The moderation phase is the essence of the tutoring relationship: the tutoring plan is implemented and the relationship with the mentee is developed. (See Table 3.) For a mentor, Battin reminds us, the moderation phase means “consciously adapting opportunities for people who need to stretch them and then helping them to do so.” 11 For the mentee, this phase can be difficult, but ultimately rewarding – it means recognizing your strengths and weaknesses and addressing them with appropriate actions and opportunities. When looking for a mentor, it is important to define the tutoring goals and the basic skills needed for effectiveness in current and future positions. Identifying a mentor and appropriate goals is critical to successful career planning. (See Table 1.) For example, a new campus IT manager hired by the industry will likely need help getting used to the culture and politics of higher education. In this case, it would be wise to look for a mentor who has a deep understanding of how the institution works and the historical characteristics of leadership within the organization. Another important attribute that needs to be clarified at the beginning is whether the relationship is short-term or long-term. Short-term tutoring is generally for certain needs, while a long-term tutoring relationship over the course of a career could meet the broad demands of the. These preparations can help minimize potential frustrations.
How are we going to cope with the other big challenge of maintaining this momentum and keeping time? The second official meeting will set development goals. All subsequent appointments will benefit from a well-established criteria for productive achievement, including reviewing development goals and conducting progress tests. This is the long-term content of the tutoring process. Another way to establish a tutoring relationship is to work with a colleague in choosing a mentor. This “double” facilitates the mentor`s engagement over time, and the mentee partner brings a different perspective and broadens the scope for discussion. However, be careful when participating in group mentoring programs, as a mentor`s relationship with many mentors does not always allow participants to achieve their individual goals. The innovative study by the EDUCAUSE Center for Analysis and Research (ECAR) on the direction of computer science in higher education2 warns that the majority of information technology professionals surveyed believe that work in higher education is useful, but that the next generation of potential IT executives is in decline. The insurrators see the IT campus as a climate of freshness for innovation, but there is a lack of different workers. Perhaps most strikingly, they see the IOC`s career as too much personal commitment. This is particularly threatening, as more than a quarter of respondents planned to retire within five years or less, leaving a gaping need for new directions. The report contains two recommendations to mitigate this problem: the search for leaders in non-traditional places and the identification and management of promising candidates. Although the mentor created the original version of the agreement, the mentor will give constructive feedback and contributions to the final design of the agreement with the mentor so that everyone feels responsible for the finished product.
Both parties must participate in the refinement and ratification of the tutoring agreement, with both parties accountable. Too often, mentors and mentors start without sufficient preparation and ultimately have unsatisfactory experience, she says.