September 14, 2016 | By NACE Staff
TAGS: best practices, nace insights, mentoring, career development
Spotlight for Career Services Professionals
Providing feedback to emerging professionals is essential, but can also be a challenging task for mentors. However, the mentee is likely to not only need the input, but to welcome it.
Using the coaching technique of asking permission is wise, but the dynamics of the mentor/mentee relationship should influence how and when feedback is provided. A key is for the mentor to use a supportive, growth-oriented perspective on the feedback being delivered and work to make it a conversation rather than a lecture.
Effective feedback is:
It is important to remember that constructive feedback is not criticism. The goal is not to tear down, but rather to develop and support personal growth.
When feedback is given, the mentee should decide if he or she prefers to discuss alternative actions at that time, or if he or she would prefer to take time to reflect on the feedback and consider alternatives at a later time.
Excerpted from the “Mentoring Guide for Career Services Professionals” by Gary Alan Miller, Hofstra University.
Percent of staff time spent student-facing
Median number of students per professional staff member
Median number of FTE professional staff
Median number of FTE overall staff
Percent of career centers reporting cuts to personnel budget
Percent of career centers reporting cuts to non-personnel budget
Percent of career centers using third-party provider to collect student outcomes
2020-21 Career Services Benchmark Survey Report