The Mentoring Institute at UNM is pleased to announce its 9th Annual Mentoring Conference. This five-day event will be held on Monday October, 24 2016 through Friday October, 28 2016  in the Student Union Building  on UNM’s Main campus in Albuquerque, New Mexico.

About the Conference

Each year, the Mentoring Institute hosts its Annual Mentoring Conference. Featuring four keynote/plenary sessions and over 300 presentations total, the 2015 conference attracted 800 people to New Mexico.  We aim to host a broad constituency, which includes divisions of higher education, academic researchers, educators, community leaders, administrators, non-profit partners, government agencies, and other professionals.

Who Attends the Conference?

At the 2015 Mentoring Conference, 86% of attendees were faculty, staff or students from higher education. The remaining 14% are from the areas of health care, government, non-profit, and corporate/business.  


Call for Proposals Release


March 15, 2016

Abstract Proposal Submission Deadline


May 15, 2016

Notification of Submission Acceptance


May 31, 2016

Paper Submission Due (First Draft)


June 30, 2016

Peer-reviewed Papers Returned


August 3, 2016

Final Paper Submission Due


August 30, 2016

Registration Deadline


October 12, 2016

We invite faculty, staff, and students of higher education, researchers, K-12 educators, community leaders, administrators, non-profit partners, government agencies, and other professionals to join us in a rich mix of conversation, networking opportunities, hands-on workshops, and engagement among scholars and professionals in the fields of mentoring, coaching, and leadership.

Registration Fees & Deadlines

Standard Registration Deadline October 12th
Early Registration Deadline June 15th
Standard Registration $500
Early Registration $400
Presenter Registration $400
Full-time Student Registration $400
Peer Network Members $400
Pre-conference Workshops (half day) $400
Pre-conference Workshops (full day)   $600

Registration fees can be paid online using a VISA or MasterCard. Sorry, no checks or purchase orders please.



In order to Register or Submit an Abstract, you have to first create an account. You can create your free account by clicking here. An account activation link will be sent to your email address with your login credentials. After logging into your account you can submit/manage your abstract submission and also register for the conference.

Once you log in you can see all your features under the Conference tab -> My Conference 

Tuition Remission

UNM staff can also use tuition remission to cover the conference fees. Please download the form below and return it to the Mentoring Institute by fax: (505) 277-5494 or scan the form and send it to To complete your tuition remission, please ensure that the following two documents are included:

Refund Policy

If you require a refund of your conference registration, please make note of the following deadlines. To request a refund, please contact

Full Refund Before  July 15th
50% Refund Before  August 15th
No Refund After August 15th

Need Technical Assistance ?

If you have problems related to activating your account, submitting an abstract or registering for the conference please contact our web developer Sunil Pawar.   

2015 Conference Testimonials

“I am writing to express my comments regarding the conference. It was absolutely outstanding! This year was my first time attending and I really learned a lot and was able to communicate with colleagues throughout the country. Every aspect of the conference was very professional, organized, thorough, and effective. [...] You provided a perfect conference, perfect organization, and perfect location! I really appreciated being able to interact with, communicate, and learn from professionals from different disciplines. Thank you!” 


     -  Lisa D. Hobson, Prairie View A&M University 

2016 Speakers

Wendy Murphy

Babson College  Read Bio
Keynote SessionDevelopmental Networks: Learning from Mentors, Coaches, and Peers

The nature of careers has dramatically changed with increasing job mobility, globalization, and technological innovation. In response, the scholarship of mentoring has broadened its scope from a traditional dyadic perspective to a developmental network. A developmental network is defined as a set of people who take an active interest in and action toward advancing an individual’s career. Developers may come from within the organization or outside the workplace, and offer varying amounts of career, psychosocial, and role modeling support, or just one function. At their heart, these relationships are about learning and growth—whether you work with college students or seasoned professionals. Continuous learning is critical to success in the knowledge economy, making it imperative for leaders and organizations to foster developmental networks. Research concerning developmental networks offers compelling evidence that a network of relationships enables more success than a single mentoring relationship. During this session, we will discuss how to frame traditional mentoring relationships within the context of developmental networks. This presentation draws on Strategic Relationships at Work: Creating your Circle of Mentors, Sponsors, and Peers for Success in Business and Life (McGraw-Hill, 2014), where the presenter (first author) and Kathy Kram explain how to apply scholarly insights to the practice of mentoring. Attendees will learn ideas and tools to identify, map, and assess developmental networks.

