture Of Organizational Developmentmentioning

confidence: 99%

Evidence-Based Practice and Organizational Development in Libraries

Russell¹

2008

lib

View full text Add to dashboard Cite

This article is written for a Festschrift for F. W. Lancaster, and it summarizes the author's library school experiences as a student of Professor Lancaster and Professor Herbert Goldhor at the University of Illinois. Both professors instilled in students a strong inclination to use real and appropriate information in evaluating situations, making decisions, delivering information services, and managing libraries. The author suggests that this Lancaster-Goldhor approach to information, and to data-driven decision making, anticipated the current movement toward evidence-based practice (EBP) in libraries. He suggests that libraries embrace the premises, philosophy, values, and practices of organizational development (OD) as an overarching discipline that facilitates EBP in the library culture, and ultimately leads to healthier and more effective organizations. This article complements a 2004 Library Trends article on OD, and numerous recent publications on OD and related topics are cited.

show abstract

Creating a Mentoring Culture: The Organization#s Guide

Cited by 67 publications

References 0 publications

Looking for Professor Right: mentee selection of mentors in a formal mentoring program

Looking for Professor Right: mentee selection of mentors in a formal mentoring program

An Investigation into the Nature of Mentoring Support in the Development of Teachers

Evidence-Based Practice and Organizational Development in Libraries

Contact Info

Product

Resources

About