The benefits of mentoring can be substantial. A planned and professional mentoring experience improves morale and accelerates individual effectiveness. It improves and builds self-awareness and confidence, and gives an opportunity for impartial advice and information, encouraging reflection on practice. Mentoring is a chance to learn from a role model and provides personal support and career development. Through mentoring, staff can be helped to anticipate requirements, set goals and align themselves to realistic objectives.
Coaching and are development techniques based on the use of one-to-one discussions to enhance an individual’s skills, knowledge or work performance. There are a range of coaching options available for staff, and currently an Academic Mentoring Scheme. Informal mentoring may be available for support staff, set up locally by your line manager.
Informal mentoring may be available for support staff, set up locally by your line manager.
There is an Academic Mentoring Scheme and it has 2 strands:
- New Starter Mentoring Scheme for staff new to Higher Education or to the University of Sunderland: this mentoring will cover developing academic practice and advice on the university’s systems and processes. New academic staff will be assigned a mentor within their first few months of joining the university
- Ongoing Mentoring for academic staff is suitable for topics such as career development, confidence building, and navigating managing a peer. A mentor can be requested via the SUMAC system.
Why become a Mentor?
Mentoring is a great way to develop people and you would be contributing to building a community of excellent academic practise at the university. There are benefits for you too in becoming a mentor, you would:
- Share your knowledge and experience
- Develop new skills
- Learn from your mentee
- Support your career development
- Build your working relationships within and across faculties through collaboration
This page was published on 19 August 2019