These last two weeks of mentoring have been going very smoothly for me. I feel as if my peer mentoring gears are finally revving up as I’m starting to understand how to be a successful peer mentor. The reason, I think, for my recent success as a peer mentor and the collaboration with the peer mentoring team is due to the weekly articles. With the weekly articles, I’m able to realize what made previous collaborations in my life so successful and what made the more unfavorable groups unsuccessful. This has allowed me to focus more on the successful traits by having the knowledge of it in my mind and steer away from the bad traits. These successful traits would be the three ingredients for collaboration which is the willingness to grant authority, …show more content…
It first happened in our first tutorial session where the peer mentors talked about the possible laboratory topics the Bio313 students could pick. Each peer mentor did a different topic and that allowed us to specialize into which slides we could create. The second time it happened was during our Excel tutorial where one peer mentor presented the topic, another was helping a Mac user, and I was helping Window users. Both of these events have one thing in common – that each of us was better suited for an activity and we allowed each other to do that activity. We essentially gave each other the authority to do their respective thing in order to better achieve our mutual goal of helping the students. If any of the peer mentors had objected and decided they were better suited for all the topics, the collaboration between us peer mentors to help the students would have been negatively impacted. I feel that sometimes when people give up their authority over a topic or a section of a project, their ego gives them a sense of inferiority or the feeling that they slow but I don’t think it’s like that. One of the advantages of collaboration is to fully utilize the best traits in everyone in order to reach the underlying goal most efficiently. To allow someone else to do something you’re weak in doesn’t make you inferior, it makes you smart for realizing the goal would be better obtained that way and not …show more content…
In all of my past successful collaborations, each member had a mutual respect for each other, enjoyed each other presence, and worked together in an appropriate manner. To contrast this: in a previous group that performed not successfully, it was due to internal conflict between my partner and me. There was an obvious tension between us that made me want to disprove or reject any idea they would suggest, even if it was good. Although we managed to put aside our differences to finish the project, not many positive memories remained from that collaboration other than the negativity and awkwardness between us. I understand how tension in a group could harm the collaboration as it may lead to the rejection of positive ideas or worse case scenario, sabotaging the project. Working in an atmosphere of stress definitely does not promote insightful and efficient learning. To summarize my second reflection, I have learned the importance of the three ingredients for a successful collaboration. Through elaborating on how each ingredient relates to an event in my life, I believe it further strengthened my appreciation for both the article and collaborating in general. I plan to enforce these ingredients in future group projects as it’ll allow me to truly collaborate and
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
Dr. Lois Zachary provides a well-organized, hands-on approach to research-based mentoring in The Mentor’s Guide: Facilitating Effective Learning Relationships (2012). This book serves as an excellent introduction for an individual new to the mentoring role; it is also a resource for current mentors. Zachary (2012) provides solid examples, concrete exercises, and a roadmap for building an effective mentoring relationship. Mentors in the business world, nonprofit organizations, and educational settings would benefit from reading this book.
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)
One thing I believe is a necessity in growing up is having a mentor. Having a mentor is, not only, beneficial for the mentee but also the mentor. Being a mentor is a learning experience for everyone participating, it helps people grow as a person and friendships are created when a bond if formed. Some people might think it's a waste of time for a child or that it'll never work out for a troubled delinquent but based on the research I've done, I have proven them wrong. Through-out this paper I will provide the pros and cons of mentoring and how they affect both mentor and mentee. To back up my proposal that mentoring is supporting, I will supply examples to answer the question: Is mentoring really important?
Setting clear attainable guidelines as to when and where mentoring sessions will take place and the duration of the mentoring process.
I like how you had stated that you had a negative understanding collaboration back when you were in school. I can agree, that I had similar negative experiences with collaboration and force collaborations felt like the group was paddling Upstream; although, the tasks were completed the effort that was needed it was exhausting. I found collaboration that is not forced and with individuals passionate about an end goals, seem to run smoothly, are fun and flow.
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
I want to be a mentee because the Mentorship program is a fantastic way to familiarize with the school and meeting people with other background. Obviously, as an incoming freshman, I do not know much people, so the Mentorship program as a chance to break the ice and to make connections in school and among peers. Also, I am not familiar with the state of Michigan, so the program also serves as an opportunity to get accustomed with the new environment, the new climate, and the new culture. I was born and raised in Taiwan, and moved to California five years later; I realize the difference from one place to another. Michigan is a whole new place and it is imperative that I learn how to adjust and behave in an appropriate way. Through the program,
Mentors serve as a confidant, counselor, guide and advisor to a participant. They share an understanding of the organization, its mission, and the formal and informal operating processes, and share experiences which contributed to their own success, setting an example for the participant to follow. They assist the participant in career development ideas or for pursuing career opportunities. Mentors encourage participants to become more efficient and productive in their career field through self-development and other activities, and suggest appropriate training and developmental opportunities to further the progress of the participant toward leadership positions. The Mentor will provide input to the participant 's supervisor in developing their Individual Development Plan (IDP), helping the participant to set clear, realistic career goals and periodically reviews progress, making constructive suggestions on career development. Vitally important, the Mentor must ensure the mentoring relationship remains visibly and consistently professional. Mentors must ensure that their meetings are for clear purposes related to mentoring, that there is visible progress by the participant toward legitimate mentoring goals, and that office relationships between the mentor and participant
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.
I wanted to give you an update on the process underway to identify mentors for the upcoming Beacon intern group. After getting feedback from the current group of interns and mentors, we determined a little different approach for this year. As you recall, last year, SLT identified a number of potential mentors; along with HRBP’s; we then checked to see if they had interest and confirmed approval with their leaders. We selected a final diverse group primarily based on HRBP feedback and our own personal knowledge of the individuals. We were really pleased with the outcomes. There were a couple of the mentors that just weren’t the right fit for the intern and struggled a bit connecting –however that certainly could happen again but it did help us to think
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 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.
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