Making connections: Continuing education and professional development
There are many career and professional organizations that require members to engage
in ongoing education related to their field. Involvement in a mentoring relationship
either as a mentor or a mentee can be used as a method of fulfilling continuing education
(CE) and professional development (PD) commitments.
Mentors share their knowledge with mentees through role modeling, challenging, coaching
and caring which reflect many of the professional organizations’ competency standards.
Mentees engage in PD and CE by initiating learning plans and engaging in mentorship
activities to facilitate transition into their new role within a profession or organization.
If you have any questions or concerns regarding how mentoring experiences can specifically
help you with CE or PD credits, please consult your workplace, learning institution
or professional organization.
There are several sources that have developed preliminary competencies for mentors
and mentees that may be of assistance to you. Although there is no extensive research
or agreement on how to apply these competencies, resources and support are available
to assist you in the development of the following global list of competencies.
Mentor competencies
Comprehend
- recognize mentor roles and responsibilities
- interpret formal mentoring process
- apply adult learning principles to mentoring relationship
- analyze career and other professional competencies
- implement problem solving activities to recognize and reconcile different and perhaps conflicting priorities of a mentoring relationship and
- respond appropriately to a variety of needs
Relate
- initiate and foster a mentoring relationship utilizing sound interpersonal and communication skills
- engage in a learning partnership
- utilize open-ended questions and other communication strategies to deepen communication with mentees
- provide a safe and non-judgmental environment for mentees to express ideas and concerns
- provide timely support and understanding when the mentee experiences set backs
Facilitate
- support mentees in goal identification and objective setting
- assist mentees in developing their action learning plans
- assist mentees in meeting objectives and other professional deadlines
- encourage participation in social and networking events
- provide opportunities to expand mentees professional network
Inform
- share knowledge about professional role and
- share knowledge on institutional /organization goals and values
- share knowledge on program goals and values
- provide professional expertise based on own subject areas
- support reflective career practice
- role model diversity
Challenge
- provide constructive feedback for mentees related to progress in meeting objectives and overall professional development
- assist mentees to identify areas for improvement
- encourage mentees to set ambitious or stretch goals in action learning plans
Reflect
- assist mentee to develop critical reflective professional practices
- role model reflective practice
- provide assistance for professional problem solving and conflict resolution
- encourage reflection on progression in competencies
Motivate
- role model risk taking
- share past successes and challenges
- support mentee's self empowerment initiatives
- sustain mentee’s commitment to the relationship and achievement of goals
- celebrate successes together
- promote mentees successes with others
Envision
- visualize mentee as mentor
- support and encourage career planning (short and long term)
- contribute to succession planning
Mentee competencies
Respect
- value the mentor’s knowledge and insights
- use the mentor’s time and efforts wisely
- possess self-respect-this may be an emerging characteristic but the establishment of a mentoring relationship is easer to establish when a mentee has some degree of personal confidence
- give and receive feedback in a professional manner
Initiative
- demonstrate self-directed learning by identifying and prioritizing learning needs
- share learning needs with the mentor and give him/her time to plan and find resources to meet your needs
- engage in goal setting to ensure learning needs are met and time is used effectively
- prepare in advance for meetings with your mentor
Integrity
- follow through and be accountable for implementing action plan
- value differences and be open to new ideas
- honor your commitment to the mentoring relationship
Communication
- build relationships with mentor and other mentees
- listen actively
- reflect critically before and after meeting with your mentor about your motives, passions, attitudes, thoughts, feelings and behaviors
Independence
- manage the process of implementing and evaluating your learning action plan
- prepare for the termination of the mentoring relationship - acknowledge your mentor’s contributions to your learning
- plan to contribute to the mentorship process by mentoring someone in the future
Other uses for mentoring competencies
Mentor and mentee competencies can also be helpful to:
- clarify the skill set each mentor has to offer when participating in a mentoring relationship
- minimize the risk of error during the mentorship matching process
- help identify career progression paths for the mentor and the mentee
- help maintain standards within a formal mentorship program
- engage the mentor and mentee in self assessment and planning learning activities
- engage reluctant individuals and stake holders to participate in building a mentorship culture
- facilitate ongoing development of formal program within their learning institution organization.
(Ahern, 2003; Cluterbuck, 2005)
Resources
Ahern, G.(2003). Designing and implementing coaching/mentoring competencies: A case
study. Counseling and Psychology Quarterl, 18(4), 373-383.
Canadian Nurses Association (2004). Achieving excellence in professional practice:
A guide to preceptorship and mentoring. Ottawa, ON: Author.
Cutterbuck, D. (2005). Establishing and maintaining mentoring relationships: A overview
of mentor and mentee competencies. Journal of Human and Resource Management, 3(3),
2-9.
Zachary, L. (2009). The mentee’s guide: Making mentoring work for you. San Francisco,
CA: Jossey-Bass.
Zachary, L. (2000).The mentor's guide: Facilitating effective learning relationships.
San Francisco, CA: Jossey-Bass.