SIOP Practitioner Mentoring Program

SIOP facilitates mentoring for its practitioner members to promote their professional growth and development as I-O psychologists. Hosted by the Career and Professional Development for Practitioners committee, the Practitioner Mentoring Program is for I-O psychologists looking to grow their careers by working with seasoned professionals within our field. Mentoring is a proven way to accelerate career growth of those being mentored.

 

Mission

To support SIOP’s goal of supporting the growth and development of members in the practice of I-O psychology, the mission of SIOP’s practitioner mentoring program is to support the professional growth of members into excellent I-O psychologist practitioners by building their skills and helping them navigate careers. Specifically, the program is designed to accomplish the following:

  •   Provide members with career guidance
  •   Give them a resource to ask questions
  •   Impart the culture and history of SIOP
  •   Build connections within SIOP among psychologists
  •   Improve engagement with and participation in SIOP

This mentorship program is intended to achieve these goals in accordance with SIOP's Diversity Statement and in a way that fosters support for diversity within SIOP.

Mentors are established practitioners of I-O psychology who have been within the field for five or more years. Protégés are professional members of SIOP (the program is not open to students) who have been practicing in the field for at least 6 months. Mentors and protégés will meet for about two hours a month for a 10-month program, which will begin with an orientation session in March and conclude in December.
 

 

 


The 2021 mentoring program application period is now closed. Please check back when we begin assembling our next mentoring cohort.


Mentors

The following are guidelines for recruiting and selecting mentors:

  •          Is a professional member in good standing with SIOP.
  •          Is a member who has had at least 5 years of professional experience since completing the member’s highest degree.
  •          Has demonstrated a commitment to their own development (as evidenced by the mentor bio sheet below).  
  •          Is willing to make time in their schedule to engage with a protégé for at least 2 hours a month

Protégés

In order to ensure mentoring is focused on those for whom it would provide the most benefit, applicants must meet the minimum requirements below to apply:

  •         Is a professional member in good standing with SIOP.
  •         Is currently employed in the field of I-O psychology and has been in their role for at least 6 months.
  •         Has demonstrated an interest in their own professional development (as evidenced by completing the protégé application).
  •         Is willing to devote time to participating in mentoring, including engaging with a mentor at least 2 hours a month.

Mentoring FAQ

Why should I have a mentor?

Mentors provide many benefits to protégés. They serve as guides, sounding boards, coaches, role models, advocates, and other roles. A mentor can give you the guidance you need when you need it. Most of all, mentors help protégés focus on their goals and facilitate career progress.
 

What does the mentor get out of mentoring?

Mentors report an improved focus on their own career development, learning about other members in the organization, increased coaching skills, and satisfaction from being able to help someone else.
 

How long do mentors and protégés work together?

Mentoring programs are structured to have the formal mentoring relationship last about 10 months. In general, about 15% of mentors and protégés continue the relationship informally beyond the year.

How much time does mentoring typically take?

It varies by the particular mentoring pair and what pressing needs the protégé may have at the time. At minimum, mentoring pairs usually meet for one to two hours a month.
 

What do mentors and protégés discuss?

Conversations are guided by a protégé’s goals and needs. Protégés generally bring topics to discuss or an agenda. In the end, mentors help protégés bring conversations back around to their overall goals. Mentoring conversations are treated as confidential between mentor and protégé.
 

How do I make my mentoring work well?

The two keys to getting off on the right foot are getting the logistics right and identifying the protégé’s goals for mentoring. These two topics generally occupy the first two or three meetings.
 

How are mentors and protégés matched?

Pairs are made based on the protégé’s stated goals for mentoring (collected on the Protégé application) and the mentor’s strengths (collected on the Mentor application). They are also matched based on career track (e.g., external consultants with external consultants).