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Jane Holbrook

Online Video Lectures and Course Materials - Open Yale Courses - 0 views

oyc.yale.edu

education lectures opencourseware university yale

shared by Jane Holbrook on 16 Oct 08 - Cached
  • Jane Holbrook on 16 Oct 08
     
    Cloudworks allows you to find other people's learning and teaching ideas, designs and experiences as well as sharing your own. You can also get access to many learning design tools and resources to help you create learning designs.
Mark Morton

The Pitfalls of Academic Mentorships - The Chronicle Review - The Chronicle of Higher E... - 0 views

chronicle.com/...1759

mentoring cte

shared by Mark Morton on 25 Nov 09 - Cached
  • At the height of Plumb's career through the 1960s and early 1970s, the word "mentor" was used only occasionally in academe or the corporate world.
  • The era of the mentor began in earnest only in the mid-1970s. The Yale psychologist Daniel J. Levinson, best known for his studies of middle age, had a precise definition quoted in The Christian Science Monitor on February 14, 1977: a person 8 to 15 years older than the "mentee," a "peer or older brother" rather than a "distant father." Levinson continued: "He takes the younger man under his wing, ... imparts his wisdom, cares, sponsors, criticizes, and bestows his blessing."
  • Corporate mentoring took center stage in 1978 and 1979 with two articles in the Harvard Business Review. The title of the first, an interview with a group of senior executives from the Jewel Companies, echoes to this day: "Everyone Who Makes It Has a Mentor."
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  • Harriet Zuckerman's 1977 book on the scientific elite and American Nobel laureates had shown how crucial the system of graduate supervision had been; more than half of America's Nobel laureates by the year 1972 had been students, postdoctoral fellows, or junior collaborators with older laureates, and many others had worked with major nonlaureates.
  • For all my gratitude for such support, I remain skeptical about the mentor-protégé bond and see the "Much Ado about Mentors," to quote the title of Roche's late 1970s Harvard Business Review article, as the start of a disturbing trend.
  • Yet the search for a mentor, for a safe initiation into academic or corporate mysteries, can overshadow the entrepreneurial spirit. Roche himself pointed out that mentored executives "do not consider having a mentor an important ingredient in their own success." They credited their aptitudes, hard work, and even luck ahead of mentoring.
  • The current trend toward overvaluing mentors is understandable but mistaken.
Mark Morton

A Helping Hand for Young Faculty Members - Faculty - The Chronicle of Higher Education - 0 views

chronicle.com/...10790

mentoring cte

shared by Mark Morton on 25 Nov 09 - Cached
  • "She wasn't really familiar with my discipline, but she was able to give me perspectives about the institution from a different vantage point. I really grew to appreciate that."
  • an increasing number of colleges now rely on formal mentor programs, many of them campuswide, to give new faculty members guaranteed access to senior professors who can help them.
  • These days, actively seeking career guidance within the ivory tower doesn't hold the stigma for new professors that it once did
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  • "It used to be sink or swim." Either you were cut out for the professoriate, or you weren't, she says. "But now you walk into a new place and it's not shameful to need help."
  • baffling task of pinning down the right mix of research, teaching, and service that will lead to tenure.
  • On a scale of 1 to 5, with the highest number representing "very important," the mean score for informal mentoring was 4.49. Formal mentoring was slightly less important with a mean score of 4.04.
  • "We try to have multiple pathways for people to engage in finding mentors,"
  • Officials at Yale University are fast-tracking efforts to shape the informal faculty mentors that is common on its campus into a more formal mentor process
  • Ms. Trower says that the more corporate mentorship mode — which includes training mentors and protégés, setting goals, and measuring the end result — isn't yet common in academe. Meanwhile, formal mentor programs do have at least one drawback: a mismatch can result in a strained relationship from which neither party sees a way out.
  • the future of mentor programs for faculty members should include outreach to midcareer professors
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