ÓÐÁϺÐ×ÓÊÓƵ

A Culture of Mentorship

Mentorship is a value we bring to our work at ÓÐÁϺÐ×ÓÊÓƵ. Mentoring happens formally through assigned mentoring relationships, in which an experienced guide supports a student or colleague in advancing their learning and career. However, mentoring also happens in the exchanges we have in department meetings, when we stop by a colleague or student’s desk to check in, and anytime we offer or seek support or advice from a colleague, student, or teacher. An effective mentorship culture is balanced, where there are opportunities for structured mentoring with space for spontaneous connections.

ÓÐÁϺÐ×ÓÊÓƵ’s many strengths include the welcoming environment and ratio of faculty to students. We are a tightly knit community that understands how we need one another in the far north and how our newest community members, in particular, need guidance from those with experience. We are, as a community, inclined toward mentorship that happens both informally through readily accessible advice and robust structured programming and formally defined relationships.

ÓÐÁϺÐ×ÓÊÓƵ is committed to sustaining a culture of mentorship. To help meet mentorship needs, a variety of targeted programs are available for individuals to participate in. These programs provide structured mechanisms for equal access to the networks and connections needed to thrive academically, professionally, and personally. Work is ongoing to expand these opportunities for connection across the university for all groups— students, faculty, and staff.

Defining Mentorship

An intentional and reciprocal relationship where a person supports, guides, and helps another person develop professional understanding or provides holistic support over time based on the individual’s interests, needs, and goals.

The Role of Mentors

In an era when you can look most things up online, mentoring relationships are most important for navigating complex systems and transmitting cultural values. Unlike teaching, mentorship is based less on predetermined outcomes and more on multifaceted personal connections and guidance specific to a discipline and/or job. In this relationship, the mentee is often in the self-directed position of actively seeking guidance from the mentor around their desired direction. It is the mentor’s role to participate actively in the relationship by encouraging the professional growth of the mentee through career guidance while also supporting psychosocial needs such as building self-esteem, managing stress, developing interpersonal skills, and fostering a sense of belonging. Mentors also must be willing to adapt their mentoring style to the different needs of each mentee based on their background and experience, including accommodating mentees who may not actively seek out advice and support.

What does a good mentoring relationship look like?

Every good mentoring relationship will look different based on the goals and values of the individuals involved. Ideally, good mentoring relationships involve reciprocity, where both parties support one another. Still, they should all be built on a foundation of trust, openness, mutual respect and commitment. A positive relationship:

• Allows both parties to feel safe and able to offer honest and constructive feedback without fear of judgment.
• Includes clear expectations and boundaries to prevent misunderstandings about commitment.
• Handles misunderstandings or conflict through clear communication and respect
• Is flexible and adaptive to the mentee’s needs, strengths and goals.
• Is part of a two-way exchange where mentors are open to gaining new perspectives.
• Encourages self-direction or ownership in the process of learning.
• Is committed to by all parties, who demonstrate this by being consistent and respectful of each other’s time and resources.
• Celebrates milestones and understands setbacks as opportunities for growth.

General Mentorship Resources

• a general guide for mentors and mentees
• – general tips for getting started on developing a formal mentoring relationship 

Mentorship @ ÓÐÁϺÐ×ÓÊÓƵ

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Find a Mentor

Formal mentoring assignments

Formal relationships for graduate students and new tenure-track faculty are assigned at the college or department level. If you haven’t been assigned a formal mentor within your college or department, reach out to your department chair, college dean or contact the Provost’s Office.

Informal mentorship

Keep an eye out for events that will bring you together with others for conversation in your discipline or around teaching and learning. Identify those you admire at work and request informal mentorship or join committees or initiatives with them. Find out about events by following: 

• ÓÐÁϺÐ×ÓÊÓƵ Cornerstone Newsletter
• Center for Teaching and Learning Events Calendar 
• ÓÐÁϺÐ×ÓÊÓƵ events calendar 
• additional calendars available through your department/college

 is an internal social network at ÓÐÁϺÐ×ÓÊÓƵ where you can offer informal mentoring services, find mentors and stay connected asynchronously.

Mentorship Conversation Cards

• Stimulate informal conversation about professional topics and strategies
• Get to know each other within a professional setting
• Use for guided discussions with your mentor or students
• Reduce the power dynamic of the mentor/mentee relationship

Partner with CTL 

The Center for Teaching and Learning (CTL) supports departments that want to establish new mentorship programs. Depending on the need, support can take different forms, such as assisting with curriculum design or participating as learning experts in mentoring workshops.

Faculty can access mentorship in teaching through the CTL’s LEAP program, working directly with an instructional designer, or joining a cohort-based program with other ÓÐÁϺÐ×ÓÊÓƵ faculty.

Please contact us at uaf-ctl@alaska.edu for more information.