Teacher Mentorship

Teacher Mentorship

Rebecca McGee Coaching and Mentoring to Support Teacher Efficacy and Retention Professor Keturah Donald EAD-567-O500

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Mentoring vs. Coaching

Mentoring: Fundamentally, mentoring is about sharing knowledge and experience. Mincemoyer & Thomson (1998) define a mentor as "a seasoned employee who offers advice about the values, beliefs, norms, and accepted rituals of an organization" to a less experienced employee (Coaching versus Mentoring: What Is the Difference?, n.d.). It's about offering the direction and encouragement required to negotiate the complexity of our company, improve career opportunities, and cultivate a strong feeling of belonging. n.d.) ‌

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Mentoring vs. Coaching

Coaching:While coaching offers help for particular skills and goals, mentoring emphasizes long-term professional development. A coach is a teacher who, listen, solve problems, come up with strategies, spark ideas, build people's skills, offer support, give constructive comments, and speak with them Coaching versus Mentoring: What Is the Difference?, n.d.). Although mentors usually fulfill the same professional function as their mentee, coaches can also be official and informal leaders in companies or communities, supporting clients, volunteers, and fellow employees.

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Mentorship Program Effectiveness

• Mentorship programs in schools and ministries can have a big effect on the skills and confidence of students.
• Relational tutoring is a way for teachers to connect with their students on purpose, which helps them learn.
• Keith Koteskey's research shows that relationships based on interaction and dialogue are good for training people to be church leaders in the future (Coaching versus Mentoring: What Is the Difference?, n.d.).
• Timothy Ponce talks about Ellen Ensher's idea of guidance as a way to teach that builds students' confidence in their own abilities (Coaching versus Mentoring: What Is the Difference?, n.d.).
• Mentoring does more than just build relationships; it also helps students learn to trust and deal with their emotions.
• Teachers who show weakness can help their students learn to understand and care about other people's feelings.
• Another tool that can help students get past emotional hurdles to learning is self-regulated learning (SRL).
• Mentoring isn't just a way to get help and make friends; it's also a way to improve yourself and your studies.
• Teachers show students how having goals and being responsible can help them grow as people.
• Overall, having a guide is a great way to improve yourself and your studies.

Mentoring in Ministry Education: • Keith Koteskey's study showed that mentoring in the form of "interactive, dialogical relationships" is one of the best ways to train the next generation of ministry leaders through integrated learning. His findings are useful for teaching leadership in other places. Mentorship Pedagogy Used in Leadership Training: • Timothy Ponce talks about Ellen Ensher's idea of mentorship as a way to teach in the classroom. By creating a mentorship pedagogy, Christian teachers can change their students' overall sense of self-efficacy on purpose. Building Relationships and Trust: • Mentorship is more than just a relationship; it builds relationships and trust by being genuinely involved. • Teachers who show weakness may help their students become more emotionally intelligent and empathetic. • Being open and listening carefully can help build trust. How to Get Past Emotional Roadblocks to Learning • Mentorship pedagogy can help students get past the mental problems that come up when they are learning. • Teachers can help students learn by giving them the tools they need to keep themselves in check. Self-regulated learning (SRL) is a way to learn and put what you've learned together, but it may also help you grow as a whole person. Help with personal and academic growth • Mentorship is more than just support and friendship; it's also a way to improve yourself and your studies. • Mentors teach people how to set goals and be responsible for them, and they show how these things lead to personal growth. • Teachers can help students grow personally and academically by encouraging them to think about themselves and have a growth attitude.

Enhancing Teacher Efficacy and Retention through Mentorship

Enhancing Teacher Self-Efficacy

Provides a safe space to explore challenges and celebrate successes. Offers opportunities for skill development and knowledge sharing. Encourages reflection and self-assessment, leading to greater confidence. Helps creates independent growth and confidence

Strengthening Retention

Creates a sense of belonging and reduces feelings of isolation. Provides support and guidance, especially during challenging times. Demonstrates a commitment to professional development, increasing job satisfaction. Offers leadership development and opportunities for growth within the institution

Human Flourishing and the Common Good

Promotes a culture of caring and concern for others. Encourages empathy and understanding. Inspires a commitment to the common good. Adds to the flourishing of the greater community.

