An abbreviated version

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Starting a Mentorship Program for Academic
Librarians

• An abbreviated version
• Of the luc 2008 presentation
• Rob bremer
• Mike matthews
• Megan lowe

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Who We Are

• Rob Bremer LLA Academic Libraries Section
  Liaison with ACRL-LA
• User Services Librarian, Louisiana Tech
  University Library
• Megan Lowe Chair, Mentoring Committee
• Reference Librarian, University of Louisiana at
  Monroe
• Mike Matthews President, ACRL-LA
• Information Literacy/Online Learning Services
  Librarian, Northwestern State University of
  Louisiana

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What This PowerPoint Includes

• The Working Hypotheses
• The Survey Data
• Additional Data Compiled by Mike Matthews
• The Next Steps
• LLAs Connection
• What Can You Do?

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ACRL-LAs Working Hypotheses

• Older librarians will be retiring at an alarming
  rate 79 will retire by 2024
• Younger librarians need guidance in the cultures
  and philosophies of the academic librarian
  profession
• Older librarians will want to share their
  knowledge with their younger colleagues
• Younger librarians could (should?) learn how to
  perform complex tasks on the job an older
  librarians guidance could be the solution
• Librarians, regardless of age, are interested in
  improving their skills

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The Survey Data

• with observations

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Majority Do Not Have Mentoring Program
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An Experienced Workforce
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With a Strong Sense of Professionalism
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Who Want to Help
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And Who Need Skilled Colleagues
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But who are too busy or feel they dont know
enough to be of assistance. (Huh?)
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Librarians Know What They Need/Want
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What the Survey Data Tells Us

• 66 of respondents have 5 or more years of
  experience
• Yet, 37 do not believe they are experienced
  enough to be mentors
• And, 37 are simply too busy to be a mentor
• 50 of respondents want to be a mentor
• Only 15 (6) want to have a mentor
• Yet, 61 would like to participate in a
  continuing education opportunity directed to
  mentees

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Additional Data

• Compiled by mike matthews

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Kirkland, Janice. The Missing Women Library
Directors Deprivation versus Mentoring CRL July
1997
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Possible Long-term Benefits of a Mentoring Program
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Possible Long-term Benefits of a Mentoring
Program
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The Next Steps
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Revisit the Hypotheses

• The graying of the profession is undeniable but
  librarians retiring doesnt mean that new
  librarians are taking the empty places
• Seasoned librarians are moving into vacated
  positions they are librarians in transition
• The need for mentorship is not limited to new or
  young librarians more seasoned librarians are
  looking for assistance as well
• The traditional new professional-experienced
  professional model does not seem appropriate for
  the needs of Louisiana librarians

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The Last Thing First

• The traditional model wont work seasoned
  librarians in transition might chafe at the idea
  of someone telling them the business
• Librarians willing to be mentors may only feel
  comfortable mentoring in certain areas
• Librarians who want mentors may not need
  wholesale help
• Peer assistance may be the answer

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What Peer Mentoring Looks Like
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Related Possible Options

• Directory of experts
• Allows the person seeking assistance to seek help
  from multiple professionals
• Allows librarians who may not feel comfortable
  mentoring in all areas to mentor in areas where
  they do feel comfortable
• Allows librarians who may not feel that they have
  the time to mentor one person one-on-one the
  opportunity to mentor in other ways
• The peer-colleague model, as well as the
  directory of experts, is a more informal
  structure a casual model is more flexible and
  adaptable

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But to implement the model effectively

• we need more information
• Weve done one survey but one was not enough
• The survey did not affirm our hypotheses
• The survey opened our eyes to other issues
• Other surveys we have in mind
• Mentorship Committee Inventory
• Demographics
• Career Information
• Expertise

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Changes Based on the Survey

• The target group, new librarians, has changed to
  librarians in transition
• The structure is changing from mentor-mentee to
  peer-colleague
• The purpose is even changing in the beginning
  was pure mentorship, now were also looking at
  continuing education opportunities

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Feedback from Pre-LUC and LUC

• More immediate solution for SLIS students
• Post resources on the ACRL-LA website
• Volunteers to serve on the mentoring committee
• Focus groups

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Definite Outcomes

• Planning more workshops like our Pre-LUC
  workshop, Publish Flourish Writing for
  Academic Librarians
• Focusing on technology-oriented workshops,
  covering such topics as Flash, Camtasia, and
  Moodle
• Pursuing our vision of a mentorship program, but
  adapting as new information becomes available via
  follow-up surveys and focus groups

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Louisiana Libraries Association

• Sharing the vision

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Sharing the Vision

• LLA wanted to create a mentoring program to reach
  new librarians, which led
• to the LLA Liaison to ACRL-LA, Rob Bremer, to
  meet with the ACRL-LA Executive Council and throw
  LLAs hat into the ring, which led
• to the joint presentation given at LUC 2008 by
  Rob Bremer (representing LLA), Mike Matthews
  (ACRL-LA president), and Megan Lowe (chair of the
  mentoring initiative) our first step in
  collaboration!

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Latest Work to Date Between ACRL-LA LLA

• On September 8, 2008, todays presenters met,
  shared information including ACRL-LAs
  initial finding that two-thirds of its new
  librarians have no interest in a mentor
  tossed around ideas, and concluded that more
  information and suggestions are needed to
  determine
• if the Louisiana library community in fact has a
  need for a mentorship program and
• if there is such a need, what should be the
  nature and scope of such a program.

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What Has Been Gleaned from Sharing

• A librarians need for a mentor arises when
  her/his library career is in transition as much
  as when the established librarian is learning a
  new skill, as when the newly minted librarian is
  entering the profession. 
• A librarian may also on occasion need
  confidential, unbiased advice in dealing with a
  workplace issue/crisis not at all connected with
  any career transition.
• The terms mentoring and mentor may be
  unnecessarily limiting and have a negative
  connotation for some mentees, who may chafe at
  the suggestion that, though professionals, they
  still need a guide perhaps, conferring
  and colleague are better terms (Conferring
  with a Colleague).

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What Has Been Gleaned from Sharing

• To be successful, any mentoring/advising program
  must be 
• Need-generated - what do our colleagues need, not
  what do we think they need
• Well-planned - but not so over-planned the
  program dies from inaction
• Realistic - the goal should be to have effective
  mentoring/advising available when needed not
  all mentors/advisors will be engaged all the time
  (not being busy is a good thing) and not all
  mentors/advisors will prove helpful (so assign
  another one)

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What Can You Do?

• How you can contribute to
• the process

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What Can You Do?

• Join ACRL-LA and LLA after all, membership in
  professional organizations is a good way to meet
  peers and seek help
• Take our surveys, when they come down the pipes
• Participate in focus groups
• Volunteer to serve on committees (like the
  mentorship committee!)
• Serve as mentors/peer colleagues/whatever we end
  up calling the participants in the mentorship
  program
• Dont be afraid to contact us with ideas, input,
  suggestions, etc. We want to hear from you!

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Contacting Us

• Rob Bremer rbremer_at_library.latech.edu
• Mike Matthews matthewsm_at_nsula.edu
• Megan Lowe lowe_at_ulm.edu
• LLA http//www.llaonline.org
• ACRL-LA http//www.acrlla.org/

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We hope this has been informative!

• Remember, we thrive on input
• Dont hesitate to contact us!