Diversity of the group of mentees

Diversity of approach by the mentor towards mentee

Diversity of mentee selection of mentor

The mentee (older) should be open minded

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

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

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

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.

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.

Appoint the industry as affiliate member in RG

Keep engage/in touch to build trust, active engagement

Workshop, training session, feedback, adult learning training

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

Continuous assessment, monitoring

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

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

Menggalakkan suasana ekosistem dinamik supaya orang lebih muda boleh menjadi mentor

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

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

Make it official.

Didik mentor untuk lebih terbuka untuk menerima pandangan mentee.

benefit kepada young lecturer. part utk develop career path

bantu achieve KPI melalui perkongsian pengalaman, networking, knowledge

bantu dapatkan pengalaman supervise students melalui co-sv.

guide utk publication and grant

lebih advance utk commercialization.

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

mental health and welfare - kebersamaan dan sokongan

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.

sharing expertise, knowledge

facilitate adaptation process - kurang culture shock untuk new lecturer.

Increase accountability among mentor-mentee

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)

jadikan industri sebagai affiliate member dalam RG.

Keep in touch to built trust

Gold Program

Mentor-mentee program

Career advancement program

Professional Engineering Program

Postdoc Program

Internship Program

Growth Talent Development

ACER by UTMLead

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

Keep in touch with industry and ex-students

Supervision courses - coaching lecturers to prepare to mentor students

BC4DCP - modules good utk new lecturers

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

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.

optimal group size

lantik ahli yang fokus, pro aktif dn ada contribution

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

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

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

Perlu ada dalam growth zone to improve learning.

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

Continuous assessment for the benchmark - to improve the existing program

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

collaboration among different small peer groups - connectivity engagement.

expanding network.