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Chad Littlefield

We!Read Bio
Plenary SessionConscious Connections to Create Developmental Networks

How might we create more conversations that matter? Chad Littlefield, TEDx speaker, presents a compelling and thoughtful perspective on how to break down communication barriers and boost connection and engagement. The session will introduce a new framework for viewing our interpersonal interactions. Chad’s style is lively, highly interactive, and rooted in both research and stories of his practical experiences working with clients. To make the power of connection come alive, we will engage in a large scale exercise featuring We! Connect Cards™ - a tool being used in over 50 countries around the world to create conversations that matter.

When you get this many smart, passionate people in a room together, the potential is high. The purpose of this session is to transform that potential into new connections that will last throughout the conference and beyond. Additionally, everyone will leave with concrete tools to create more impactful connections.

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Audrey J. Murrell

University of PittsburghRead Bio
Plenary SessionMentoring and the Work of Innovation

The power of mentoring relationships has been shown to impact a wide variety of organizational outcomes such as career development, leadership cultivation and diversity matters. This talk will make the case that the next phase of mentoring research should focus on the role that mentoring can play in driving the critical work of innovation. We will review the relevant literature on mentoring, discuss links to work on leading innovation and outline some of the critical questions that should define future work in this important area of mentoring research.

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Jean Rhodes

University of Massachusetts, BostonRead Bio
Plenary SessionA New Approach to Cultivate Mentoring Relationships

Mentoring relationships have emerged as a key factor in the educational attainment and academic success of underrepresented college students, yet data indicate that such students are less likely to form these vital connections during college. To redress this problem, have been working to actively support students in cultivating networks of caring adults, rather than a single mentoring relationship. In this talk, I will describe a new approach to cultivating mentoring relationships that empowers students to more effectively connect with professors, academic staff, and the other caring adults in their social networks. Unlike traditional mentoring programs, which have focused primarily on developing relationships by assigning formal mentors to youth, this intervention focuses on training students so that they can identify, recruit, and draw on adults whom they believe might be helpful in providing support and advancing their academic and career goals. Within this context, I will provide an overview of current research on the effectiveness of youth mentoring programs, highlights of recent research, and evidence-based approaches to mentor-youth. I will also discuss the theoretical and empirical rationale for innovative new approaches to mentoring, including youth-initiated and intentional approaches to connecting youth with the caring adults in their extended families, schools, and communities

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Paul Stokes

Sheffield Business School (SBS) Read Bio
Plenary SessionThe Skilled Coachee: Lessons for Mentoring Theory & Practice

In this session, Stokes will be drawing upon his PhD research which is examined on the premise that, in coaching and mentoring relationships, the coachee can also be deemed as having process skills that are necessary for such relationships to be effective. He will examine the current theories on mentoring and coaching and will argue, using existing research and literature, that the prevailing discourse in coaching and mentoring tends to emphasize the role of the helper, but at the same time, play down the role of the helpee. The presentation will report on Stokes's hybrid research methodology which was qualitative, iterative, grounded; and emancipatory in nature. He will use extracts from his PhD research data to argue that coachee skills can be seen to complement those of the coach and can be subdivided into enabling and defensive mechanisms. Furthermore, he will argue that in mentoring relationships, a more equal distribution of responsibility for the relationship and the conversations is likely to lead to more effective relationships that are more sustainable. He will conclude by drawing out the implications of his research for mentoring: scheme designers, mentors, mentees, mentoring supervisors, and other stakeholders e.g. professional bodies and educational establishments.

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Tamara Thorpe

Organizational Development ConsultantRead Bio
Plenary SessionThe Power of Mentoring Millennials with Generational Competence

Economic shifts over the last twenty years have made the multi-generational workforce a reality, with up to four generations in the workplace today. Millennials became the largest segment of that workforce in 2015, and these increasing numbers are creating significant shifts in the workplace. Organizations not only struggle to navigate age diversity, but also to engage and retain millennial talent. Mentoring is a powerful tool organizations can utilize to develop Millennials professionally and create age-friendly work environments. Of the Millennials in the workforce, fifty percent are in leadership positions already, and a majority of them feel unprepared to lead. Millennials also report that the skills gained in higher education contribute just a small percentage to their ability to carry out their daily responsibilities. To feel more confident and engaged in their work, Millennials want hands-on experience and training which mentoring can provide while increasing productivity, engagement, and retention. The multi-generational workforce requires generational competence and an age-friendly work environment that draws on the strengths of all generations. The ability to understand and accept generational differences facilitates the mutual respect and equity necessary to foster successful intergenerational relationships as co-workers and mentors. In this session, the presenter will define generational competence and its role in age diversity and mentoring. She will discuss the common characteristics of different generational groups and identify specific areas of difference to bridge and commonalities to build upon. She will then outline strategies for developing generational competence and creating powerful intergenerational mentoring relationships.