School Mission and Vision

A positive school culture is built upon shared values, beliefs, and goals among staff and students.Research consistently demonstrates that a strong, positive school culture leads to significant improvements across various aspects of school life. Statistics Indicates:

• More students attending and doing well in school
• Significantly raised school morale
• Improved staff health and well-being
• Lowered aggressive behavior among students.
• Lessen Teacher Turnover

Mission and Vision

The mission statement outlines the organization's purpose and responsibilities, such as providing a safe, nurturing, and challenging learning environment for students to reach their full potential. (Marymount University, 2023) The vision statement outlines the future goals, such as being recognized leaders in innovative education and community engagement, preparing students to be responsible, ethical, and successful global citizens (Marymount University, 2023). ‌

Well-crafted mission and vision statements provide a framework for:

• Setting clear expectations for all stakeholders.
• Creating a sense of shared purpose and direction.
• Guiding decision-making at all levels of the school.
• Inspiring staff and students to contribute to a common goal.

Vision without action is merely a dream. Action without vision just passes the time. Vision with action can change the world. – Joel A. Barker

A Great Mentor

A mentor is more than just an advisor; they are a trusted guide, teacher, and source of inspiration. Their role is pivotal in helping mentees navigate their career paths, leveraging expertise and wisdom to support learning and development. To ensure a successful mentor-mentee relationship, mentors should embrace these key expectations: Dedicated Presence and Engagement: A successful mentor commits to the full duration of the program, exhibiting excellent listening skills and unwavering dedication to the mentoring process. Rescheduling should be handled with consideration for the mentee's needs. Goal-Oriented Collaboration: Mentors actively engage with mentees to help them identify strengths, weaknesses, and passions. This involves collaboratively setting realistic and attainable goals, paving the way for tangible progress. Personalized Guidance: Understanding and valuing the mentee’s personal and career interests is paramount. Mentors guide mentees in developing specific professional targets while considering long-term career aspirations. Ethical and Respectful Conduct: A mentor must maintain the highest standards of professionalism and ethics, earning the respect of the mentee and the wider community. They acknowledge their limitations, avoid overbearing influence, and refrain from judgment. Furthermore, they create a confidential space, respecting the privacy of discussions.

A Great Mentee

The mentee plays an equally critical role in the relationship. By actively participating and providing feedback, mentees can maximize the benefits of the program. Key elements of a successful mentee include: Responsiveness and Time Management: A successful mentee is responsive, and proactive in suggesting timetables for common objectives. Goal Prioritization and Follow-Up: Prioritizing specific goals, reporting on progress (or challenges), and following up on advice are crucial for demonstrating commitment and maximizing learning. Clear Communication: Open and clear communication is essential. Mentees must articulate their needs and questions to receive the appropriate support and guidance. Respect and Engagement: A mentee should be respectful and responsive to their mentor’s advice while actively engaging in the relationship.

Timeline for Mnetorship

• Mentees thrive on regular feedback, the cornerstone of sustained growth.
• Ideal meeting frequency allows mentees to practice new skills, habits, and attitudes learned during meetings.
• Subsequent meetings focus on unpacking experiences, asking insightful questions, and receiving targeted feedback from the mentor.
• Without consistent interaction and feedback, mentees risk stagnation – repeating the same actions without achieving different results

Mid-Year Review (45 mins). Skill Advancement Discussion (30 mins)

February

Mentorship Meeting Timeline

Meeting durations are suggestions and can be adjusted. Flexibility is crucial - reschedule as needed due to unforeseen circumstances. Prioritize quality over quantity - even short, focused meetings can be highly effective. Use collaborative calendar tools to facilitate scheduling and reminders

Aug.-Sept

Initial Meet and Greet (30mins). Goal Setting Session (60mins)

December

Goal Check-in (30 mins). Winter Break.

