Mentoring Relationships In The Workplace

To be a good mentor you have to have great qualities like being helpful and being really good at giving good constructive criticism. Whomever you're mentoring should receive information that is both positive and negative. You want to makes sure you give pros and cons so that your mentee can learn from them. (Patterson) Some social activities that you can do in mentoring programs include talking about life experiences, having lunch together, and visiting the mentor's home for a bonding experience. (Wexler) Although most mentoring programs usually have short durations and are claimed to be a “waste of money,” they are beneficial to girls because they prevent peer pressure, diseases, and pregnancies; encourage girls to be more mannerable, respectful, and ladylike; and results in kids being more likely to graduate high school and attend college.

“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.

An advantage of mentoring is that it helps to acclimatise less successful workers to the job and organisational requirements. By having a "go to" person to ask questions, discuss scenarios and generally learn the nuances of the company, the mentee can become a productive member much more quickly and never feel that he has nowhere to turn for help. The mentee can gain the sense of achievement that comes from the mentor's feedback and assessment of his progress. The mentee's quest to gain the mentor's approval can serve as a motivating force to continue to improve his performance. The mentor can gain satisfaction from knowing that she is helping an individual and can take a measure of pride in her accomplishments. For a mentor that has already achieved a great deal of success, she can look at the process as a way of "giving back”.

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.

In women and minority there are challenges in training effectiveness. Women and minority needs mentor in order to be effective, because they needs some that can lead them in their career. Mentoring is a big part of women and minority, because mentoring can help with their promising career. Women and minority has limited of mentoring to assist them with their career, some mentoring want you to be on the same level. Women and minority needs some counseling and career programs which will help accelerate them and keep them employed in the same organization. According to Harvard Business Essential (2004), “ the fact remains that people generally seek out and maintain mentoring relationships with people who are like interns of race, gender,

Mentoring is a process where a more experience person creates a supportive relationship with an inexperienced, mostly younger person with the aim of providing information and advice. The process of mentoring must benefit both parties.

Mentoring is relationship orientated – it provides a safe environment where the mentore shares any issues which can affect their mentors professional and personal success. Mentoring also focuses on work/life balance, self confidence and self perception.

The reading spoke about building quality youth mentoring relationships as the quantity of mentoring programs grow at a rapid level. The reading provided a break down on how mentoring relationships can effectively work when the mentees aren’t going through vigorous trainings as they once did. As I read it, I thought about my first week, how it went, and how I can be a better mentor to the girls I will be seeing twice a week for the next few months.

Mentoring takes many forms and has many purposes, however, no uniform definition of mentoring exists (Bochke, 2001). Caffarella (1993) defined mentoring as “intense caring relationships in which person(s) with more experience work with less experienced person(s) to promote both professional

Elmore begins this adventure into mentoring providing us two definitions. The first, later attributed to Dawson Trotman of The Navigators, is strategically investing in the lives of a few people now who will be able to benefit greater numbers in the future (Elmore, 2012, Kindle Locations 137, 349). The second definition he shares gives the process a personal feel, “a relational experience through which one person empowers another by sharing their wisdom and resources” (Elmore, 2012, Kindle Location 144). The succinctness and complexity of these definitions encapsulate the framework to which Elmore returns throughout. The key elements revealed here are relationship, investment, process, focus, empowerment, and multiplication. These elements

I can make a great impact on my campus as a teacher leader by following the model of mentoring new teachers. This upcoming school year, I will have two new teachers coming on campus to teach third grade. This article was perfect timing for me to process how to best serve these teachers as a mentor using one instructional process at a time. Mentoring is not a buddy, but an instructional support member focused on improving instruction. In addition, our campus is a firm believer in the discussion based teaching. Brondyk and Stanulis state, “as students articulate their thinking and analyze and respond to the ideas of others, they learn to formulate arguments, deepen their understanding of the content, and develop critical thinking skills” (2014,

Good mentor-mentee relationships are a two way street; as a result, if you want the relationship to flourish, both the mentor and the mentee must be able to work together harmoniously. This requires a genuine interest between both parties and a willingness to undertake whatever is needed to be able to fulfil the learning requirements. The mentee must be open to following suggestions and recommendations made by the mentor as well as taking initiative by keeping up to date with best practices and showing that they are committed to becoming successful in their career and taking their responsibilities seriously

Having this mentorship program at the Western University of Health Science proved to be very beneficial therefore having a similar program in the business world could have the same results. Requiring all senior employees to become mentors would the foundation to the program. Once these employees have enrolled then they would be paired up with a newer employee who has similar goals as they do. In order to encourage the mentor and protégé to have meetings, an incentive should be used like the pharmaceutical company. Having a program like this would eliminate any assumptions of inappropriate behavior between the mentor and protégé. This would also allow more women to be mentored because the program would pair them up based on their goals and

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.

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