Benefits to the MenteeBenefits to the MentorBenefits to the Dept/Institution
- Increases success, satisfaction, career opportunity and promotion.
- Demystifies various aspects of an academic career (clinical, teaching, scholarship, research, writing, publishing, funding, promotion and tenure).
- Increases a mentee’s confidence (particularly for women in male-dominated fields).
- Promotes a sense of well-being that the mentor is on your side.
- Opens doors of opportunity for the mentee in formal and informal ways (sponsorship and networking from the mentor).
- Develops skills in navigating the politics of the academic culture.
- Offers early career faculty an advocate, promoter and role-model.
- Mentees provide insight into new ideas, technologies and approaches to teaching, research and scholarship.
- Enables collaboration and exchange of ideas and techniques across disciplines.
- Expanded a mentor’s professional networking pool with new branches from the mentee.
- Provides a sense of gratification in helping the next generation.
- Offers the opportunity to cultivate a protégé and reap support for the mentor’s projects.
- Enhances academia through higher retention, faculty satisfaction and productivity.
- Creates a supportive climate to benefit everyone.
- Rejuvenates senior faculty.
- Conserves the “institutional memory” by handing down valuable information from one generation to another.
- Cultivates a sense of commitment to the profession and institution.
Moody, J. (2009). Mentoring Early-Stage Faculty: Myths and Missing Elements. San Diego: JoAnn Moody.
University of Arizona Mentoring