October

Skill Development Check-in (30 mins), Feedback Session (45 mins)

January

New Semester Goal Setting (60 mins).

November

Practice Review (30 mins). Thanksgiving

Challenges of Implementing Mentorship Progams

One Way Relationship

• Mentorship becomes a lecture series where the mentor dominates the conversation.
• The aspirations and job goals of the mentee are ignored, which slows down growth for both parties.
• Mentor's are there to help, not write the story of their mentee's success.

Vague Commitments/No Goals

• Both sides aren't sure what to do with their resources and time because there aren't any clear goals or promises.

• Mentorship meetings can feel aimless and pointless if they don't have clear goals.

Being Critical Instead of Constructive

• Mentorship becomes a source of negativity and criticism, stifling the mentee's growth.

• Mentors may try to control the mentee's decisions, hindering their ability to take ownership and learn from their own experiences.

Strategies of Implementing Mentorship Progams

One Way Relationship

• Encourage a fair , balanced, and honest conversation.
• To make sure that both sides are involved, use discussion guides or structured curriculums.
• The mentee's goals and ideas for their journey should be the main topic of the first meeting.
• Encourage your mentees to take part in the talk and make it happen.

Vague Commitments/No Goals

• Clearly define the frequency, duration, and nature of meetings early on.
• Conduct a goal-setting session to outline both short-term and long-term professional and personal aspirations.
• A structured program can offer guiding questions to steer these conversations.

Being Critical Instead of Constructive

• Emphasize constructive feedback and a culture of positive reinforcement.
• Challenge mentees to think differently instead of just telling them what they're doing wrong.
• Encourage mentees to take ownership of their actions and discoveries.
• A mentor’s role is to guide, not govern.

Summary

Mentorship is an important part of professional development in schools because it helps develop attitudes, values, and rules that are important for both student and adult success. Mentorship pairs people with experience with people who are looking for advice (Hill et al., 2022). This helps mentees plan their careers strategically, be happier at work, and grow as people. Mentors share valuable knowledge, offer support, and listen actively (Hill et al., 2022). They also offer encouragement and help with managing the professional world. Successful mentorship programs help institutions by getting teachers more involved, keeping them, getting them published, and helping them move up in their careers. An effective mentor helps you think about yourself and grow while also building a good relationship with you. The mentoring relationship, which is based on open communication and mutual respect, changes over time, so both people involved need to be committed and deliberate in how they interact with each other (Hill et al., 2022). Investing into this has significant benefits because it encourages a mindset of always learning and professional excellence. This leads to better health and education for all students and adults in the long run. ‌

References:

Coaching Versus Mentoring: What is the Difference? (n.d.). Extension.psu.edu. https://extension.psu.edu/coaching-versus-mentoring-what-is-the-difference Hill, S. E. M., Ward, W. L., Seay, A., & Buzenski, J. (2022). The Nature and Evolution of the Mentoring Relationship in Academic Health Centers. Journal of Clinical Psychology in Medical Settings, 29(3), 557–569. https://doi.org/10.1007/s10880-022-09893-6 Marymount University. (2023, February 16). How to Write School Mission and Vision Statements. Marymount University Online. https://online.marymount.edu/blog/how-write-school-mission-and-vision-statements MENTOR/MENTEE EXPECTATIONS SUCCESSFUL MENTOR. (n.d.). Retrieved March 5, 2025, from https://www.vesglobal.org/wp-content/uploads/2024/04/Mentor-Mentee-Keys-To-Success.pdf (MENTOR/MENTEE EXPECTATIONS SUCCESSFUL MENTOR, n.d.)‌ 5 Mentoring Challenges (and Solutions) for 2024 | 10KC. (2024, March 12). https://www.tenthousandcoffees.com/blog/mentoring-challenges-and-solutions Mentoring Frequency: When Should Mentors and Mentees Meet? (2023, June 28). https://www.mentorcliq.com/blog/mentoring-frequency-mentor-meetings ‌ ‌ ‌

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