Business Overview: Speedy Bike Sales and Service

Mentoring: is the process of a more experienced person advising and guiding a less experienced (and usually younger) person, typically a colleague.

Mentoring involves a manager passing on his/her knowledge and expertise to an employee. Typically, the employee has a mentor who is at management level but not directly involved in his or her work area, so that issue s can be discussed in an impartial and confidential manner.

Watt, L. (2004). Mentoring and coaching in the workplace: an insight into two leading leadership

This report will determine the value of coaching and mentoring; highlight some factors to consider when developing coaching and mentoring and show models and methods

"Mentoring is a special quality, skill set and attitude," she says. "The benefits are not only between the mentor and mentee, but the future generations."

Mentoring employs similar methods as coaching; however a more personal relationship is formed between the mentor and mentee. A mentor, as Zey (1984) writes, is ‘a person who oversees the career and development of another person, usually a junior, through teaching, counselling, providing psychological support, protecting and at times promoting or sponsoring’.

Point Definition: Mentors are people who provide new employees or interns with knowledge and skills in their area of expertise. Levinson states, “Mentoring is an active creative process that demands energy and commitment invested in another person’s career” (165). Mentoring is often a two-way street between the mentor and the mentee. There has to be equal involvement and interest in order for the mentee to become successful.

Embedded within my vision for learning and leading are my teaching and mentoring philosophies. Lifted from that vision, my mentoring philosophy includes the belief that mentoring that is grounded by a contextual relationship with goals that are clearly communicated, that fosters a cognitive relationship, and that is developed in a culturally responsive environment, which is empowering and engaging for the mentor(s) and mentee(s). In support of the mission and goals of the mentoring relationship, the mentor fosters a vision that is connected to the values and hopes for the future of the institution, community, and the mentee. It is collaboration for learning that is co-constructed through a thoughtful development and action on the part of all

Mentoring for the mentor is about challenging himself to perform to greater capabilities while nurturing a mentee and stretching them to realise their full potential. Mentors counsel, tutor and guide their mentees in developing themselves.

In this article, Eugene C. Roehlkepartain talks about how important relationships in regards to mentoring. He talks about how relationships can help improve a mentee’s education level as well as build a sense of self. Relationships need to always be evolving as the mentor and mentee evolve. There should also be different relationships for different things. Then, he mentions the Institute’s Developmental Relationships Framework in which five elements are present. They are: express care, challenge growth, provide support, share power, and expand possibilities. In which, he adds actions that relate to that element and what does actions really mean. These five elements need to go in order. He also reveals how parents typically have the strongest

This is an empirical work. The study the authors conducted analyzed the design of the formal mentoring programs and the perceived effectiveness from both mentor and protégé perspectives. The results helped close the gap between science and practice regarding the design of formal mentoring programs (Allen, et al., 2006).

Mentorship is very important in the workplace especially in the area of training and development. The mentor-protégé relationship is a much needed relationship that begins in the early career stage and this relationship involves the current or new employees and the supervisor or other colleagues that provide work-related guidance. The relationship itself is comprehensive and involves “educational, occupational, physical, social, and spiritual development” (Greenhaus,, Callanan, & Godshalk, 2010, p 211). One of the initial task of the early career the establishment of the career field which involves the gaining of the workplace competence, learn what is needed to excel in the organization, and to gain acceptance in the workplace to be recognized as the valued employee. There are many ways of achieving the above mentioned advantages in the workplace which one main method is through the use of the mentorship program.

Mentoring  Mentoring is a relationship between someone who is experience and someone who isn’t experienced, with the more experienced person helping the less

Accompanied with the current shift towards more organic organisation structures and more emphasis on the learning organisation, mentoring provides a more all round experience to the mentees by getting them confident with their role with the organisation. It also improves communication throughout the organisation by allowing mentees to give feedback and learn in a not so formal fashion which helps people feel more relaxed and develops the formal and informal culture of the organisation.

Mentor is characterized as a wise and trusted advocate or instructor. Although tutoring/mentoring is not in the Bible, it gives us various cases of coaching. Moses was a great example of a mentoring relationship. The mentoring relationship among Eli and Samuel allowed Samuel to take on tasks and obligations that were his after Eli's demise. Jesus mentor His disciples, while Barnabas and Paul exceeded expectations in mentoring. Jesus made His style of mentoring clear. He led so we may follow. He stated if anybody will come after him, let them take up his cross and follow him. Since He is our leader and we are to follow Him, Christian mentoring is a procedure subordinate upon accommodation to Christ. Neither the mentor or mentee controls the relationship. The way toward mentoring is portrayed by sharing, trust, and enrichment as the life and work of the two members is changed. The mentor fills in as a model and a confided in audience. The guide depends on the Holy Spirit to give understanding, change lives, and educate through demonstration.