The Mentoring Role of Professional Associations

Zabel, Diane (business)

doi:10.1080/08963560802183187

Cited by 13 publications

(4 citation statements)

References 6 publications

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“…These opportunities include conferences, workshops, continuing education courses, webinars, publications, and discussion lists (Garrison and Cramer 2021;Hines 2014;Thomas 2012). Other opportunities include mentoring programs, grants, and scholarships (Baldwin 1995;Zabel 2008). In addition, many associations also provide librarians with the opportunity to develop content for professional development activities and thus share their knowledge with others (Fisher 1997;Thomas 2012).…”

Section: Benefits Of Professional Associationsmentioning

confidence: 99%

A beginner’s guide to library association service

Sassen

2023

College & Undergraduate Libraries

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Section: Benefits Of Professional Associationsmentioning

confidence: 99%

A beginner’s guide to library association service

Sassen

2023

College & Undergraduate Libraries

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“…Mentoring within professional associations forms a significant subsection of the mentoring literature; Diane Zabel provides a clear review of this literature, which builds upon Ann Ritchie and Paul Genoni's excellent overview of the concept. 8 Professional associations are interested in promoting mentoring schemes for several reasons. Firstly, mentoring is often seen as an "advantage of professional membership" and is used to attract new recruits to the association.…”

Section: Literature Reviewmentioning

confidence: 99%

Analyzing La Cuna: New Approaches for Mentoring in Professional Associations

Hicks

2012

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This case study explores the implementation of La Cuna, an online mentoring forum in a small, subjectbased professional association, the Seminar for the Acquisition of Latin American Library Materials (SALALM). Designed using the social network software Ning, the forum functioned as an informal learning community for 38 members and was an innovative response to geographical challenges and changing technological skills. Using participation data and a questionnaire to analyze the implementation and development of the hybrid e-mentoring community, this study reveals challenges and benefits that should be considered when managing similar professional development activities. While the forum failed to maintain sustained participation, findings revealed the need to assess professional association member needs regularly and highlighted the importance of continued exploration of online learning tools. Through the description of this project, professional associations and other learning communities will gain insights into the creation and implementation of an online e-mentoring learning community, which will be useful as librarians and groups attempt to meet member professional development needs.

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“…IOM occurs when the mentor and the mentee do not belong to the same organization and arises from the mentee approaching an external entity (professional association, regional/local agency, sectorial cluster, technology park, etc.) that organizes this type of program (Baugh and Fagenson-Eland, 2005; Eby, 1997; Zabel, 2008). IOM programs, which are increasingly popular, give mentees the opportunity to develop competencies and skills that they may not be able to develop in their own organizations (Brodie et al , 2017; Memon et al , 2015; Murrell et al , 2008).…”

Section: Introductionmentioning

confidence: 99%

Mentee characteristics in inter-organizational mentoring for managers: a hybrid Delphi survey

Gisbert‐Trejo

Gallastegi

Landeta

et al. 2020

EJTD

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Purpose Inter-organizational mentoring (IOM) is a human resource development tool that is used when the mentor and mentee belong to different organizations. As mentees are the focus of the IOM process, the success of this type of program is highly reliant on their characteristics. Therefore, the purpose of this paper was to derive the most desirable characteristics for mentees in IOM. Design/methodology/approach An intensive review of the literature on mentoring for managers and business professionals was carried out to identify mentee characteristics. These characteristics were then ranked for their importance to IOM using the Hybrid Delphi method (with 130 informants taking part in a Delphi survey and 19 expert IOM practitioners taking part in Focus Group and Nominal Group Technique sessions). An exploratory factor analysis identified the three main underlying factors behind the listed mentee characteristics. Findings In total, 17 relevant mentee characteristics were identified and ranked and then synthesized into three essential factors for the mentee. The results were discussed in the light of existing studies. Originality/value The mentee characteristics and factors identified in this study will be of great practical value to coordinators of IOM programs. Also, the review of the literature and the obtained results will help other researchers who wish to expand on this topic.

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The Mentoring Role of Professional Associations

Cited by 13 publications

References 6 publications

A beginner’s guide to library association service

A beginner’s guide to library association service

Analyzing La Cuna: New Approaches for Mentoring in Professional Associations

Mentee characteristics in inter-organizational mentoring for managers: a hybrid Delphi survey

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