Mentor And Mentee Relationships From The Army

In this report I will be going over the importance of training and education within the military, and how they both play very important roles to not only leaders, but the service members within our ranks. The military is constantly training and, we train as we fight. However, before soldiers train, they must be well educated in all areas in which they will be training. Proper education is the key to proper training. I will also discuss the importance of becoming better educated while serving in the military, as it will make transitioning back into the

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.

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.

This past year, I had the opportunity to serve as the acting Detachment SGT for 629th Military Intelligence Battalion. During my time as DET SGT, I began thinking about my leadership philosophy and what it would mean to my soldiers. I thought of a number of ideas, however the one word that came to mind was mentorship. Early in my career I had the privilege of being mentored by SGT Ronald Lott. He was an older NCO who was about to retire from the National Guard.

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.

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

The people in key positions are essential to the things that makes the world go around, but relationships influence how leaders manage, mentor, and move organizations forward. There is a need in the world today for people responsible for others and resources in marketplace industries to seek the wisdom of seasoned leaders in all facets of organizational leadership. Service in the United States military, government, commercial marketplace, Church ministry, education, and parenthood at various leadership levels establishes the necessity for the continuous need for all leaders to have a mentor. Leaders arrive from a multitude of varied paths, shapes, and forms. The development and background of these people are routine questions often asked.

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.

Mentorship is more than just giving advice. To me “Mentorship” is an ongoing process that has no geographical or time limitations, but requires true honesty. I am sure we all know someone that just does not get it. Whether it’s a brand new Airman or 20 year MSgt, some struggle to meet standards. It’s up to mentors, wingmen and friends to help these individuals.

As a graduate, at John Jay College of Criminal, I have discovered the insurmountable opportunities available to undergraduate and graduates alike in the public administration program; this college has a plethora of opportunities available to students. Therefore, if selected for candidacy on the Masters of Public Administration Student Association a goal for this association is to create the first MPA pilot peer mentor program to help support, retain, and graduate undergraduate students.

The importance of mentor-protege relationships is a fulfillment of both career and psychosocial functions. In this relationship mentors involves educational, occupational, physical, social, and spiritual development and was based on a high degree of mutual affection and trust. (Greenhaus 2011) In ones early career, studies has shown that individuals that has had mentoring in the earlier stages of their career are: making more money, were better educated and were more likely to follow a career plan than those who had not established a relationship with a mentor. (Greenhaus pg. 212)

Mentorship, as defined by AR 600-100 Army Leadership, is the voluntary developmental relationship that exists between a person of greater experience and a person of lesser experience that is characterized by mutual trust and respect. It goes to further say that mentorship is voluntary and extends beyond the chain of command relationship. Mentorship is not forced but instead voluntary. It is not defined by age or seniority. Mentors and mentees are not appointed, but are instead selected by the persons involved. It is common for this to occur naturally without the relationship being formally defined or initially acknowledged by either. The mentor will advise and counsel the mentee on personal, professional, and career goals through the sharing of personal experience, encouragement, feedback, and guidance.

Current literature depicts a number of mentoring relationships, such as customary or formal mentors and natural mentors. Natural mentoring relationships begin genuinely without matches being created by formal partnerships such as community organizations, faith-based groups, schools or any other entities. The relationship develops innately but

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

Mentoring - Mentoring is an indefinite, relationship based activity with several specific but wide ranging goals. It does not have to be a formal process. The mentor is a facilitator who works with either an individual or a group of people over an extended time period. The agenda is open and continues to evolve over the longer term. Mentoring seeks to