My Mentor Swot

Mentoring relationships require mutual respect in order to be successful. The mentor’s role is varied and includes amongst others being a guide, a role model, and a confidante. The relationship is a longer during a mentorship and requires a large amount of commitment from both parties, from the mentor as needs to be prepared to offer support when it is needed, therefore they need to remain flexible and accessible. Because it is likely to be longer there can be no clearly defined outcome as in comparison to coaching the journey can be far longer and cover a range of subjects.

Coaching and mentoring are not about learning to do something the right way, but are about helping to lead an individual to find their own way of doing it practically and efficiently. Coaching and mentoring sessions are guided with theoretical models, which help focus both the coach and the coachee in attaining desired outcomes for problem situations. However, even with the aid of theoretical models not everyone can coach another person. The first and far most important attribute of a coach is the ability to build relationships with the coachee

Mentoring is about nurturing the potential of the whole person; both however are about improving performance. There is a strong argument that coaching can be undertaken by line management or an individual within the organisation who has knowledge of processes and procedures. It is however more beneficial when mentoring to engage with someone from outside the organisation however it is essential to match personalities, research interests, experience and personal style.

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

For presenting my initial and ongoing personal development plan there is need to first conduct personal analysis using SWOT, to know about my strengths and weaknesses, and what external opportunities or threats might affect any plans I take. As, this will shape the background to any developmental plan.

Watt, L. (2004). Mentoring and coaching in the workplace: an insight into two leading leadership

The purpose of this assignment is that I will be reflecting on my own engagement in professional relationships and establish key skills that underpin lifelong learning. I will also be looking into how to perform evidence-based practice and reflect on my capabilities and weaknesses identified in my SWOT analysis (see appendix 1) and personal development plan (see appendix 2).

Facilitate coaching and mentoring in health and social care or children and young people’s settings.

My mentor Shatt Vang, took me to his workplace to teach me the skills that he does as being an Athletic Trainer. Firstly, he provides information about the equipment’s he used and what are they used for. Secondly, I was taught how to properly put ice in a bag by watching my mentor how to properly do it and this is for the injuries that occur to let the blood flow. After putting ice in a bag, he showed me how to properly bandage an athlete and he showed an example on me. When I learned what my mentor did by bandaging my foot, I tried bandaging on his foot and he evaluated me if I did it correctly.

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.

A reflective account of my experience of facilitating learning, assessing and teaching a student or co-worker, and how this experience will inform my future development within the mentor or practice teacher role.

Robby wrote, coaching might mean many things to various people, as it is a word defined according to human behaviors applied to a particular setting. It is this reader’s belief his statement is true according one’s study. Robby stated, a definition proves to be difficult to quantify into meaning for every context and situation, in which, after this reader’s careful study on the subject matter, many definitions and characteristics of coaching were found. In addition to the writer’s descriptors used for coaching, which included: personal communication, relationship, passing on of wisdom and understanding, guidance, exemplification, motivation and confidence boosting, trust, sharing, and asking good questions, this reader found others that were relative as well. This reader concur with Robby’s findings in the required books of Edgar Schein, who stated, that coaching and feedback are necessary in order for learners to learn; James Rost, who suggested, that personal relationship based on multidirectional and noncoercive influence which

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

According to Hayward (2001), Learning Mentors have had an incredible impact on individual pupils’ lives, in some cases transforming low achieving and unfocused students with minimal self-esteem and a lack of commitment into more confident pupils with higher grades, improved motivation and a sense of direction. What all Learning Mentors have in common is their aim to break down barriers to learning , unlocking education opportunities for school students and releasing hitherto untapped potential (Hayward,

Completing the SWOT Analysis exercise helped me see a realistic picture of myself. The SWOT analysis has been very helpful for creating a personal development plan because it is based on self-actualization and brings focus to strengths, weaknesses, threats and opportunities. I find it interesting to realize that performing a SWOT analysis for a career role of interest can help me identify if it is a good