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Both the desire to pass on one's own experience and knowledge of systems and organisations as well as a dedication to the promotion of high-achieving junior researchers are important motivational factors for becoming a mentor.

Mentoring in Practice

  • Discuss and coordinate the individual consultation topics and goals with your mentee(s) at the beginning of the mentoring partnership. Make clear arrangements regarding frequency, duration and form of contact as well as the confidentiality of conversations.
  • Facilitate the development of a trusting relationship by actively listening to your mentee(s) and communicating recognition and appreciation.
  • Advise your mentee(s) with regard to the further planning and development of her/their career. Give examples from your own career and discuss problems and moments of uncertainty that you had to overcome.
  • Give constructive feedback with regard to her/their scientific profile, her/their competencies and her/their potential.
  • Help the mentee/mentees prepare for appointment procedures and communicate your own experience with appointment commissions.
  • Communicate your knowledge regarding decision-making structures, formal and informal processes as well as informal rules within the higher education system.
  • Explain the demands associated with a professorship and communicate your own leadership experiences and management expertise.
  • Advise your mentee(s) in managing challenging tasks and in conflict situations.
  • Support your mentee(s) in broadening her/their contacts within the scientific community as well as other relevant institutions and organisations. Act as a "door opener" and introduce her/them into important networks.