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Welcome to DCU's Mentoring Scheme

DCU is pleased to continue the mentoring scheme for academic, research and administrative staff for the academic year 2016-2017.  This year the mentees will be lecturers, senior lecturers, research and administrative staff.  Mentors will be senior academic and research staff including professors and retired members of staff and senior administrative staff.

We believe the mentoring scheme will offer staff key benefits under the following headings:

  • Leadership - Support in advance of taking on a new role(s) (leadership, research, management)
  • Focus - identifying key priorities for professional, career and personal development
  • Connectedness - Share knowledge and experience between colleagues and raise their profile
What is Mentoring

Mentoring is defined as a work-place relationship where a more senior experienced staff member is committed to providing developmental assistance and guidance to a less experienced staff member through a series of regular meetings.

Throughout this mentoring process:

  1. the mentee retains responsibility for their own learning and development
  2. the mentoring relationship provides possibilities for learning and growth for both the mentee and the mentor
  3. the mentoring conversations are a balance between knowledge transfer and genuine open discussion between two people who have mutual respect
  4. the primary outcome of mentoring is that the mentee will gain knowledge and a greater sense of their own capability and resourcefulness 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, for example:

Leadership
      • I am about to take on a new role (for example in research, leadership, management) - how do I adapt to this new role?
      • How can I enhance my communication and influencing skills?
Focus
      • 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?
Connectedness
      • 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?

 

Why be a Mentee?

Being a mentee you will learn all kinds of tactic knowledge that is hard to obtain.  Also, having a mentor will provide you with an opportunity to receive advice and guidance to develop further in your role in DCU.  The benefits for the mentee include: 

  • Leadership
    • Build self-confidence, resourcefulness and a sense of capability
    • Support in taking on leadership roles  and enhancing influencing skills
  • Focus
    • Gain advice on how to progress your career
    • Explore research opportunities
       
  • Connectedness
    • Gain organisational and sectoral knowledge
    • Raise your profile

Below are some quotes from the research on mentoring and what mentees gained from being involved in mentoring.


 

 

Why would I want to be a mentor?

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
  • Opportunity to contribute to the DCU Community
  • Build on your leadership skills      
  • Act as a role model 
Focus
  • Gain ideas and feedback about own teaching/research
  • Stimulates own reflection
Connectedness
  • Satisfaction in assisting in the development of a colleague
  • A 'challenge’ for the mentor to consider a different perspective/generation/discipline 

Below are some quotes from the research on mentoring on what mentors gained from being involved in mentoring.

 

Overview of the Mentoring Scheme

 

  • Register your interest - Please email training.development@dcu.ie if you would to take part in the mentoring scheme for researchers.
  • Training - The next step will be to accept the invitation to attend a training session which will provide an overview of the mentoring scheme and the roles of the mentor and mentee.   Please visit the following link for an outline of the training session.

  • Expression of Interest Forms - Following the training, you will be asked to fill out a short (two pages) application 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 Training & 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 - At the end of the scheme, the Training & Development section will send out short evaluation forms to the mentors and mentees.

  • 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.