Strength-Based Mentoring: A Case Study

This project is aimed at participants who have an understanding of youths within in the care services and may know if mentoring is effective, with three aim’s being identified by the researcher that were important. taking an interpretive approach as it seeks to explore beliefs and values of participants Ritchie(2013), purposive sampling has been selected as the researcher was looking for professionals opinions as this has made the findings more reliable this is because the participants are aware of this topic they know the youths and weather mentoring is effective making it valid and reliable as the participants are professionals and work with the youths directly having an understanding of the youth’s needs, although it would of made the project

Supportive leaders must provide continuous help to their teachers. Studies revealed that when leaders ensured a safe work environment and provided adequate educational resources for their teachers, teacher retention rates increased. Therefore, ongoing professional development programs must be provided to support educators. Veteran teachers should form partnerships with novice teachers to support their careers in education. Researchers have proven that teachers in collaborative, collegial environments have higher retention rates than educators who do not have such educational support systems (Yost,

In this essay, the advantages and disadvantages of two core theoretical models of coaching (GROW and Skilled helper model) and one of mentoring (5 C’s mentoring model) will be critically appraised.

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

A newly licensed teacher walks into her empty classroom on the first day of school. She has her curriculum guide, her pacing calendar, her unit instructional plan, and her lesson plans for the first week. She has her copies made and in her mind she has stored the countless hours’ worth of instruction she received for four years. The bell rings, and it is time for her first class. With a somewhat nervous breath, she watches as students begin pouring in.

Mentoring may be considered as a tool to support the ongoing development and success of people undertaking a new role or new within the organisation altogether. As a means of introduction to my workplace the Boatswains Faculty, which is a sub organisation of Training Authority Maritime Warfare (TAMW) within the Royal Australian Navy (RAN) new staff go through an induction period to ensure they hold the necessary knowledge and skills to teach. Throughout this essay, I will refer to correspondence with a mentee, mentor and supervisor within my workplace. I have changed the names of the correspondence for privacy reasons. I will analyse the mentoring scheme its strengths and weaknesses, and the perceptions of those interviewed on its effectiveness, my mentoring progress and strategies for the ongoing development of my roles as a mentor.

Mentors instill self confidence and empowerment in the people they train.

Mentoring KTIP interns and students teachers has allowed me to foster professional relationships to improve teaching and increase student learning. My coaching centers on building upon the mentee’s

Woullard, R., & Coats, L.T. (2004). The community college role in preparing future teaches: The impact of mentoring program for preservice teachers. Community College Journal of Research and Practice, 28, 609-624.

Over the course of the past few weeks, this course has enabled me to put to practice some of the basics of mentoring in a practical setting. In this case paper, I will document the final coaching session between my co-worker and myself. As always, before getting started I worked on a pre-coaching plan in order to lay the foundation for our meeting and help myself prepare for when I meet with my mentee. Next, I will discuss the facts of the coaching session and how well we were able to accomplish the goals of the meeting. Then the different successes and challenges will be mentioned as well as the lessons I learned from each. Finally, I will reflect on the areas of myself or my coaching style that need improvement and how I plan to implement those changes. First let’s take a look at what went in to developing the pre-coaching plan for this meeting.

Specific strengths, weaknesses, opportunities and threats were identified after completing the personal swot analysis and development plan. Initially, however, it may not be possible to identify all of my weakness this premature, because of the barrier of being a first time mentor. Coaching theory recognises four key steps; rapport, context, observe and prepare therefore enabling myself to find effective approaches to achieve my mentor objectives. And many studies have demonstrated that an effective mentor who continues to evolve creates an environment that fosters professional growth, personal development and accountability through support of students in practice. Ultimately, undertaking a self evaluation it will give insight of those factors

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.

Identify and evaluate the key factors which influence the effectiveness and strength of a mentoring relationship.

I'm doing pretty good; graduation is coming quick, I have about 5.5 weeks left. I have my cap & gown, ready to go to college. It's weird saying that I'm about to go to college in the fall and get my degree in Mass Communication. I'm going to be a radio broadcaster. After I get my associate, I may do a mentorship, or go to K-State like Skylar; haven't decided yet.