Step-By-Step Mentoring Process STEP 1: Dual-Rate Program Introduction • Dual-Rate is brought into the office by managers to explain that they have been identified and “UNDERPERFORMING” • All of the evaluations will be explained (Dual-Rate, Dealer, & Exam) to the dual-rate • Their score will be compared to the average & best in each category • They will be told that if they are to continue as a dual-rate they must submit to a Mentoring Program for a 6-Month period of time • The mentoring program will then be explained o Mentor will be chosen for them o ALL ACTIVITIES PERTAINING TO THE PROGRAM ARE VOLUNTARY o If the dual-rate elects to return to dealing, they will be given any days off the wish as well as shift preference. o Meeting will take place at a minimum of 2x/month o An action plan will be created by mentor, but the dual-rate will have some say a to the path that is taken o Activities of the program will be taken from the “Activities List” o Mentor will submit regular documentation on a monthly basis so that mangers can track the progress of each dual-rate in the program. At the end of the 6-months the dual-rate will meet with the managers and director to evaluate the oval progress of the dual-rate in order to determine whether they will continue as a dual-rate, or be demoted back to a full-time dealer. o Additionally, the dual-rate will take the “Dual-Rate Probationary Exam”, to which that must pass in order to remain a dual-rate STEP 2: Mentor Introduction •
In this essay I aim to reflect and critically analyse my completion of the learning development plan and to identify how the skills and knowledge that I have gained as a mentor will enable me to lead learning in my area of practice. I will be using the What model of reflection (Driscoll 2000) throughout this essay.
• Discuss time limits. If the mentoring period has a time limit the mentor should state that at the beginning.
During my senior year, I have dedicated over thirty hours to mentoring an at-risk student at my high school through the Fast Track program. Originally, I thought that mentoring would be all about helping a younger student with academic skills. However, it has turned out to be that and so much more.
The business community describes mentoring as an employee training system under which a senior or more experienced individual (the mentor) is assigned as an advisor,
Study focused on a conceptual model of the mentoring process, drawing from theory and research on child and adolescent development and close relationships. Youth mentoring is popular and widespread phenomenon that promotes and develops positive experiences with young people. Researchers argue this mentoring process discussed should be guided by solid conceptual models that incorporate relevant theoretical perspectives from the literature on child and adolescent development. Results concluded a conceptual framework that portrays a close mentoring relationships as the catalyst for three interviewed process: enhancement of social and emotional development, improvements in cognitive function thought conversation, joint activity, and guided instruction.
Study Two: In a study conducted by Fox (2010), a 12-month mentor program concentrated on increasing nurse job satisfaction and decreasing turnover rates.
When I got hired I was not mentored by anyone and it took me little longer to understand my job as compare to if I was mentored. I can also see the rationale some manager might use to have intention non-mentoring plan as they probably do not want departing employee to bad mouth about the department, other employees and the organization. I can see that happening especially if person is resigning due to some bitterness or when the person is asked to leave. In your case when you were promoted in the same organization your manager should have valued you more and let you mentor the new hire, but human nature is complex and sometimes, people behave irrational. Eventually, you end up mentoring via cheat sheets anyways.
I think that all of the Gateway mentors have loved their experience. Also, they have something in common: they all agree that it is not an easy role. Sometimes you can feel that you are not doing enough or that you are not connecting with the students. Or you may feel overwhelmed by all the responsibilities. But they also say that you learned through the process and it takes time to reach your expectations and you can even surpass them and even get surprised of what you achieve. As one of them said, “Although there are painful realities about being a mentor, your semester will most likely include more positive interactions than negative ones, more mutual laughter than awkward moments, and more successes than failures”. It is a unique experience in which you will get to learn a lot and create great relationships in order to serve and help others.
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
CM received a call from Myra Sanchez (mentor) in regards to a follow-up on mentor session from Saturday, 3/11/17. Mentor reported that youth became verbally aggressive during session and wanted mentor to leave the home. CM and mentor discussed youth’s background; mentor stated youth requested a male mentor due to her past experiences with females and believes a male would be beneficial to her needs. Mentor explained she tried to challenge youth in regards to her behaviors towards her father; youth then became really upset and started to tear apart old pictures of the family. Mentor noted she stayed at the home for approximately five hours conversing with caregiver regarding youth’s current situation. Mentor will not return
The intention of this project was to study the effectiveness of mentoring young people. I did this by analysing whether mentoring effected different aspects of young people’s lives and look at the importance of meaningful relationships between a young person and their mentor.
Mentoring is defined as an informal transference of knowledge between an expert and a neophyte. The mentor is said to have greater knowledge either in a particular field or of general, human qualities that he or she wants to transfer to the mentee. (PowerPoint 1: Slide 3). The purposes of mentoring include supporting professional development within an organization; identifying and nurturing an employee's emerging talents, and teaching employees professional standards. Mentoring can be used to 'stretch' the talents of the mentee and even help to develop the talents of the mentor him or herself. Both parties can learn from the exchange (PowerPoint 1: Slide 11).
Recently, Literacy Mid-South was just recognized in the Memphis Business Journal for our partnership with a company called MentorMe. MentorMe is a platform used generally for mentoring programs, however because of our decentralized adult program we were the first adult education organization to adapt it. MentorMe has allowed tutors, learners and staff to interface in a new way. Similar to facebook, however because it’s accessed by children is incredibly user friendly for low-literate adults. Tutors and now learners can report progress and give feedback on their sessions. We also received national recognition for the first ever adult tutor app. The app allows tutors to access information, report sessions, see events, contact staff, and
Organisations are increasingly evolving quicker due to globalisation and advances in industries and technology. These events have made market environments progressively more competitive and have changed the economic climate in which organisations operate. Unfortunately some organisations have had to implement restructures and reductions in workforce to ensure survival. Foundation Design are one of these organisations whose company size has gone from 1,513 employees to 780 employees. During the restructure of the organisation the Chief Executive Officer (CEO) identified that changes were required to its leadership profile and coaching and mentoring programmes. These changes
Attached is my proposal to change and enhance employee training at Guaranteed Rate for the mortgage originators. Employee training and continual education is extremely crucial in the mortgage industry especially for Guaranteed Rate. It is important because it allows all originators to know all current and changing guidelines for both Federal and State law. It helps them provide better customer service and it helps them understand the function and role they have with Guaranteed Rate. Offering continual education is highly important for all loan originators because they are required to have a minimum of 40 hours of training mandated by state law. Offering employees continual education and providing support for all new originators would add value to the firm in many ways.