MWTG Presentation

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This presentation will introduce you to the
Mentoring Process that is presently being
implemented for the SEFLIN Sun Seeker Leadership
Institute. Many of you may want to participate
in the Process, either as a Mentor or as a Mentee
(Sun Seeker), but would like additional
information before making a final
decision. Since it is difficult for many of you
to attend an Information Meeting, finding
alternate methods of communication are
necessary. This presentation is designed to meet
that need.
Please proceed to the next slide...
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SUGGESTIONS FOR COMPLETING THIS PRESENTATION
1. Go through the presentation at your own
speed.
2. Take the time to
absorb
the information.
Dont rush

• As questions arise, write them down. These
  questions
• may be answered at a later point in the
  presentation.

4. If a specific question has not been answered
or a specific issue is unclear, please
contact Jeannette Smithee at SEFLIN
(smithee_at_email.seflin.org) for additional
information or clarification.
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SUGGESTIONS FOR COMPLETING THIS PRESENTATION

• Remember that not everything can be covered,
  considered
• and/or learned with this type of learning
  format additional
• questions and outstanding issues are
  appropriate.

6. If you have comments regarding this format
for communication, please provide feedback
to
Jeannette Smithee at SEFLIN (smithee_at_email.seflin
.org)
Did it save you time by not having to attend a
meeting? Was it easy to understand?
7. Would you like to see this format used in the
future? If so, why? If not, why not?
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OK. Lets begin!
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There are four main objectives to this
presentation

• Provide information regarding the Sun
• Seekers Program, its elements and its
  requirements for participation.

• Provide overall information regarding the
• Mentoring Process and the roles for
  Mentors and Sun Seeker Mentees.

• Ensure that correct information is being
• communicated to avoid any misperceptions.

• Provide enough information to ensure that
• applicants make an informed decision
  regarding future participation.

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Sun Seekers Program
Mission To develop and enhance the leadership
skills of library staff through participation in
a program that will provide the opportunity for
individuals to contribute to the vitality, growth
and success of the library profession. 
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Guidelines for Sun Seeker Selection
This program is designed for professionals who
have exhibited leadership potential, as well as
ability to share with others their enthusiasm,
optimism and vision for the library services of
tomorrow.  The Sun Seeker candidates should
preferably have three to five years of successful
professional work experience and not already have
responsibility as a unit or division director. 
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Enrollment will be limited to 20 participants.
Sun Seekers are nominated by the library director
of a SEFLIN member institution. For 2007/2008 the
sponsoring library will pay 200 for each
participant accepted into the program.
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Nominees must 

• Be nominated by the library director of a
  SEFLIN
• member institution. 

• Commit to attend all scheduled sessions and
• mentoring events listed on the Sun Seeker
• calendar.

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Sun Seekers Attendance Guidelines

• Participate in the mentoring process.

• Actively support the goals of the program
  through
• a high level of participation.

• Participate in email or other collaborative
• discussions throughout the year.

• Provide feedback on their experience.

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A prime element of the Sun Seeker Program is
MENTORING!
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Definitions and Background In order for
mentoring to be successful within an
organization, it is important to remember two
things. First...
MENTORING is an important Organizational Strategy
!
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Definitions and Background Second, in order for
mentoring to be a successful Organizational
Strategy...
there needs to be a facilitated and focused
process in place for implementation.
Our libraries initiate strategies that are
important for our growth and our future. We
wouldnt think of initiating any of those
strategies without a plan and a process for
implementation.
The same is true when implementing a Mentoring
Process!
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Definitions and Background When we discuss
mentoring we talk about the good news and the
bad news...
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The bad news about mentoring is that it is
thousands of years old!
The good news about mentoring is that it is
thousands of years old!
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What we mean is that because there is so much
history regarding mentoring, there are many
perceptions and misperceptions about mentoring.
The first thing we have to do is to come to a
common understanding of concepts and terminology
in order to be able to communicate about
mentoring.
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Definitions and Background
MENTEE... ...the receiver - the trainee -
the learner - one who seeks knowledge and support.
MENTOR... ...an individual with the
knowledge or experience - the giver, the teacher,
who is willing and able to share.
MENTORING... is the use of an experienced
individual to teach and train someone with less
knowledge or experience in a given area.
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It is important to understand that there is
nothing in these definitions that illustrates
that the Mentor must

• be older

• have a more senior job
• position

• or have been with the
• organization or in the field
• longer.

