Welcome to DCU's Mentoring Scheme
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With its potential to have a transformative effect on university life, the DCU Mentoring Scheme is increasing in popularity with enormous personal and professional benefits for mentors and mentees alike.
The scheme is available to all staff across the University (however, please note that to be eligible to apply, staff must have a contract of employment of at least 12 months from the date of application to the mentoring scheme)
Interested in mentoring a colleague at DCU? Experienced mentors are integral to the continued success of the programme. One hour a month of your time could have a hugely positive impact on the career of a less experienced colleague. If you are a senior academic, research or professional member of staff (or recently retired) and would like to support the development of others please register your interest through the 'How to Apply' section below or contact us at email@example.com if you would like more information.
Wish to avail of a mentor? Please register your interest through the 'How to apply' section below.
Find out more about DCU Mentoring Scheme
"Mentoring is to support and encourage people to manage their own learning in order that they may maximise their potential, develop their skills, improve their performance and become the person they want to be."
Eric Parsloe, The Oxford School of Coaching & Mentoring
Mentoring is defined as a workplace relationship where a more experienced staff member is committed to providing developmental assistance and guidance to a less experienced staff member through a series of regular meetings.
Throughout the mentoring process:
- The mentee retains responsibility for their own learning and development
- The mentoring relationship provides possibilities for learning and growth for both the mentee and the mentor
- The mentoring conversations are a balance between knowledge transfer and genuine open discussion between two people who have mutual respect
The primary outcome of mentoring is that the mentee will gain knowledge and a greater recognition of their own potential and capabilities, which will help them to flourish in their professional and personal life.
A key feature of mentoring is that it provides an opportunity to focus on the questions and issues that you have right now.
- I am about to take on a new role - how do I adapt to this new role?
- How can I enhance my communication and influencing skills?
- What are my main priorities in terms of my career, professional and personal development?
- How could I improve my chances of getting more research funding?
- How can I receive recognition for my work achievements and maintain motivation during this time of limited promotions?
- How can I keep up to date with what is happening given all the changes in the third level sector?
- How can I raise my profile, both within and outside of DCU?
Why be a Mentee?
Engaging in mentoring can genuinely transform how you picture yourself and your capabilities. It can maximise your acquistion of tacit knowledge (knowledge that's difficult to transfer to someone else by writing down or verbalising). Such knowledge can fundamentally alter your direction or knowledge and is difficult to obtain. Also, having a mentor provides you with an opportunity to receive advice and guidance to develop further in your role in DCU.
The benefits for the mentee include:
- Build self-confidence, resourcefulness and a sense of your own capabilities
- Get support in taking on leadership roles and enhancing influencing skills
- Gain advice on how to effectively progress your career
- Explore research opportunities
- Advance your organisational and sectoral knowledge
- Raise your profile
What mentees say about mentoring at DCU
A surprising aspect of mentoring is the extent to which mentors get satisfaction and benefits from the process as well as the mentees. The benefits for the mentor include:Leadership
- Contribute to the DCU Community
- Build on your leadership skills
- Act as a role model
- Gain ideas and feedback about own teaching/research
- Reflect on your work and position and how you got there
- Deep satisfaction in assisting in the development of a colleague
- Varied challenges in considering a different perspective/generation/discipline
Here are some frequently asked questions (FAQ) about the Mentoring Scheme, as well as other resources.
- What principles underpin the DCU scheme?
- Why is DCU providing this mentoring scheme?
- Will I be able to speak freely with my mentor/mentee and trust that they will not repeat what I say to others?
- How much time must I commit to the scheme?
- How will mentees be matched with mentors?
- Mentoring related research
- Links to other academic websites
- Expression of Interest Form - to register your interest in taking part in the scheme please complete the appropriate expression of interest form:
- Expression of Interest Form - Academic and Research Staff,
- Expression of Interest Form - Professional Staff
- Matching Process - Mentees will be matched with mentors appropriate to the information on the expression of interest forms. Alternatively they can be matched with mentors whom they have identified themselves.
- Duration - 12 months
- Frequency of Meetings - The frequency and timings of meetings can be agreed between the mentor and mentee but the guideline is to meet for one hour a month or 2 hours every other month
- Evaluation of the Programme - An interim and final evaluation will be completed using your feedback.
- Occasional Gatherings - We will organise occasional gatherings of mentees, mentors and interested parties to hear the outcome of evaluations and to celebrate the achievements of the scheme.
Get mentored by a student!
Learning and Development are also running a pilot REVERSE MENTORING SCHEME that matches senior staff with student mentors. Contact firstname.lastname@example.org if you are interested in participating.