mentoring)for) leadership) development · mentoring)for) leadership) development...
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Mentoring for Leadership
Development Dr. Irene M.H. Herold Dean of the Library Keene State College
Defini>on of Mentoring
• One person helping another to make “significant transi>ons in knowledge, work or thinking” (CluHerbuck and Megginson, 1999, p.3 ).
• “Managers are people who do things right and leaders are people who do the right thing.”
(Bennis & Nanus, 2003, p. 20).
Defini>on of Leadership
Rela%onship Type Informal Formal ß-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐Mentoring-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐à
ß-‐-‐-‐-‐-‐-‐-‐Leadership-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐à
Mentoring for Leadership Development
• Mentoring and transforma>onal leadership overlap
• Leadership is oTen a formal rela>onship • Mentoring is oTen an informal rela>onship
(Godshalk & Sosik, 2007, p. 153, 155)
Goals of the College Library Directors’ Mentor Program • Socializa>on • Crea>ng a network of support
• Exposure to alterna%ve ways of approaching managerial and leadership issues
• Reten>on to the profession and posi>on of new director
Management Leadership
Crea>ng an agenda Planning and budge>ng
Establishing direc>on
Developing a human network for achieving the agenda
Organizing and staffing
Aligning people
Execu>on Controlling and problem solving
Mo>va>ng and inspiring
Outcomes Produces a degree of predictability and order
Produces change, o@en to a drama%c degree
Theore>cal Framework for Content Analysis
Note. Adapted from A Force for Change: How Leadership Differs from Management by John P. KoHer (Exhibit 1.1, p. 6). Copyright © 1990 by John P. KoHer, Inc. Free Press, a division of Simon & Schuster, Inc..
Key Findings • Management, not leadership in evidence • Leadership theories, models, and tools for future program considera>on:
• Transforma>onal Leadership • Change Leadership • Emo>onal Intelligence • Resonant Leadership • Credibility • Self-‐confidence
• Program directors re>ring • Time to rethink content and shape of program – Use full year – Employ social media, and virtual mee>ngs – Provide mentor training
• Create outcomes-‐based curriculum
Opportunity for New Direc>on
• The Riggs (2001) approach
• A workbook approach
• Reframing organiza>ons
• The MLIP model
Suggested Outcome-‐Based Models
References Bennis, W. G., & Nanus, B. (2003). Leaders: Strategies for taking
charge (2nd ed.). New York: Harper & Row. CluHerbuck, D., & Megginson, D. (1999). Mentoring ExecuAves
and Directors. Oxford: BuHerworth-‐Heinemann. Godshalk, V.M., & Sosik, J.J. (2007). Mentoring and leadership:
Standing at the crossroads of theory, research and prac>ce. In B.R. Ragins & K. E. Kram (Eds.), The handbook of mentoring at work: Theory, research, and pracAce (pp.149-‐178), Los Angeles, CA: Sage Publica>ons, Inc.