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1. Diversity of the group of mentees

2. Diversity of approach by the mentor towards mentee

3. Diversity of mentee selection of mentor

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Perspective 2: Mentor use diversed approach towards mentee

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Perspective 2: Mentor use diversed approach towards mentee

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Benefit:

Cater multiple field / needs by mentee (teaching/research etc).

Current Practice:

CPD

Upskilling at external provider

Improvement:

Need for iconic mentor / figura at faculty level

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(1) Junior can benefit from senior for leadership succession (pelapis)

(2) Institutional knowledge pass from older to younger gens

(3) Talent pool, special body/entiti manages the agenda

(4) Good Step-by-step leadership progress in faculty to university to higher levels

(5) Good: ToT - teaching and learning

(6) Good: AMTEC (research impact)

(7) Improve: Research culture + leadership (RU junior)

(8) Improve: Better focus (by Research Group - not the same KPI for all RGs)

(9) Improve: Teaching-Research priorities and clashes, academic programmes management VS research demands

(10) Improve: Senior's roles (how they can contribute)

(11) Improve: PPP staffs to involve in event management and academic management more in-depth, benefit from PPP staffs who have Master/PhD

(12) Improve: Delegate work equally among colleagues

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Sustainability of succession planning

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Improve: Self Resilience of the young lecturers (lari ke universiti lain)

Improve: Emotional intelligence courses for many more lecturers

Good: Psychological assessment

Improve: Brainwave

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1. The mentee (older) should be open minded

2. Fresh idea from new young, new energy, adaption from new technology is easier from young, fast learner

3. Mentor can learn from mentee (young or students) especially on technology apps, because the younger likes to explore

4. Win-win situation, both mentor and mentee improve their knowledge, mentor (old) can upgrade the digital literacy, technology skill (padlet, Jamboard, etc)

5. Emphatic-Mentor belajar memahami Situasi mentee

6. Expand networking - mentee with industry experience, students from international

7. Two ways communication, benefits. Mentee (young) helps with the technology. Junior always advanced in their technology

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Perspective 3: Diversed selection of mentor by mentee

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Perspective 3: Diversed selection of mentor by mentee

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Benefit:

Mentee boleh memilih mentor spt berikut:-

formal mentor - to meet university requirement, particularly for KPI - lebih fokus

informal mentor - to meet needs beyond university KPI (including career development)

Current practice:

Formal

CTLD mentoring program

Faculty level mentoring program

Informal

Mentor search for mentee

Mentee search for mentor

Improvement:

Galakkan

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1. Workshop, training session, feedback, adult learning training

2. Establish clear guidelines, the roles of mentor and mentee should be clear

3. Continuous assessment, monitoring

4. Invite/persuade old mentee to join the training, workshop, use psychology approach with the old mentee

5. APPRECIATION - incentives (materials and non-materials), compliments can improve motivation and confidence level

6. Menggalakkan suasana ekosistem dinamik supaya orang lebih muda boleh menjadi mentor

7. Formalize the reverse mentoring. Documentation. Create track record for the history of reverse mentoring, reflection, feedback.

8. The mentor should willing to go out to reach the potential mentee to learn the skill.

9. Make it official.

10. Didik mentor untuk lebih terbuka untuk menerima pandangan mentee.

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1. At UTM, the reverse mentoring exists. Eg. Dr Nurbiha (CDEX) teaching mentor with technology

2. Research - Prof Hafiz Dzarfan (FKT), Prof Athif (FKE); Industry - experienced people from industry join as new academic staff

3. Informal/Indirectly exists at UTM, the mentee helps the mentor to write the paper, project, innovation. Mentee provides the idea and suggestions to the mentor. But formal reverse mentoring is none.

4. Supervision: The mentor assign his/her mentee as the co-sv in supervision. Research grant: Mentor be the grant member and mentee as PI. Taskforce: Mentee be the head of committee.

