STM Mentoring Programme 2017

Applications for the 2017 scheme are now closed

 

One of STM’s goals is to provide tools for early career publishing professionals to advance in their roles while also expanding their network in the publishing industry. To promote outreach and engagement among entry-level and experienced publishers, STM’s Early Careers Publishing Committee (ECPC) cross-company pilot mentoring scheme is now open for applications from STM members wishing to be involved as mentees and mentors.

About the Programme

Mentoring facilitates the sharing of knowledge, expertise, skills, insights and experiences through dialogue and collaborative learning between a more experienced colleague and a more junior or less experienced colleague.

STM's 2017 mentoring programme provides a unique development opportunity for individuals working in STM member organisations. The programme will support your professional development and help you to achieve your career goals. Key aspects of the scheme:

  • within and between STM member organisations;
  • for staff working in all functions and at all levels of seniority;
  • international mentorships are encouraged.

The programme run for 12 months and has been designed to nurture and encourage continued learning across STM member companies.

An STM Mentoring Webinar is available to view here: http://www.stm-assoc.org/events/stm-webinar-cross-company-mentoring/ to give you more information on the scheme and useful mentoring tools and techniques.

 

Eligibility

  • All participants must be working in an STM member organisation at the outset of pairing.
  • Participants can be in any function, sector, publisher type and level of seniority.
  • Mentoring relationships will consist of a pairing of 1 mentor and 1 mentee.
  • Ground rules included in mentorship agreements (agreed by mentors and mentees at the commencement of mentorships) will include that:
    • participation is at the cost (there is no direct cost of the scheme) of participants/their organisations;
    • confidentiality (personal and commercial) is paramount;
    • the scheme facilitates personal, not business, development;
    • job and applicant prospecting are not permitted under the term of the scheme.

 

What’s involved?

The mentoring relationships require a commitment from both parties from the outset, involving regular contact as agreed by both parties. In terms of what is expected from each role:

The Role of the Mentee

The mentee should set the agenda for the mentorship, enabling mentees to take ownership of their own development with the support and guidance of their mentor. Mentorships are most effective when mentees are open, honest and receptive to their mentors in order to extract the required information which will benefit them.

The Role of the Mentor

The mentorship should be driven by the mentee’s personal and professional development, with the mentor empowering the mentee by facilitating the mentee’s self-appraisal, establishing facts, sign-posting, and giving information and advice drawing on their own experience, expertise and knowledge.

Mentors should encourage mentees to take responsibility for their own development by enabling mentees to self-reflect, clarify understanding, challenge assumptions, consider different perspectives, make decisions and set their own objectives.