Cengage Learning Mentor Reflection

God placed a desire in her heart to make a difference in the lives of children specifically to help heal and show love to those who are products of broken homes such as single parent homes. This has led Keah to become the COO of Sage Kids. She diligently works alongside the mentors of Sage Mentoring to create programs that are similar but uniquely formatted just for the children of the mothers who receive mentoring through Sage Mentoring. It is clear to Keah that God has called her for a purpose of nurturing, teaching and building up the children who at times are the forgotten, overlooked and fighting an uphill battle due to the circumstances they find themselves surrounded

Chapter 5: Are You a Mentor? , provides advice on how to and how “not to” find a mentor. Having mentorship is important to career succession, but what is the best way to find and maintain a mentor. Since, unfortunately, women seem to have more difficulty than men in finding a mentor, Sandberg suggests that rather than asking someone to be your mentor, women should ” Excel and you will get a mentor.” She emphasizes to do good work, ask profound questions and always be respectful of you mentors time in order to maintain a mentor. Chapter 6:

A 2, 500 word assignment which examines the role of the learning mentor and analyses the strategies used in supporting science, evaluating the impact on pupils’ learning.

Secondly, a quality minister/mentor has a reflective mindset. As a minister, one will tread uncharted waters and he or she must not fear failure or overexploit success. It is imperative for a minister/mentor to approach both failure and success with a reflective spirit to ensure growth. I have seen this exemplified in my long time mentor, Bill Black, Executive Director of Smoky Mountain Resort Ministries in Gatlinburg, Tennessee. There is a constant air of unprecedented change within Smoky Mountain Resort Ministries. He braces change with creativity and tranquility and reflection. Not every ministry opportunity goes according to plan, however, he has effectively taught me to take every moment as a learning experience and diligently reflect

I have not yet worked in a school setting, but I have worked in several agencies and offices where collaboration with colleagues was present. One agency I have worked in was a domestic violence shelter, which housed up to forty-five women and children. In addition, we ran a twenty-four hour crisis hotline, provided individual and group counseling services, and educated those out in the community about domestic violence. It took a lot of collaboration with colleagues to have the agency run smoothly and effectively. When issues arose with clients staying in the shelter, my colleagues and I would met to discuss the issues and how we were going to work together to solve them. Together we were able to discuss all of these factors and agree upon

I want to be a mentee because the Mentorship program is a fantastic way to familiarize with the school and meeting people with other background. Obviously, as an incoming freshman, I do not know much people, so the Mentorship program as a chance to break the ice and to make connections in school and among peers. Also, I am not familiar with the state of Michigan, so the program also serves as an opportunity to get accustomed with the new environment, the new climate, and the new culture. I was born and raised in Taiwan, and moved to California five years later; I realize the difference from one place to another. Michigan is a whole new place and it is imperative that I learn how to adjust and behave in an appropriate way. Through the program,

The goal of the Pre-Health and Science Peer Mentors Program is to help first year African-American students with pre-health interests engage fully in the Washington University experience. As one of nine mentors, I was assigned multiple students and tasked with helping them maneuver through the myriad of challenges associated with entering Washington University. Even as the mentor, I found this experience valuable as it allowed me to reflect upon my past challenges and translate these experiences into advice while developing a community amongst other pre-medical minority students. I attended training meetings, and met with my mentees multiple times during the

The issues I have decided to address are the lack of formal in group mentors and mentorship opportunities available for female students, faculty, and staff of color. The University has been intentional about recruiting students, faculty and staff of color. Despite these efforts our women of color who work as faculty or staff are the few available mentors available for students. Unfortunately, they are burdened with few professional growth opportunities while juggling work, mentorship requests, as well as providing the minority voice on committees throughout the campus. Subsequently, these women do not have in group mentors to support their growth. While some research shows, professionals who have been mentored are more likely to engage in mentoring, this does not seem hold true for women in general, it is especially untrue for women of color (Wright and Wright 1987). Increased professional expectations, distress and demands are likely the reasons for this difference. With all this, it is clear that women of color are at a significant disadvantage for finding mentors on this campus, and in most male dominated fields.

A classmate recently characterized the first semester at F&M as a roller coaster ride. During the first week including orientation, every incoming student is excited to start class and tries to make friends in this new setting. Then classes start and all of a sudden everything starts moving at a rapid pace as a roller coaster. Some students adapt to this change quickly while others get overwhelmed and start looking for help. I was lucky enough to be one of the students who adapted quickly, and I consider my MA played a significant role in acclimatizing me to F&M. I believe I can be a great mentor to my peers especially in academic matters that are missing from orientation. During my orientation, faculty and HAs talked about alcohol consumption,

Throughout my high school years, and the past year especially, I feel that I’ve grown and matured while developing my skills in multiple areas. Through participation in community service events and employment, the experiences I’ve gained have caused me to want to continue expanding my knowledge in a university setting.

Throughout this week’s team discussion session the group identified three resources needed for collaborative consultation to be effective in a school setting. Our team discussed how mentoring and training is needed to develop and improve teaching practices. Mentoring and professional development can be arranged by administration to assist both novice and seasoned teachers. Another skill identified by our group was the need for teachers to develop efficient organizational systems, in order to maximize the use of your time. For example, a group member discussed the importance of collecting and organizing your students’ IEP goals, benchmarks, and data in preparation for meetings. This skill may be developed with the help of asking other teachers

On the surface, Carnegie Mellon checks all the boxes. It is an academically rigorous, midsize university where I can pursue my passions for business, design, cross country, and track. However, it wasn’t until I spent three days on campus speaking with faculty members, coaches, students, and admissions officers that I knew CMU was the right place for me.

This week I observed the challenges my mentor faces when applying accommodations to her students. The biggest challenge she faces is finding extra time for small group instruction. Meaning she needs time to explain lessons to certain students. How does she overcome it? By analysing the data to fit more students in a group. This observation lasted 270 minutes.

Stepping into the first day of the mentorship course, I believed I had a solid understanding of how to be a mentor. Using the reason of “I’ve been there before” to justify my selection, I did not realize that there was much more to helping peers than just experience. Through the FIG mentor course, I gained new knowledge that looked at a student holistically and incorporated the differences each individual brings to campus; hopefully, I can apply this knowledge to assist new first-year students who are transitioning from high school to college in the fall.

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.