5. Appoint the industry as affiliate member in RG

6. Keep engage/in touch to build trust, active engagement

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Workshop, training for closing the generation gap

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Q1: How do UTM benefit from mentoring circles type?

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Q1: How do UTM benefit from mentoring circles type?

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1. benefit kepada young lecturer. part utk develop career path

2. bantu achieve KPI melalui perkongsian pengalaman, networking, knowledge

3. bantu dapatkan pengalaman supervise students melalui co-sv.

4. guide utk publication and grant

5. lebih advance utk commercialization.

6. networking dengan industry melalui supervision dan project (building the trust)

7. mental health and welfare - kebersamaan dan sokongan

8. mentor circle - boleh bantu impak yang lebih berkesan berbanding bekerja sendirian - can achieve faster if work alone and can go further if work in group.

9. sharing expertise, knowledge

10. facilitate adaptation process - kurang culture shock untuk new lecturer.

11. Increase accountability among mentor-mentee

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Expand profession network

Organization asset (talent)

increase visibility

UTM has clear goals for promotion and UTM can be benchmarked to others

Easy succession plan

Quicker way of achieving UTM's mission and vision

Job satisfaction

If the program succeeds, benefits society too.

Achieve KPI for example MyRA, increase UTM ranking.

Workforce retention (in terms of loyalty human capital UTM)

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1. jadikan industri sebagai affiliate member dalam RG.

2. Keep in touch to built trust

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Gold Program

Mentor-mentee program

Career advancement program

Professional Engineering Program

Postdoc Program

Internship Program

Growth Talent Development

ACER by UTMLead

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Q2: what are the current practices that are known and work

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Q2: what are the current practices that are known and work

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1. lantik ex-students / industry as affiliate members in the RG

2. Keep in touch with industry and ex-students

3. Supervision courses - coaching lecturers to prepare to mentor students

4. BC4DCP - modules good utk new lecturers

5. GTD - Growth Talent Development, mentor-mentee program in each faculty.

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Looking back at the objective of the mentorship program itself - the mentor has to clearly know their role as a mentor. For example, do they attend mentorship workshops?

Both parties can get the benefits/improvements

How UTM confirm that is the appointed mentor willing to be a mentor

Assessment/evaluation of the effectiveness of the program from the perspective of the mentor and mentee

Program launch must be cleared.

How can UTM motivate staff on the importance of the provided program for their career advancement?

Sustainability of the program. Some of the program is no longer available.

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Q3: What can be improved to the current situation?

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Q3: What can be improved to the current situation?

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1. optimal group size

2. lantik ahli yang fokus, pro aktif dn ada contribution

3. perlu kenalpasti kebaikan small group with more focused area atau large group with more diversified area (in terms of output and process)

4. Program mentor-mentee yang tak sustain - ada mentor dan mentee yang tak boleh commit. to improve - cari mentor-mentee based on personal preferences.

5. Peer-to-peer: comfort zone semua ahli - transdisciplinary tak boleh achieve.

6. Perlu ada dalam growth zone to improve learning.

7. share common goals to experience / seek new knowledge - to have growth mindset together.

8. Continuous assessment for the benchmark - to improve the existing program

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1. consider the process to produce the output. not just the output itself.

2. collaboration among different small peer groups - connectivity engagement.

3. expanding network.

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(1) Welcoming new talents/lecturers to UTM for sustainability

(2) Taking candidates from industries/different sectors (practitioners)

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Perspective 1: Diversed mentee background

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Perspective 1: Diversed mentee background

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Benefit:

Manfaatkan kepelbagaian / kelebihan / pengalaman / established network di kalangan mentee.

Current practice:

1. UTM: Leaders mentorship by NC

2. Faculty: UTM Gold etc

3. T&L: Capstone project(s), PG

4. Quadruple helix grants

5. Matching grants

Improvement:

1. one-to-one approach

2. ice-breaking at the very beginning

3. continuous / not one-off activity