The call for 2019/20 Mentors and Mentees is now open
The call for mentees and mentors for the 2019/20 Program is now open. Applications using the form below should reach the Program Director by 4 October. This year's program will be officially launched at the HSRAANZ's 11th Health Services and Policy Research Conference in Auckland on 4-6 December, with an introductory session on the mentoring process. Mentees and mentors attending the event are encouraged to take the opportunity offered by the conference to have an initial meeting.
|(Mentees must be HSRAANZ Members or staff/students of a Corporate Member)||
Are you ready to give back to the HSR profession and give guidance and insight to someone commencing their HSR career .
Mentors do not need to be HSRAANZ members.
Mentors do not necessarily have to be senior researchers. Early and mid-career researchers at a similar level or a few years in advance of the mentee can offer excellent and current support and advice.
What is Mentoring
Mentoring refers to giving guidance and advice to others. It is a relationship where one person professionally assists the career development of another, outside the normal manager/ subordinate relationship.
Mentors are trusted guides who provide insight, perspective, and wise counsel. They tutor, coach, encourage and nurture the protégé, who in turn strives to grow and excel by learning from the shared accumulation of knowledge, skills and wisdom of the mentor.
Mentoring is a two-way relationship that is supportive, constructive and focused on the development needs of the mentee. It is based on mutual respect, shared values and benefits both parties through the act of sharing.
Benefits for Mentees
Mentees are the drivers of the mentoring relationship. Benefits can include:
• advice from an experienced health services researcher
• opportunity for informal discussion of professional matters
• opportunity to meet other health services researcher’s
• establish informal networks
• increase knowledge and skills
• professional development
• experience of another workplace and a different perspective
Even if you already have supportive advisers and mentors, we encourage you to register and take advantage of this program. Another point of view, opportunity to network, and exposure to additional leaders in the field are just a few of the benefits.
Benefits for Mentors include:
While mentoring is focused on the professional needs of the mentee it can also provide significant benefits to mentors including:
• satisfaction from offering support to early career researchers, contributing to the development of the profession and contributing to another person's development
• the opportunity to receive feedback from another professional when offering training advice, to develop your own knowledge and contribute to your own development
• increased informal networks
• the opportunity for mutual exchange of ideas and information and an opportunity for reflection and discussion with a fellow professional
• improved ability to share experience and knowledge
• intellectually and personally rewarding
HSRAANZ Mentoring Program
The aim of the HSRAANZ Mentoring Program is to encourage health services researchers to be active professionals, to nurture HSR talent, retain excellent researchers, develop future leaders, improve networking and communication opportunities and overcome professional and geographical isolation. The program offers a partnership where both parties can benefit.
The HSRAANZ runs the mentoring program annually.
Mentees must be individual members of the Association or staff/students of a corporate member.
Roles and Responsibilities
Subject to the availability of mentors, the HSRAANZ will match participants based on areas of interest, work environment and experience and geographic location. There will be consultation with the mentee and mentor regarding matching. The critical success factor is a shared belief in the value of mentoring, and shared expectations of the particular mentoring relationship.
Once matched the ongoing arrangements for mentorship activities are negotiated directly between the mentee and mentor. Mentees are responsible for making arrangements to meet their mentors.
Following matching, mentees should complete a Development Plan, and provide a copy , with their CV, to their mentor to review.
Both parties should discuss expectations of the mentoring relationship and agree on the objectives of the relationship and structure of the mentoring sessions. This may include session duration, content, venue and agenda, the time-frame for the relationship, work plan, areas for discussion and a timetable for meetings. Discussion may also cover expectations of the mentor and mentee, how to give feedback and agreed principles underlying the mentoring relationship.
The frequency, venue and format of the mentoring sessions should be agreed between the mentor and the mentee. Whilst face-to-face meetings would be the ideal less frequent face to face meetings with internet, telephone or email contact in between can also work well, particularly where geography makes face to face meetings difficult.
The focus of the relationship is the mentee’s goals but both parties need to follow through on actions or commitments and both need to respect each other’s time.
Confidentiality by all parties is essential for the mentoring relationship to be successful. Neither party should convey information about personal or professional issues, covered during mentoring sessions, to anyone else without prior and explicit permission.
The mentor and mentee must provide appropriate acknowledgement and credit for any joint work or projects. This includes publications, where we recommend that any authorship arrangements be agreed at the outset.
It is recommended that following these initial discussions a Mentoring Partnership Agreement is signed by both parties and lodged with the Program Co-ordinator.
Participants are expected to maintain the mentoring relationship and the regular meetings until the agreed mentoring goals and objectives have been achieved (subject to exceptional circumstances from either side for discontinuing the relationship). After 12 months the formal program will conclude but mentors and mentees may agree to continue on an ad-hoc/informal basis beyond the 12 months program. The one-year time limit on the formal mentoring relationship aims to provide"turnover" and opportunities for more participants.
The Program Co-ordinator can provide support and advice at the commencement of the Program or if the mentoring relationship runs into difficulty. While the Program Co-ordinator will do all they can to assist with the relationship, responsibility rests with each mentoring partner. Any decision to terminate must be made by the mentoring partners.
If the mentoring relationship does not work out for whatever reason, the Program Co-ordinator should be advised and a new match may be able to be made.
At the end of the 12 month mentors and mentees will be asked to report on the mentoring experience, how they benefited from the relationship and any suggestions for proposal for the Association to consider to improve the program.
Here a past mentee and their mentor talk about their experience of the HSRAANZ mentoring program.
Academy Health Webinar - Best Practices in a new age of mentorship Learning Objective - Understand the underlying principles of mentoring, including culturally competent practice; learn about different mentoring arrangements and expectations; hear about “real world” mentor/mentee experiences
Academy Health Webinar - Learning from the Best: Fostering and Sustaining Mentorship Learning Objectives - how find a mentor and sustain the relationship throughout your career; different mentoring arrangements and expectations;
PHCRIS Getting Started Guide: Mentoring - http://www.phcris.org.au/guides/mentoring_matters.php
Centre for Mentoring Excellence - http://www.centerformentoring.com/blog
Art of Mentoring - http://artofmentoring.net/blog/
David Clutterbuck Partnership - https://www.davidclutterbuckpartnership.com/blogs/
Julie Starr ( 2014). The mentoring manual – Pearson – An accessible book - http://www.starrconsulting.co.uk/try-a-free-sample-of-the-mentoring-manual/
Techniques for Coaching and Mentoring - By (author) Natalie Lancer , By (author) David Clutterbuck , By (author) David Megginson - https://www.bookdepository.com/Techniques-for-Coaching-Mentoring-Natalie-Lancer/9781138913745
Mentoring Works - http://mentoring-works.com/
Mind Tools - https://www.mindtools.com/
Ten ways to be a good mentor - http://www.blueskycoaching.com.au/coaching/mentoring/v4i10_mentor.pdf
Ten benefits to having a good mentor - http://www.blueskycoaching.com.au/coaching/mentoring/v4i11_mentors.pdf
Mentoring skills - http://www.skillsyouneed.com/learn/mentoring-skills.html
Learning from mentoring - http://www.skillsyouneed.com/learn/learning-from-mentoring.html
First meeting checklist for mentees - https://blog.mentorloop.com/meeting-your-mentor-a-checklist-991dd024d90
First meeting checklist for mentors - https://blog.mentorloop.com/first-meeting-with-your-mentee-a-checklist-e4ce2e9ee888
Forbes - 10 killer questions to make the most of your mentor meeting - https://www.forbes.com/sites/theyec/2014/02/28/10-killer-questions-to-make-the-most-of-your-mentor-meeting/#4b5cfce71481