The mentoring scheme consists of to models, one for the scientific staff and one for the technical-administrative staff. The target audience for the two schemes are as follows:

Model 1: VIP

• Mentees are scientific staff på assistant professor level or above.
• Mentors are scientific staff on lecturer level or above. 

Model 2: TAP

• Mentees are technical-administrative staff, who have a minimum of 1 year of total work experience.
• Mentors are technical-administrative staff, who have a minimum of 10 years of total work experience.

To ensure synergy, the mentoring groups are divided into professional groups and, in addition, work experience. The model below is indicative of how the mentoring groups can be divided: 

Mentoring group 1

• Mentee: 1-9 years of work experince.
• Mentor: 10-19 years of work experince.

Mentoring group 2

• Mentee: 10-15 years of work experince.
• Mentor: 20-29 years of work experince.

Mentoring group 3

• Mentee: 16-29 years of work experince.
• Mentor: min. 30 years of work experince.

It is a prerequisite for participation that there is at least 1 year of employment remaining. If there is a preponderance of mentees or mentors, it may be necessary to reject the registrations which do not provide a basis for a match.

Group mentoring differs from one-on-one mentoring in that the mentor meets with a group of mentees who have a desire for mentoring on a common issue which is relevant to their career development. There is a common desire for chance and movement towards a development goal. The details of the specific development goal for each mentee may differ from other mentees'. And the individual development processes can be different. 

When mentor meets with several mentees at once, mentor cannot provide one-on-one counseling, guidance or coaching in the same way as in one-on-one mentoring. The relationship and focus between mentor and mentee is shared with other mentees in the group. This means that the expectations for mentor and mentees' roles and responsibilities in the group mentoring process are different than in one-on-one mentoring.  

The shared responsibility

Mentor and mentees have shared responsibility for setting common development goals, the content of the meetings, bringing issues to the table and actively participating in the learing process.

The mentor's role and responsibility

The mentor must balance between focus on the indivudal and focus on the group and balance between using oneself and the group. Mentor must contribute as a facilitator for the group dynamic, help mentees with knowledge sharing and learning and when appopriate give inputs based on own experience. Mentor contributes by facilitating learning processes, which gives mentees co-learning and the opportunity to help others lean, while they take responsibility for their own learning through e.g. self reflection. 

Mentees' roles and responsibilities

Everyone in the goup contributes to learning and knowledge sharing. It can contribute to create a sense of cohesion and mutual understanding. Group mentoring provides the opportunity to establish a space for sharing career dreams, ambitions and concerns amongst the group members. It requres that mentees are willing to contribute their own problems, questions, perspectives, reflections and wonder in the group. It also requires that the individual mentee is open to other mentees' perspectives, questions and reflections on their own problem, listens to them and applies what the mentee finds relevant. The more the mentee gives of himself, the more the mentee will get back. 

Mentees themselves are responsible for their own learning and for supporting learning by and with the other mentees in the group.  

Jakob Nørlem, senior lecturer (Ph.D.), participates to assist the mentoring program.

Jakob has helped develop the concept of coaching in Denmark and helped found the European Mentoring and coaching Council (EMCC). Jakob has more than 2000 hours of coaching and mentoring experience and spars with specialists, managers, bosses and directors throughout Denmark.

• Read more about Jakob Nørlem (danish).

Sign up for AAU's mentoring program here.

Mentee

TAP

• Application form TAP
• Tilmeldingsblanket TAP

VIP

• Application form VIP
• Tilmeldingsblanket VIP

Mentor

TAP

• Application form TAP
• Tilmeldingsblanket TAP

VIP

• Application form VIP
• Tilmeldingsblanket VIP

2023

• 4 January: Open for registration
  24 February: Registration deadline
   
• 14 March: 1. session for mentors, at 1:00 – 4:00 p.m. - Kst 1/1.007, Mozart
   
• 27 March: Kick-off event for all participants, at 11:30 a.m. – 4:00 p.m. - Ks 3/4.128, Lindgren
   
• 14 April: 2. session for mentors, at noon – 2:00 p.m.  - Kst 1/1.007, Mozart
   
• 25 May: 3. session for mentors, at noon – 2:00 p.m. - Kst 1/1.007, Mozart
   
• 22 September: 4. session for mentors, at noon – 2:00 p.m. - Ks 3/4.128, Lindgren
   
• 16 November: 5. session for mentors, at noon – 2:00 p.m. - Ks 3/4.128, Lindgren

2024

• 7 February: 6. session for mentors, at noon – 2:00 p.m. - Ks 3/4.128, Lindgren
• 14 March, 2024: Ending and evalutation for all participants, at 1:00 – 4:00 p.m. - Ks 3/4.128, Lindgren

Coffee and cake will be served at the kick-off event and at the closing meeting.
Lunch is served for all mentor sessions.