The ONLY element that elevates the Mentor is the
knowledge or experience that the Mentor has and
that the Mentee needs!
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Definitions and Background
An important element of this mentoring initiative
is that it is a PROCESS.
A PROCESS is a series of interlinking events that
support each other and lead to a dynamic end
result.
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Definitions and Background
The best thing about a Process versus a
program is the structure and support that is
provided.
It is important to understand that we are not
trying to structure (as in terms of a verb)
the relationship between the Mentor and the
Mentee.
We are providing a structure (as in terms of a
noun) and guidance so that individuals

• understand what is expected of each role

• receive training whether in the role of Mentor
  or Mentee -- so that each
• can execute the respective roles effectively

• understand how Mentors and Mentees are matched
  and paired

• understand the objective that the organization
  is trying to achieve
• through mentoring and how success will be
  measured

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The Importance of a Facilitated Process
These are the overall elements that have been
built into this Mentoring Process to ensure that
it will stand the test of time and that it will
be successful.
These elements will also ensure that the original
objectives and measurements of success that were
established are met.
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• In 1996/1997, the SEFLIN Library Administration
  
• Management Committee (LAM) proposed a
• leadership project. The SEFLIN Leadership
  Institute
• began in 1997/1998 as a pilot project to
  enhance
• leadership in the region.

• Building on the success of the first SEFLIN Sun
• Seeker Leadership Institute, the program has
  been
• repeated every other year. There are now over
  100
• Sun Seeker alumni in the region.

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• The Sun Seeker Program includes awareness,
• discussion and practice of leadership skills
• facilitated in class sessions.

• Mentoring has been an important part of the Sun
• Seeker program since the beginning.

• Evaluations of the Sun Seeker Program and
• Mentoring have consistently expressed a need
  for
• more guidance on the roles and expectations for
• the mentoring experience.

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• We listened to your needs and suggestions.

• The Library Administration and Management
• Committee participated in a MORE workshop in
• July 2007 to identify improvements for Sun
  Seeker
• Mentoring.

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Roles and Responsibilities
If you decide to be a Mentor or Sun Seeker
(Mentee)
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1. Review all of the Sun Seeker Program
requirements.
2. Complete a Portfolio Information Document
3. Attend training.
4. Talk to and set goals with the Mentee, the
Mentees manager/ supervisor and the
SEFLIN staff coordinator.
5. Meet with the Mentee on an agreed upon,
regular basis.
6. Provide ongoing feedback.
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1. Review all of the Sun Seeker Program
requirements.
2. Complete a Portfolio Information Document.
3. Attend training.
4. Talk to and set goals with the Mentor, your
manager/supervisor and the SEFLIN staff
coordinator.
5. Meet with the Mentor on an agreed upon,
regular basis.
6. Provide ongoing feedback.
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NEXT STEPS Sun Seeker
Nominees

• Add or enhance your profile information on the
  SEFLIN Library Staff Networking Directory. Be
  sure to add something about yourself in the
  biography section.

• Return your Portfolio information and your
  Managers
• Response to SEFLIN by September 18.

• Final Sun Seekers (Mentees) will be announced on
  October 1.

• Plan to attend the Orientation Session for
  Mentees and joint lunch with Mentors on October
  16.

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NEXT STEPS
Mentor Volunteers

• Add or enhance your profile information on the
  SEFLIN Library Staff Networking Directory. Be
  sure to add something about yourself in the
  biography section.

• Request a Portfolio Information Document and
  Manager
• Response Form from SEFLIN by August 31.
  Return your
• Portfolio information and your Managers
  Response to
• SEFLIN by September 7.

• Final Mentors will be announced on October 1.

• Plan to attend an Orientation Session for Mentors
  on October 15 and a joint lunch with Mentees on
  October 16.

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For questions, contact Jeannette Smithee at
877.733.5460 or
smithee_at_email.seflin.org
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The End...