Keeping Faculty Mentoring Meaningful
A study just released by the Collaborative on Academic Careers in Higher Education (COACHE) at Harvard University highlights various attitudes, preferences, and professional desires of young (Generation X) faculty. Among the findings: Most Gen X faculty desire more mentoring and feel that they were inadequately mentored upon first entering their current position Nearly all Gen X faculty desire to participate as mentors Mary Coussons-Read, professor of psychology and acting chair of the department of physics at the University of Colorado Denver, suggests these best practices for structuring faculty mentoring to be effective and meaningful. Be Deliberate “Develop your mentoring program up front, and keep it pro-active and preventive rather than reactive. There is a difference between mentoring and remediation.” Mary Coussons-Read, UC Denver Coussons-Read suggests, Ensure that the goals of the mentoring are clear Identify where vertical mentoring is most useful, and where peer mentoring is, and encourage each accordingly Set a clear framework for mentor and mentee accountability First, the goals of mentoring at your department or institution need to be specific and explicit. Will mentorships be focused on the tenure and promotion process? On assisting faculty in achieving specific goals in getting their research progressing? On how to serve as a good faculty citizen or university citizen? Second, define the structure of […]