Mentoring in social work: key findings from a women's community-based mentoring program

Boddy, Jennifer; Agllias, Kylie; Gray, Mel

doi:10.1080/02650533.2012.670103

Cited by 10 publications

(7 citation statements)

References 56 publications

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“…Crisp detailed two main types of undergraduate mentoring programs: student-to-student or peer mentoring and faculty-to-student mentoring. Beyond Crisp et al ’s (2017) monograph, other researchers have identified community-to-student mentoring (Boddy et al , 2012; Priest and Donley, 2014) and faculty/staff-to-faculty/staff mentoring programs (Zellers et al , 2008) to be important mechanisms for improving the postsecondary experience of students and faculty/staff members. Crisp et al (2017) also called for an exploration of the preparation of mentees prior to entering the mentoring partnership of all types of mentoring programs, including how to communicate with mentees, how to assess their expectations and how mentees are trained for the partnership.…”

Section: Literature Reviewmentioning

confidence: 99%

Talking to the mentees: exploring mentee dispositions prior to the mentoring relationship

Taylor

Black

2018

IJMCE

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Purpose The purpose of this paper is to explore how postsecondary mentoring programs address mentee dispositions prior to the mentee entering the reciprocal relationship, particularly which mentee dispositions are valued across mentoring program types, including peer, community-to-student, faculty-to-student and faculty-to-faculty programs. Design/methodology/approach This study employed quantitative content analysis to examine 280 institutional US postsecondary mentoring websites across four different institution types (public, four-year; private, four-year, non-profit; private, four-year, for-profit; public, two-year) and four different mentoring program types (peer or student-to-student, community-to-student, faculty-to-student and faculty-to-faculty programs). Grounded coding strategies were employed to generate these four mentoring program types, supported by extant research (Crisp et al., 2017). Findings Of 280 mentoring programs, 18.6 percent articulated mentee dispositions prior to entering the reciprocal relationship. When mentoring programs did address mentees, most programs articulated mentor duties aligned with mentee expectations (47.5 percent of programs) and program outcomes for mentees (65.7 percent of programs) rather than what the mentee can and should bring into a reciprocal relationship. Research limitations/implications This study is delimited by its sample size and its focus on institutional website content. Future studies should explore how mentoring programs recruit and retain mentees, as well as how website communications address the predispositions and fit of mentees within different types of mentoring programs. Practical implications This study provided evidence that many postsecondary mentoring programs in the USA may not be articulating programmatic expectations of mentees prior to the mentoring relationship. By failing to address mentee predispositions, mentoring programs may not be accurately assessing their mentor’s compatibility with their mentees, potentially leading to unproductive mentoring relationships. Originality/value This study affirms extant research (Black and Taylor, 2017) while connecting mentor- and coaching-focused literature to the discussion of a mentee dispositions scale or measurement akin to Crisp’s (2009) College Student Mentoring Scale and Searby’s (2014) mentoring mindset framework. This study also forwards an exploratory model of mentoring program inputs and outputs, envisioning both mentor and mentee characteristics as fundamental inputs for a mentoring program rather than traditional models that view mentors as inputs and mentee achievements as outputs (Crisp, 2009; Searby, 2014).

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Section: Literature Reviewmentioning

confidence: 99%

Talking to the mentees: exploring mentee dispositions prior to the mentoring relationship

Taylor

Black

2018

IJMCE

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“…From Fortune 500 companies (Bryant, 2015) to professional development organizations in intercollegiate athletics (NACDA, 2016a(NACDA, , 2016b, interest in mentoring relationships continues to grow. Not surprisingly then, mentoring relationships and their outcomes are oft-studied phenomena in career development and management literature (Baranik, Roling, & Eby, 2010;Bozionelos, Bozionelos, Kostopoulos, & Polychroniou, 2011;Boddy, Agllias, & Gray, 2012;Eshner, Thomas, & Murphy, 2001;Kram, 1983;Ragins, 1997). Though a myriad of definitions on mentoring exist, for this study, the mentor relationship is defined as, "A network of individuals with equal or greater experience than the protégé who can be a positive role model and provide emotional and career support" (Eshner et al, 2001, p. 421).…”

Section: Mentoringmentioning

confidence: 99%

Career Breakthroughs of Women in Intercollegiate Athletic Administration: What is the Role of Mentoring?

Hancock

Grappendorf

Wells

et al. 2017

Journal of Intercollegiate Sport

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Participation in mentoring is integral for advancement within sport organizations, particularly for women (Bower, 2009;Shaw, 2006). However, it is unclear how mentoring contributes to opportunities for career advancement or breakthroughs (e.g., opportunities for new functional roles, project oversight) (Mainiero, 1994). Therefore, the purpose of this study was to understand the role of mentoring as it pertains to career breakthroughs for women in intercollegiate athletic administration. This qualitative study included 51 focus group participants in athletic administration at NCAA-member institutions (divisions, I, II, and III). Results suggested mentoring as a critical factor in career advancement. Participants indicated having a mentor was highly desired. Mentoring relationships with someone internal and external to their respective athletic departments was important. However, there was little consensus on the benefits or drawbacks of having a mentor of the same or opposite sex. Implications and strategies for developing mentoring relationships are also discussed.

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“…Mentors identified the development of trust as being critical in making the mentee feel secure, and strong personal connections were made. Trust is essential for an effective mentoring relationship [ 41 ] and may also influence mentoring behaviours [ 42 ]. Mentees who demonstrate a willingness to learn, openness, and an ability to set realistic goals are considered trustworthy by mentors who may be more willing to engage [ 42 ].…”

Section: Discussionmentioning

confidence: 99%

Impact of a Pilot Peer-Mentoring Empowerment Program on Personal Well-Being for Migrant and Refugee Women in Western Australia

Gower

Jeemi

Wickramasinghe

et al. 2022

IJERPH

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The Empowerment and Peer Mentoring of Migrant and Refugee Women study (EMPOWER) examined the effectiveness of a participatory, peer mentoring program specifically tailored for migrant and refugee women to build ability, confidence, and knowledge to seek employment, a known contributor to mental health and wellbeing. Female migrant mentors (n = 21) supported three cohorts of mentees (n = 32), predominantly from Middle Eastern and Asian backgrounds, over a period of 9–12 months each between September 2019 and November 2021. The program consisted of both individual mentoring and group workshops facilitated by content experts and the research team. The mental health and wellbeing outcomes for the mentees were explored through individual interviews with both mentors and mentees. Results indicate the program helped participants develop social connections, self-esteem, self-efficacy, and personal health and safety skills. There are ongoing mental health needs in this cohort related to competing priorities and trauma. The development of trusting, respectful relationships with mentors who are committed and flexible is essential for positive wellbeing outcomes. Peer mentoring programs for migrant and refugee women can enhance mental health and wellbeing outcomes and facilitate independence. Mentors need resources to provide appropriate mental and physical health support for some groups.

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Mentoring in social work: key findings from a women's community-based mentoring program

Cited by 10 publications

References 56 publications

Talking to the mentees: exploring mentee dispositions prior to the mentoring relationship

Talking to the mentees: exploring mentee dispositions prior to the mentoring relationship

Career Breakthroughs of Women in Intercollegiate Athletic Administration: What is the Role of Mentoring?

Impact of a Pilot Peer-Mentoring Empowerment Program on Personal Well-Being for Migrant and Refugee Women in Western Australia

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