Welcome to DCU's Mentoring Scheme
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With its potential to have a transformative effect on university life, mentoring is increasing in popularity. It has enormous personal and professional benefits for mentors and mentees alike.
Here at DCU, HR Learning and Development facilitate a formal mentoring scheme that matches available mentors and potential mentees.
With a wide capture, our scheme is available to academic, research and administrative staff. The numbers of staff availing of mentoring has doubled since the scheme began in 2012.
Looking for a mentor? If you're a lecturer or senior lecturer, or a member of our research or administrative staff, we can match you to a mentor.
Interested in mentoring a colleague at DCU? We're very keen to talk to senior academic and research staff, including professors and retired members of staff and senior administrative staff, who are interested in developing others.
Email firstname.lastname@example.org if you would like to take part in the mentoring scheme.
Benefits of the DCU's Mentoring Scheme
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
- Register your interest - Email email@example.com if you would to take part in the mentoring scheme.
- Attend Mentoring Workshop - This provides you with an overview of the mentoring scheme and the roles of the mentor and mentee.
- Expression of Interest Forms - Following the Mentoring Workshop, you will be asked to a 2-page application form.
- Academic / Research Mentee Form
- Academic / Research Mentor Form
- Administrative Mentee Form
- Administrative Mentor Form
- Matching Process - Following the training mentees will be matched with mentors using the information on the expression of interest forms to get the best fit between them – alternatively, the mentee (following the training) can arrange their own mentor and we will try to accommodate that mentee/mentor pair on the programme.
- First Meeting - After the matching process the first meeting will be set-up. At their first meeting the mentor and mentee pairings will work through a questionnaire that will help them to set some goals for the mentoring relationship and agree some ground rules for how the relationship is maintained.
- Ongoing Meetings - The expectation of the DCU Mentoring Scheme is that the mentoring relationships will normally meet once a month for one hour over a 12 month period. The frequency can be agreed to be a two hour meeting every two months if both the mentor and mentee would prefer this option.
- Mentoring Circles - As the mentoring relationships start, the Learning & Development section will facilitate two Mentoring Circles, which will gather the mentees for a one-hour meeting to (a) share what they are learning; and (b) give each other tips about how to get the best out of their mentoring relationships and (c) discuss how mentees can continue to support each other. Please visit the following link for more information on mentoring circles.
- 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.