Mentoring in higher education has traditionally taken the form of a one-on-one, hierarchical relationship in which a senior faculty member takes a junior faculty member “under his/her wing.” Mutual Mentoring can complement a traditional mentoring model and encourages the development of a wide variety of mentoring partnerships to address specific areas of knowledge and expertise. Research indicates that mutual mentoring is particularly effective in the support of women and faculty of color.
Mutual Mentoring Program
WHAT IS MEANT BY MUTUAL MENTORING?
MUTUAL MENTORING EXPANDS “MENTORING” BY FOCUSING ON
-Self-identified needs and goals, rather than generic, one-size-fits-all knowledge
-A network of multiple, diverse mentors, (peers, near-peers, senior faculty, chairs, same-race/cross-race, same- gender/cross-gender);
-A variety of formats for mentoring (one-on-one, group, face-to-face, online);
-A more intentional, proactive approach to mentoring;
-Reciprocal/relational vs. hierarchical mentoring; and
-In sum, mentoring that is faculty-driven, functional, and flexible.
See mutual mentoring program rational and description in the Mutual Mentoring Guide, by Mary Deane Sorcinelli & Jung Yun.
Examples of possible mutual mentoring groups include, but are not limited to:
Women Academics at Mid-Career
Writing the First Academic Book
Developing an Interdisciplinary Qualitative Research Group
Faculty-Student Affairs Collaborative
Senior Academic Professionals
Teaching and Technology
Grant Proposal Writing
Improving Work/Life Balance
International Faculty Development
Applications are accepted during the academic year from August 15 through April 30.
Mutual Mentoring Resources from February 2, 2022 Event.
Contact the Center for Faculty Excellence
Contact the Center for Faculty Excellence for further information.