Mentoring

What the university offers and expects

In many higher education institutions, mentoring is only formally arranged for probationary staff. However, because it is helpful people often want it to continue. The need for support does not stop as probation ends. Professional development continues as we become more experienced and increase our responsibilities. Support and guidance can be helpful in managing the multitude of tasks presented by life in a university. There is nothing to stop people from making their own mentoring arrangements, either by mutually agreeing to continue the formally-arranged partnership or by starting to work with another colleague. Ideally, the formal structure of a mentoring relationship should be adhered to but there may be a number of relationships which can offer the support and exchange of knowledge and skills afforded by mentoring. It will be useful to reflect on what has been gained through mentoring and to try to capture similar benefits for further professional development. Shortage of time will often be cited as a reason not to meet with someone for professional support. It is worth considering whether the benefits, to both mentor and mentee, can outweigh the costs in time.

A note about confidentiality

Although normally mentoring is a confidential activity, there may be specific circumstances when a mentor is expected to report back to the employer. For example, mentors may be required to confirm that meetings have taken place although they do not divulge the content of those meetings. Mentors and mentees should check with the scheme organisers in their institution.