Academic Leadership Mentorship Program

The Academic Leadership Academy's mentorship program is specifically designed for academic leaders who are new or relatively new to their role, although the program is open to academic leaders of all levels. Several mentors are also mentees in this program. This mentorship program will pair experienced senior academic leaders with academic leaders who are relatively new to their role.

Academic leaders play important roles that are nuanced, challenging and constantly evolving. Faculty members have impressive educational and professional careers, but many assume an academic leadership role without a complete understanding of what the job entails, or may have little or no management experience.

Mentorship enhances support for leaders in these roles, provides an individualized development opportunity and networking opportunities to connect the mentee to the university community and beyond.

Mentors are guides. They lead us along the journey of our lives. We trust them because they have been there before. They embody our hopes, cast light on the way ahead, interpret arcane signs, warn us of lurking dangers, and point out unexpected delights along the way.

Effective Teaching and Mentoring: Realizing the Transformational Power of Adult Learning Experiences

Laurent A. Daloz, 1986

A link to the mentorship software platform, PeopleGrove, will be made available when we are accepting applications in July 2019.

The Role of a Mentee

Who is a mentee?

This is a voluntary mentorship program pairing experienced academic leaders with other academic leaders who are relatively new to their role. All Heads, Associate Deans and others who are relatively new to an academic leadership role are eligible to be paired with a mentor as a mentee. It is not anticipated that we would limit participants by virtue of their career stage.

Purpose

As new leaders in their administrative roles, mentees are the drivers of the mentorship relationship to ensure that their goals and needs are being met through the pairing. Mentees should look for opportunities to develop their skills through the advice and feedback of their mentor, take full advantage of the opportunity to learn from a senior leader. Mentees should identify and bring up topics that are important to the achievement of the skills, knowledge and goals set forward in the mentorship relationship.

Apply to be a mentee

The Role of a Mentor

Who is a mentor?

Mentors are individuals with four or more years of experience as a Head, Associate Dean, Dean, Vice-Provost or academic Senior Leadership Team member. Ideal candidates are former Deans and Vice-Provosts, but others who have had broad leadership experiences are also good candidates.

Purpose

The mentor acts as a resource and guide for the mentee, offering support and advice on the leadership role of the mentee. Mentors are coaches and advisors who can provide feedback, advice and resources to support the goals of the mentee. The mentoring relationship should have flexibility to allow each pair to personalize and tailor the process to achieve the mentee’s goals. The primary focus of the relationship is the ongoing administrative leadership work of the mentee, not teaching, research or other professional concerns. While participants are designated as mentors and mentees, new academic leaders are established professionals with a wealth of information and skills to share. Mentors, too, will derive benefits from the relationship.

Apply to be a mentor

July – October 2019

Applications for mentor and mentee opportunities and matching

October 2019

Kick off orientation for mentors and mentees

October 2019 – June 2020

Ongoing mentorship activities

June 2020

Formal conclusion of mentorship relationship

What is the time commitment and length of the mentorship?

The length of the formal mentoring relationship is one academic year, commencing in October, but the partnership may continue informally thereafter. It is expected that the mentee and mentor will meet a minimum of bi-monthly or six times over the course of the year for at least one hour. Pairs may arrange to meet more frequently at their own discretion.

What is the application and matching process?

Mentors and mentees are required to submit an application to initiate the matching process using PeopleGrove, our University of Calgary mentoring software platform. Mentees and mentors are matched through a thoughtful process whereby mentee profiles are reviewed in relation to available mentors; there should be an alignment between development goals of the mentee and skills of the mentor. While it is difficult to come up with criteria for an ideal match in each case, we will strive to find common interests. Issues such as age, gender, ethnicity and country of origin may also be factors, depending upon the mentee’s interest. The mentee’s willingness to learn from the mentor and the mentor’s enthusiasm to serve are the primary requirements for the success of a mentoring relationship.

Once a pair has been matched, they will be encouraged to meet and determine their interest in a mentoring relationship. They will establish expectations around goals, frequency of meetings, communication and other elements.

Is there an orientation or training for mentors or mentees?

At the outset of the mentorship program commencement, mentors and mentees will attend a brief orientation program to familiarize themselves to the program, expectations and resources to support their mentorship relationship. A number of online resources will be made available to mentees and mentors. Touchpoints will be scheduled with the mentor and mentee occasionally throughout the partnership to ensure that expectations are being made and resources are provided where needed.

Several mentor/mentee group events will be held during the year, to create a community of practice and share experiences, feedback and suggestions for effective outcomes.

What are some of the benefits for mentors and mentees?

Benefits to Mentee

Quicker adaption to a new role; reduced likelihood of frustration and failure
Increased exposure to connections and ideas
Improved professional success
Individual recognition and encouragement
Constructive criticism and informal feedback
Reduction of stress (psycho-social support)

Benefits to the Mentor

Improved sense of contribution by supporting others and giving back
Exposure to a diversity of views and skills from a different age, experience set or discipline
Ideas for, and feedback about, the mentor's own teaching / scholarship
Encouragement of cooperation and cohesiveness
Increased connectivity and development of a community