STM Mentoring Programme 2022
Applications for the 2022 programme are now open!
*The deadline for mentee applications is 30th November 2021*
*The deadline for mentor applications is 7th December 2021*
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 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 2022 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
- STM is a global association and international mentorships are encouraged.
The programme run for 12 months and has been designed to nurture and encourage continued learning across STM member companies.
- All mentees must be working in an STM member organisation at the outset of pairing.
- Mentors can be from non-STM member organisations. We also welcome experienced mentors who are retired.
- 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 of participants/their organisations (there is no direct cost of the scheme)
- confidentiality (personal and commercial) is paramount
- the scheme facilitates personal, not business, development
- participants are responsible for scheduling their own mentorship meetings. As matches are likely to be international, it should be expected that the majority of the meetings will be held via phone/web
- job and applicant prospecting are not permitted under the terms of the scheme.
The ECPC aims to make the best possible mentorship matches, based on the pool of applicants available. But, in order to be successful, 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.
A Mentoring Scheme Guidance Document, which can be found here
Two webinars are available, along with associated PDF versions of the presentations:
“There is so much change that we are undergoing as an industry and it is groups like this that prove invaluable - in connecting people and allowing us to learn from each other.”
“This scheme is an excellent way to share experience between members of the publishing industry and support and nurture up and coming new talent.”
“Helps early career colleagues advance, find support, do better in their careers; helps established colleagues give back and see industry from fresh perspective”
“I feel it’s this sort of support which helps people to stay in the industry and to progress in the industry which benefits everyone. It helps to keep the good people!”
“I like the freedom you have actually to make the relationship between mentor and mentee what you want it. I think it works better this way and you build a unique experience that is really relevant to you.”
“I think I must have just gotten really lucky, but I LOVE my mentor. She has been amazing. The most important thing that made it work, I think, was that everything we talk about is confidential, staying between just us. This enabled a very open, honest mentor/mentee relationship.”
“It's been a fantastic opportunity to connect with someone in a different part of the world, working in a different department and company, but yet still be able to add value, and prove that remote working relationships can work!!”