Mentoring: A Narrative Analysis

For purposes of this proposal, we have focused on client data for the first five (5) months of 2017. The basis of the data was the information provided in billing spreadsheets submitted to the County. Therefore, non-billable events have been excluded. Prior to the current contract period which began January 1, 2016, the Therapeutic Mentoring program was significantly larger. Consequently, use of program averages from those periods could be misleading.

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.

The Closing Bell Speaker Series “Iron Sharpens Iron”: Why Mentoring Matters So Much was presented by Forest Harper. Forest Harper is the current Chief Executive Officer and President of INROADS Inc. Harper grew up in a poor neighborhood in Fort Pierce, Florida. In high school, Harper was a star athlete in his high school’s Army ROTC program. He attended Morgan State University on a football scholarship. His plan was to become a professional football player. He suffered two knee injuries that ended his football career. He graduated from Morgan State University with a Bachelors of Arts in Social Work. After graduation, he joined the Army and served as a Lieutenant. He spent six years in the Army and rose up to the position of Captain. After the Army, Harper participated in the Executive Leadership Training program at Harvard University. Before becoming the president of INROADS, Harper worked at Pfizer for twenty-eight years. He started as a pharmaceutical sales representative and later became the Vice President of Capability Development in Worldwide Public Affairs and Policy. He was the only African American in his division. This fact inspired him to join INROADS and become a mentor to minority college student. His goal is to help get as many minority college students into the industry they choose. Harper’s own mentor is his uncle Walter Crenshaw, the oldest documented Tuskegee Airman.

Attached is a completed application for the mentoring program I would like to pursue. Not sure if I have overstepped my boundary, but I have discussed this with my RA, Nick Lalpuis, and he supports the proposal. I also discussed this with Laura Watson this morning and she is in agreement with it as well. Please advise if there are any additional documentation or steps I need to go through to get

The main purpose of this reflection statement is to demonstrate coaching/mentoring relationship as an in depth case investigation that involves an account of reflective learning. While case investigation it is identified that coaching and mentoring culture as well as relationship is expanding excessive with both business and academic concern. Coaching and mentoring relationship can be determined as the manner of facilitating the performance, development and learning of other involved individuals. The main focus of coaching and mentoring relationship is to significantly assist personal development of individual. There are varied approaches relating to coaching and mentoring relationship. In the specific context, coaching and mentoring association is efficiently derived from the principles as well as practices of differentiated perspectives including cognitive

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.

When registration time rolled around in fall 2015, I only needed 12 hours to graduate in May; however, I knew I would be bored and yearned for a class that was meaningful and would end my college career on a positive note. When Dr. May mentioned the mentoring at-risk youth class I was hooked. Although he tried to talk everybody out of it, I knew that this was going to be a perfect fit for me. I have always enjoyed working with youth, whether it was through coaching cheerleading, volunteering in the local elementary school, or spending afternoons at a halfway house for abused and neglected children. By signing up for the mentoring program I was able to try something I had never tried before— using my love for youth to create a lifelong one-on-one

Formal mentoring programs are ubiquitous on college campuses and yet there is a lack of high quality training for mentoring participants online. The Entering Mentoring training is a notable exception (more here). However, this training is in person. More here about lack of inclusive mentoring / cultural intelligence.

Being a leader is always regarded at as directing folks on a daily basis, however, you must still be able to allow your subordinates a chance to lead as well or they will never develop the confidence to lead on their own. My definition of leadership is having the ability to influence others to accomplish their personal and organizational goals. Furthermore, many people have goals they’d like to pursue, but often find it hard or complicated accomplishing these tasks not having the right guidance and mentorship from a leader who looks out for their best interest.

Initial, gut reaction to the article. While in 2005 the issue of gender was probably new, the idea of gender and mentoring seems trite in 2017 in the face of the transgender and gender-sensitive populace—rather sexual orientation would probably be more relevant, so my reaction is that the perspective is not new and somewhat irrelevant.

A mentor has played a vast variety of roles in my life, she has been a friend, an advisor and also a support system. She helped me realize my dream of becoming a nurse and encouraged me to take on new challenges and to take risks to get what I want. Additionally, she helped me deal with difficult life challenges, especially in times when I felt like giving up she was there, not to give me a shoulder to cry on but to be the silent support that I needed. The support that I knew will always be with me helping me along as I became an adult. As I become an undergraduate I will have a wide amount of help and mentors available. They will be the people who will provide me with all the resources and information that I will utilize as I began to start

Anybody who cannot instruct you is not your mentor, friend, visionary leaders are not mentholated folds but mentors, some folds wants mentholated leaders around them, something that makes them feel cool and ok, but not with true mentors.

Looking back, I can remember my freshman self being ecstatic about finally being in high school with the older kids. I was eager to try new things and meet new people. In the first month of school, freshmen were introduced to their freshman mentors who taught advisement lessons and were meant to serve as guides to assist students in their first year of high school. I looked up to mentors; they were the first upperclassmen besides my relatives that I knew. However, my mentors failed to do their specified job. During lessons, they neglected to keep students engaged in the topic and did not show up prepared or with enthusiasm. They acted as if they were too cool and didn’t serve as a positive role model for freshman. My experience that year is

Just like Aristotle for Alexander The Great and Socrates for Plato, any other successful people in life would not be successful were it not for their mentors. A lot of people struggle or fail to appreciate the true value of having someone for advice and it is a real shame, because mentoring matters. MicroMentor.org is a free service that matches entrepreneurs with volunteer mentors so they can solve problems and build businesses together. In 2012, they surveyed users of their service and found that those who received mentoring increased their revenue by an average of $47,000, or 106% and those who did not receive mentoring only increased their revenue by an average of $6,600, or 14%. As if those numbers aren’t convincing enough, MicroMentor also found that 49% of pre-launch businesses that received mentoring actually ended up started their businesses, and 82% survived for 1-2 years. According to MicroMentor, that is 13% higher than the average new business survival rate in the U.S.

Online job training can be often set up to help staff with procedure and company policies.