A traditional mentoring model is when a senior employee mentors a junior employee. It is typically viewed as a hierarchical structure. The senior employee shares information on policies, practices, structure, and culture. There may be additional goals that include networking and helping the junior employee develop their own connections. In the faculty model, senior librarians help junior librarians with Criterion II and III support as well developing their dossiers. Mentees may also seek support on learning about roles and responsibilities of a particular position, including leadership and management positions. The traditional mentoring model is the most commonly known and used.
Forthcoming
Peer group mentorships are similar to peer to peer mentorships but expand to include multiple members outside of a dyad. Peer groups usually form naturally when multiple individuals are interested in learning more about a particular topic, or are looking for support in their similar roles. MSUL has a couple of groups already that could be classified as a peer group such as the Critical Practice Reading Group and the Leadership Development Program. Past programs include the Supervisor Community of Practice and the Teaching and Learning Community of Practice. The broader MSU Community has Faculty Learning Communities: https://ofasd.msu.edu/teaching-learning/learning-communities/2024-25-learning-communities/
If anyone is interested in forming a formal peer group around a particular topic, please reach out to the Organizational Development Team for a consultation. We are happy to provide support and structure, and advocate for any potential funding.
The many to one or micromentoring model is when a mentee seeks advice and mentorship from more than one mentor in one year. This model is becoming much more common, especially among newer librarians and support staff. There are situations when multiple mentors are beneficial to an employee, especially when their needs are varied or more complex, and cannot be met through mentoring with one individual. Mentees may also be interested in hearing perspectives on the same goals and needs from different parts of the library, therefore micromentoring is a beneficial model there too. Typically, a mentee will meet with one mentor for the first six months, and then a second mentor for the last half of the mentoring year. There is flexibility with this model, and it is tailored to meet the needs of the mentee. The Organizational Development team will work with the group to determine when transitioning is best for everyone.
Also known as "networked mentoring," the many to many mentoring model allows for multiple mentors and mentees to engage in a mutually supportive and reciprocal network that can be particularly effective at ensuring accountability across the group. It's nonhierarchical, and works best when pursuing long term goals vs. short term goals. The many to many mentoring model also helps foster independence while honing collaboration skills.
More on this model and others can be found in this guide for STEMM, co-authored by former MSU faculty Dr. Beronda Montgomery: https://nap.nationalacademies.org/resource/25568/Montgomery%20and%20Page%20-%20Mentoring.pdf
Reverse mentorship is the opposite of a traditional mentoring model, where the junior employee mentors the senior employee. This type of model can be beneficial when a junior employee has skills or knowledge about a topic that a senior employee is interested in developing. MSUL had one mentorship with this model back in 2015, when a new librarian with a unique skillset was approached by an established librarian to acquire that skillset. It was set up as an official pilot mentorship and was viewed by both as successful. If you're interested in this model, please reach out to the Organizational Development Team for a consultation.
Brene Brown, renowned author on personal and organizational development, talks more about Reverse Mentorship in a podcast episode with Patrice Gordon, Executive Coach and Personal Development advocate specializing in Inclusive Leadership, Reverse Mentoring and Women’s Development Programs: https://brenebrown.com/podcast/brene-with-patrice-gordon-on-reverse-mentorship/#