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Maggie Werner-Washburne

University of New MexicoRead Bio
Plenary SessionBuilding a Bigger “Us”: Multidimensional Networking and Mentoring

While we have worked for decades to mentor students for valuable careers in STEM, there are still many organizational areas that lack diversity in terms of gender, race, or ethnicity. Over the years, we continue to observe places of power where women and minorities and even men with different pedigrees are not hired. I will give an overview of the program we have developed to help students become resilient and, more recently, the approaches for reframing diversity for well-positioned people in government, academia, and corporations. I take an evolutionary approach in understanding these nonrandom distributions, and will present a discussion of in-group/out-group dynamics and structuring the conversation to allow very well-positioned people to see a new and compelling role in creating change.

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2016 Workshop Leaders

Jillian Gonzales

University of New MexicoRead Bio
Pre-Conference Workshop SessionShift the Focus: How Changing the Conversation can Maximize the Mentor/Mentee Relationship

In recent years the practice of coaching has been welcomed into the world of mentoring. Coaching offers multiple modalities that enhance the practice of mentoring conversations. One such model is Motivational Interviewing originated by William Miller, University of New Mexico and Stephen Rollnick, University of South Wales, 1983. Motivational Interviewing (MI) offers another path to mentor/mentee relationship success. It is “collaborative conversation style for strengthening a person’s own motivation and commitment to change (Miller, Rollnick in press).” Motivational Interviewing is one of the most rigorously tested approaches to helping people develop successful mentoring relationships (Anstiss and Passmore, 2013) effectively advancing the goals of both coaching and mentoring to help people learn and grow, instead of simply dictating their success. This workshop will introduce and teach three elements of this engagement process that shifts the relationship from mentor as expert to mentee as expert. In doing so the mentee’s intrinsic motivators are highlighted, therefore launching a desire and ability to change. This shift reduces the fatigue that mentors can experience when they accept full responsibility of the mentor/mentee relationship and associated outcomes. This working session will provide skill building practice that addresses how to use this specific conversation style of coaching to the mentor/mentee relationship.

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Laura Gail Lunsford

University of Arizona Read Bio
Workshop SessionStarting and Supporting Mentoring Programs

This intimate and interactive workshop is designed for you if you are a new or experienced mentoring program manager who has oversight for a mentoring program and a desire to improve it. You will develop plans for designing (or redesigning) your mentoring program and learn how to support flourishing mentoring relationships. Other benefits from attending will be to develop your professional network by sharing with and learning from other mentoring professionals and to receive a complimentary copy of Laura’s Handbook for Managing Mentoring Programs (valued at $110).

The morning session will focus on developing a strong foundation for your mentoring program. We will clarify program goals, discuss how to engage stakeholders, and develop strategies to recruit, match, and orient the right protégés and mentors to your program. The overarching goal is to put in place the infrastructure that will enhance mentoring relationships.

The afternoon session will focus on how you can support high quality relationships while recognizing and reducing dysfunctional relationships. We will first discuss a mentoring mindset and then will engage with one other to practice high quality learning conversations through three techniques of: reflection, reframing, and realization.

Every participant will leave with a:

• one-page description of their mentoring program with resource mapped to activities and program outcomes

• recruitment plan for the right protégés and mentors (who, how, and when)

• strategy for making the best match between protégés and mentors

• template for briefings to orient participants to the program

• method to enhance learning conversations

• Handbook for Managing Mentoring Programs

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Jerry Willbur

The Leadership Mentoring InstituteRead Bio
Pre-Conference Workshop SessionNeuroscience and Mentoring: A Toolkit For Building Effective Developmental Networks

Dramatic improvements in brain scanning devices available to researchers are opening up exciting discoveries about mentoring. We can now observe in real time as the brain reacts to mentoring experiences and actually restructures itself before our eyes. For example, researchers have long hypothesized that the diversity and strength of a person’s developmental network can have a significant impact on that person’s mentoring experience. Higgins and Kramm (2001) explored this in detail, proposing a more diverse developmental network combined with strong relationship ties would be the best—especially given the rapidly evolving changes in the workplace. Organizations today are definitely more flat, fast, and flexible than ever before. They believed that a proteges developmental network, what a person needed to grow, would also have to adapt to reflect these changes. Brain scans now confirm this.

Simultaneously, Carol Dweck was researching the impact of different types of mindsets on human development. An open mindset that is oriented toward learning from mistakes and gathering input from diverse sources, or a closed mindset dedicated to minimizing mistakes and limiting the range of its network. Now researchers have used neural scanning devices to see the changes in brain structure, activity, and cognitive control when a person develops a more diverse network and mindset. Other scanning research indicates brain structure changes when a person experiences a strong mentoring relationship. In this session we will explore these new findings and provide mentoring tools that will help you build stronger and more productive mentoring relationships and development networks.

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Last Modified: Sep 30, 2016