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If you have any questions, please contact Casey Domnick,  the chair of the New Professionals Sub Committee for 2016-2017.

About the  Mentoring Program 

Purpose of the Program

The purpose of the New Professionals Mentoring program is pairing new professionals with experienced professionals on campus to form a mentoring relationship to encourage support and growth within the field and on campus. The potential of this program is to strengthen relationships among staff and help foster better staff relations and retention with our division. 

The mentoring program is designed to match experienced Student Affairs professionals with new professionals who are interested in learning more about a specific area within the college. The program is open to all division staff to participate, and there are many benefits for serving as either a mentor or mentee. By serving as a mentor there is satisfaction in the opportunity to share your experiences and knowledge. The program will provide you an opportunity to make a lasting impact in the field as well as increase your own personal involvement within the division and College. As a mentee you will benefit from professional guidance as well as valuable information that only an experienced staff member might provide. In addition, we hope to provide newer professionals with insight as to the inner-workings of the division, the campus, and the community, as well as advice and insight to consider for their long term goals within the field of student affairs. I’ll be serving as a mentor as a part of this program, so I hope you'll consider joining me in taking part in this great opportunity for our division.

A brief application is used to match mentors and mentees based around different categories and areas of interest. The program will offer flexibility to both the mentor and mentee in order to foster an effective and productive mentor/mentee relationship. All staff is encouraged to participate in the mentoring program.

Benefits of Participating

MENTORS - By serving as a mentor there is satisfaction in the opportunity to share your experiences and knowledge with someone else. The program will provide you an opportunity to make a lasting impact in the field as well as increase your own personal involvement within the Division and College.
Other benefits of serving as mentor include:

  • Spending time with new professionals may help keep you fresh and hip within your own department
  • Exposure to new ideas, educational methods, technologies, and perspectives through conversations with mentee
  • Opportunity to experiment and develop professional skills
  • Ability to fine tune your skills as an evaluator, practice the act of effectively communicating expectations, and hone ability to build rapport and foster an effective learning environment
  • Allow you to make lasting relationships and to foster collaboration and education across the division and the entire college community
  • A sense of accomplishment in helping someone professionally
  • Ability to pass a legacy of information and history to the next generation of employees
  • Increased professional contacts
  • Utilizing coaching, communication, and counseling skills
  • Enhanced reputation through a demonstration of commitment to the organization
  • Opportunity for personal reflection

MENTEES – A new professional will benefit from professional guidance as well as important information that only an experienced staff member can provide. The Division of Student Affairs and The College have numerous units and departments whose complexity can be daunting without the proper perspective. With this mentoring program, we hope to provide new professionals with insight as to the inner-workings of all of the Division, the campus, and the community. Mentors will also be able to help give advice and insight about long term goals within the field of student affairs.
Other benefits of having a mentor include:

  • Make lasting relationships and to foster collaboration and education across the division and the entire college community
  • Ability to receive constructive feedback and become more accepting of other’s opinions
  • Gain new ideas, technical expertise, interpersonal and managerial skills
  • Increased achievement as a result of being encourage to reach for higher goals and take educated risks
  • Self confidence in decision making within the organization
  • Gain insight on the culture of the organization that could never be attained without personal time and experience invested
  • Gain a relationship with a person who can serve as a role model, a sounding board, to give feedback on personal and professional goals and ideas, a source of stability when facing new challenges
  • Networking and increasing professional contacts
  • Increased competencies and stronger interpersonal skills
  • Assistance in identifying weaknesses and how to address them

What is the Time Commitment?

The program will run for the academic year (September – May). Hopefully relationships formed during the year will continue beyond this time span.

There will be a program kickoff held in September of each year which will serve as an opportunity for mentors and mentees to meet one another and to establish some basic guidelines for their relationship.  In addition there will be a joint event held mid-way through the year in December/January  and then a final event in May. Outside of those three programs it will be up to each pair to set expectations for their relationship.

Since each mentoring relationship will be unique, the time commitment involved will be something that will be worked out between the mentor and mentee.  It is suggested that mentors and mentees try to touch base with one another at least once a month, but this is not a requirement.

How to get involved?

