Mentors and other advisors

It is important for every staff member to have good models and advisors. Such advisors can be selected from the network that the staff member built before coming to Groningen, for example a former supervisor or manager, but it is also important to build up a network of advisors at the University of Groningen. Advisors can be direct colleagues or managers, funding officers, business coordinators, project controllers, HR advisors, etc.

In addition, all staff members are strongly encouraged to at the start of their trajectory find someone within the University of Groningen to take the role of mentor. Mentors are typically one or two steps ahead of mentees on their career paths. Conversations between mentors and mentees are confidential and allow more experienced academics to share their knowledge and skills with less experienced academics. Mentors can advise on the development of research skills, teaching, leadership, outreach and management. In addition, mentors can address topics that the mentee considers important. Mentors can also offer an attentive ear, a fresh perspective, feedback and advice based on personal experience. In short, mentors are the sounding boards of the mentees.

Selecting a mentor

The scientific director of the staff member’s research institute can offer guidance in who to select as a mentor and should ensure that new staff members receive a mentor within 6 months. The institute’s HR advisor can also mediate in finding a mentor if desired, i.e. in establishing a good match between mentor and mentee. A good match means that both mentor and mentee look forward to the mentorship. The relationship between mentors and mentees is not hierarchical, so mentors cannot simultaneously be supervisors of mentees, nor can they be direct co-workers.