MENTORING is a structured process where an experienced individual (mentor) helps another person (mentee) to develop their goals & skills through time limited, confidential one to one conversations.  It generally means to give advice and guidance to others by either helping newcomers settle in or in providing a role model for existing staff.

This enables staff to:

• Reflect on their current roles and identify areas for personal and professional development
• Enable them deliver to their potential in their role
• Progress in their careers
• Achieve a greater work life balance

Any staff member can avail of mentoring in UCC. There are several mentoring schemes - all have similar principles & goals and target difference staff audiences.  They include but are not limited to:

• Newly appointed staff (Automatically assigned a mentor named on one’s contract of employment) An academic staff member on probation [mentee] meets at the end of year one with their Head and the form they discuss includes reference to having participated in mentoring
• Female Academic Mentoring
• Mentoring for Females
• Aurora Mentoring Scheme
• Mentoring & Researchers

Mentors - One pager

Mentees - One pager

UCC does not maintain a ‘mentor panel’ as any staff member can be a mentor in UCC, depending on experience, knowledge and skills. 

What is the difference between mentoring and coaching?

A Mentor:

• Advises & suggests
• Shares knowledge and experience
• Leads by example
• Gives examples and ideas
• Is usually more experienced (than mentee)

A Coach:

• Creates space to think
• Challenges beliefs, thoughts and behaviours
• Facilitates self-discovery
• Draws out (from coachee) examples and ideas
• Need not be an expert