Peer Coaching : Mentoring Benefits And Limitations

This project is aimed at participants who have an understanding of youths within in the care services and may know if mentoring is effective, with three aim’s being identified by the researcher that were important. taking an interpretive approach as it seeks to explore beliefs and values of participants Ritchie(2013), purposive sampling has been selected as the researcher was looking for professionals opinions as this has made the findings more reliable this is because the participants are aware of this topic they know the youths and weather mentoring is effective making it valid and reliable as the participants are professionals and work with the youths directly having an understanding of the youth’s needs, although it would of made the project

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.

Criminologist James Fox of Northeastern University predicts that murders committed by teens will skyrocket as the population of kids 10 and under is higher than population of 21st century teens by 20%. (Stephens) Mentoring is the act of helping out someone that isn't as knowledgeable or experienced in different areas. The goal is to make them leaders. (Patterson)

Matz shows that mentoring programs were first instituted in the U.S. in the late 19th century as an alternative to incarceration to be used in Juvenile Courts under the supervision of probation officers (2014). According to Matz, these sentencing policies were inspired by the progressive era’s focus on alleviating the mass poverty that was caused by industrialization, immigration, and urbanization (2014). Blakeslee and Keller state that “The highly renowned Big Brothers Big Sisters of America (BBBS) mentoring program, for example, began in 1904 in New York City and today consists of over 375 agencies serving more than 210,000 youth across the United States” (2012).

but at the same time a coachee will need a push to reach and achieve

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

There are many frameworks out there for coaching however the most commonly used coaches is the GROW model developed by Whitmore (1988) (see Appendix 2).

The goal of mentoring in military organizations is to help junior personnel reach their full potential by having senior personnel help develop them, and pass on their practical expertise and professional knowledge to personnel who are committed to advancement and success (United States, 1995). A thriving mentoring program will enhance our overall professionalism and help meet the future needs of our organization. In my current job, I am charged with implementing a mentoring program where officers, enlisted personnel, and civilian employees can pass on not only career development guidance to junior personnel, but also the principles, traditions, shared values, and lessons of our profession.

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.

Get M.A.D. Global is exactly how we at Get M.A.D. intend to be, global. As we are intending to be established outside of South Carolina as the leader in mentoring solutions for all, we will be planning to extend our services globally. Our overall focus is mentoring! What is mentoring and why is it important? By understanding mentoring and why it’s important we will be able to formulate a mentoring methodology for our mentoring development program. This is important because, not only is mentoring important here in the United States, it’s equally important in other parts of the world.

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.

The concept of coaching originated in the context of sport however has been applied within the business environment throughout the past twenty years.

coaching has been examined as a staff development model useful for teachers at all school levels and across all career stages. Specifically, researchers have studied peer coaching of pre‐service teachers (Lu, 2010) and novice teachers (Boreen et al., 2000; Portner, 1998); roles and responsibilities (Killion, 2009) and characteristics of coaches (Reiss, 2009); technology integration in the process of coaching (Barron et al., 2009; Scheeler et al., 2010). peer coaching emerged in the early 1980s as a strategy to improve the degree of implementation of new curriculum and instructional

Throughout this week’s team discussion session the group identified three resources needed for collaborative consultation to be effective in a school setting. Our team discussed how mentoring and training is needed to develop and improve teaching practices. Mentoring and professional development can be arranged by administration to assist both novice and seasoned teachers. Another skill identified by our group was the need for teachers to develop efficient organizational systems, in order to maximize the use of your time. For example, a group member discussed the importance of collecting and organizing your students’ IEP goals, benchmarks, and data in preparation for meetings. This skill may be developed with the help of asking other teachers

Solutions to coaching and mentoring a large UK-based customer facing organisation over a two year period and beyond