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