Contents
1: Introduction to Leadership and Mentoring
2: definition of leaders and Mentors
3: Exemplary models
4: Roles and Values
5: Standard & Ethics
6: Case study
7: Conclusion
8: References
I: Introduction
Leadership and mentoring has generally been mistaken to be the same thing however during the course of this assignment I aim to prove otherwise that although leaders and mentors may share some similar traits they have different definitions and perform different functions. There are different types of leaders and also mentors; examples of famous leaders are Nelson Mandela, Adolf Hitler, Abraham Lincoln Barrack Obama, examples of mentors are Socrates who mentored Aristotle who subsequently mentored Alexander the Great.
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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. A mentor however has to understand his role and not get caught up with his mentee too personally and possibly emotionally as this can affect his judgement in giving out advice to the mentee in vital situations.
III: Exemplary Models
A leader carries himself with high self-esteem giving out intelligent and well thought out answers and making the right decisions when needed this increases his reputation and subsequently transfers to his supporters who are at ease to know they have put their faith in the right leader (Northouse 2004 P.19) said that although it is important for a leader to be intelligent it is also important that he and his supporters are moving in the right direction together. Leaders who are very smart may have difficulties relating their ideas to their supporters this can lead to disagreements in the organisation. A leader has to understand what is required of him and how he can give effective leadership to his followers. (Northouse) also says that they are born leaders and people who learn to be leaders. Born leaders exhibit leadership
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.
Clutterbuck & Megginson (1999, p.17) describe mentoring as being like ‘standing in front of a mirror with a trusted other, who can help you see things that you do not know how to see, or that have become too familiar for you to notice’. It is a helping relationship between an individual with potential and an individual with expertise. This multi-dimensional relationship is a partnership between those in similar roles, who can support each other. A number of roles of the mentor have been listed by Bolton (2010, p.193): role model, enabler, teacher, encourager, counsellor, befriender, facilitator, coach, confidante, supporter and ‘un-learner’. To be successful roles and responsibilities of those involved need to be clear and they need to be matched to each other and understand expectations of them.
Mentors are influential, senior organizational members with advanced experience and knowledge committed to providing perception to a mentee’s career development. A mentor supports a mentee’s views of self within a work role as well as it supports the mentor’s sense of self for the valuable wisdom and experience they have to share.
Mentors give you the advantage of learning from someone else’s mistakes. They share the experiences they went through to get to where they are today. By learning about the mistakes and experiences, you no longer need to waste your time. Having a good mentor allows you to find the best and easiest way to almost anything.
"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."
It is easy to presume that that person is in the position they are in because of money, connections or an extraordinary intellect. We may suppose that any adversity or problems that this type of person has encountered are on another level to those that we face. Perhaps we don't imagine that there were private obstacles to overcome, personality traits that needed adjustment or adaptation, that private insecurities or personal failings had to be surmounted. It is simplest to assume that the role of leadership was cut out for him/her alone. More often than not, one imagines that the "leader" in an individual emerges early on in life, apparent from an early age: a bright child with above average intelligence, active in all walks of life, successful in anything that he puts his/her hand to, popular with peers and admired by elders. But nothing is that simple.
As stated in an article by Christopher Vogler “The mentor helps the hero in some way, furnishing them with important skills and advice. They may appear at important moments to help the hero get over an obstacle, then disappear. Typical mentors are old and wise. Although they may also be younger, they are still likely to be older than the hero as they offer their superior knowledge and experience in support. Perhaps once they were a young hero themselves.” (Vogler). To put in other words, a mentor is typically an older being with knowledge that provides the student with important skills and advice. I agree with the author that a mentor provides important skills and advice, which confirms my statement because a mentor provides skills to the student to better them. An example of this archetype is Micky in the movie Rocky. He is an older man with experience and knowledge that he teaches Rocky. He takes it on as his responsibility to make Rocky the best fighter he can be, and this makes Micky his mentor. This relates back to the article because Rocky receives skills and advice from his mentor like stated in the
This essay will start by defining mentoring, and giving a brief understanding of mentoring. This essay will then go on to identify and evaluate a number of key factors that may influence the effectiveness of a mentoring relationship. This essay will focus on the example of mentoring within schools and a learning mentor to be more specific.
“The greatest good you can do for another is not just share your riches but to reveal to him his own. - Benjamin Disrael This quote is similar to a Chinese Proverb that says “Give a man a fish and you feed him for a day; teach a man to fish and you feed him for a lifetime”(Chinese Proverb). Both essentially say the same thing, and that is, you can only help someone so much until they need to realize they are capable of doing great things on their own. Higher Risk youth benefit from guidance, but once they have figured everything out they can move on alone. These two quotes apply to mentoring because, mentoring is like showing someone the way to life.
Mentoring is an initiative that has been found effective and transferable from business to education (Wallace, Montgomery and Pomerantz, 2010), indeed Linney (1999) suggested that mentoring is a very popular tool in various contexts and fields. In the field of education, Daloz (1987) felt that teachers and mentors played a vital role in allowing students to gain confidence, insight and passion to progress in their academic lives.
Implementing a strong mentoring program that fosters individual and personal growth within the company is vital for the future of this firm. This includes setting up and maintaining a mentoring program. The mentoring program will be set up with individuals from all levels of achievement, that are willing to devote a portion of their time to the firm’s prosperity.
It takes a lot of commitment to be a mentor, an appropriate meeting time needs to be discussed between mentor and mentee so that it doesn't conflict with family, school, and/or social life. Mentors are usually provided for: troubled teens, young children with busy parents that work, children or teens with special needs such as Autism or ADHD, or anyone under or over the age of 18 who needs to have one on one time with someone they trust and can talk to confidentially.
A Mentor is someone who provides support and encouragement to someone who doesn’t have as much experience or isn’t as qualified as them. It is a relationship that is built on the encouraging of one of the parties and the ability to see the best in them and actively wanting that.
With the development of the more organic and less formal organisational structures the role of mentors has shifted with these changes. Unlike previously where mentors where seen as formal trainers who taught newcomers the processes and got them acquainted with the cultures and the systems within the organisation. Which required good interpersonal skills and a good knowledge of the activity or tasks the mentee would have to undertake, and be able to effectively relay or demonstrate the tasks or activities to the mentee. As opposed to more recently where a mentor would have to be more of an emotional counselor and demonstrate more skills than were traditionally required from
Define what coaching and mentoring is within the context of an organisation and explain the similarities and differences between coaching and mentoring