Any staff member wishing to participate as either a mentor or mentee can sign up by completing the interest form found at the following link:


Guidelines for Mentors

  • Take the initiative in the relationship. Invite your mentee to meet with you, suggest topics to discuss, ask if you can offer advice. The mentee should be led through a productive personal assessment: identifying strengths, weaknesses, skill development needs, career expectations and objectives.
  • Together, the mentor and mentee should establish expectations and goals.
  • Both the mentor and mentee should receive feedback from her/his counterpart in the relationship.
  • Raise questions such as “What do you want to get out of this mentoring partnership?” and “Where do you want to go in your career/life?”
  • Listening attentively is a big part of effective mentoring, and minimizes distractions while meeting.
  • Make observations or suggestions, and offer advice tentatively.
  • Avoid making judgments or issuing evaluative statements.
  • Be explicit that you are only offering suggestions that should be weighed along with advice and ideas received from other coaches or mentors.
  • Respect the privacy and time commitments of your mentee.
  • Maintain the strictest confidence about anything that your mentee says to you.
  • Introduce and expose your mentee within your own professional circle and to circles outside the university community as relevant. Networking goes beyond mentor/mentee; mentor actively seeks opportunities to introduce mentee to those with similar job descriptions and/or interests.
  • In public conversations in which your mentee’s name surfaces, make only positive or neutral comments about your mentee.

Guidelines for Mentees

  • Be motivated to learn from your mentor. Take responsibility for your own growth and success.
  • Be flexible with your mentor in setting up meetings. If you are having a difficult time matching your mentor’s schedule.
  • Be open and honest with your mentor. Discuss parameters of confidentiality in your relationship in the first meeting so that you can develop a feeling of trust.
  • Work with your mentor to come up with professional development and other topics of interest before each meeting.
  • Be prepared to ask for and give feedback. Recognize that you have insights to share from your previous positions and/or institutions.
  • Take charge of forming your own professional network. Follow through on referrals from your mentor and search out other partners as appropriate.
  • Follow through on referrals from mentor to appropriate office for specific information when appropriate.


  • Set expectations and establish how often you will met, how you like to receive feedback, what you hot to gain from the partnership.
  • Take time to get to know one another, learn each other’s work and communication styles, hobbies, interests, and future plans.

Activities & Ideas Suggestions

  • If possible, try to meet once a month, even if it’s over coffee or lunch. Try picking the same date and time each month and going ahead and blocking it on your calendar.
  • Attend College and Division meetings and events together. Some suggested specific to College of Charleston include:
    • Town Hall Meetings (attend together and then meet to reflect and follow up)
    • Student Affairs Breakfast (Fall) and Conference (Spring)
    • Student Affairs Staff Development Programs
    • Faculty senate meetings
    • Young Professional Lunch & Learns
    • Athletic Events
  • Tour the campus together
  • Visit various departments on campus
  • Introduce mentee to other faculty and staff
  • Explain some of the college resources
  • Discuss various employee events and accompany your mentee to them
  • Review the College’s and/or Divisions mission, vision, values and strategic priorities
  • Discuss each other’s background  and professional development/career goals

Topic Suggestions

The following are topics or activities that you and your mentor/mentee can discuss and explore together during your meetings.

  • Student Affairs:  What are the departments in Student Affairs, what is the organizational chart of Student Affairs, how does Student Affairs at College of Charleston differ from other schools, discuss the strategic plan and how each department contributes to them.
  • Professional organizations:  what is the mentee currently participating in and what other organizations exist
  • Networking: understanding the reasons to network and identify who you need in your network 
  • Building community on campus, community outreach and giving back
  • Mapping out a career path
  • Learn together/explore together:  Share and discuss an article related to our work, tour each other’s departments, visit a new place on campus
  • Leadership/Professional Development:  Explore ways to be involved across the division.                                                                    

Additional Resources

Mentoring Articles

Using Mentoring as a Part of Professional Development

Book Review - the Mentee's Guide

Developing a Successful Peer Mentoring Relationship

Mentoring in the Changing Academy

Mentoring v. Supervising

New Approaches to Mentoring

HR Training Sessions


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