The Entering Mentoring Program

Stanley and Clinton believe that anyone can be a mentor. The authors stress the basic requirement for being a leader is, “he has learned something from God and is willing to share with other what he has learned” (Stanley and Clinton, 1992, p. 29). The basis of Stanley and Clinton’s argument is that the desire to pass on lessons learned to others is the primary stipulation for being a mentor. Everyone has learned lessons from life experiences, but mentoring is the desire to impart the wisdom gained from those experiences to others. In fact, Stanley and Clinton (1992) define mentoring as, “A relational experience in which one person empowers another by sharing God-given resources” (p. 33). In other words, mentoring is entrusting wisdom gained from life experiences to another person through a shared relationship. Mentoring is more than passing on information, it is being personally invested in the success of the other person.

The Closing Bell Speaker Series “Iron Sharpens Iron”: Why Mentoring Matters So Much was presented by Forest Harper. Forest Harper is the current Chief Executive Officer and President of INROADS Inc. Harper grew up in a poor neighborhood in Fort Pierce, Florida. In high school, Harper was a star athlete in his high school’s Army ROTC program. He attended Morgan State University on a football scholarship. His plan was to become a professional football player. He suffered two knee injuries that ended his football career. He graduated from Morgan State University with a Bachelors of Arts in Social Work. After graduation, he joined the Army and served as a Lieutenant. He spent six years in the Army and rose up to the position of Captain. After the Army, Harper participated in the Executive Leadership Training program at Harvard University. Before becoming the president of INROADS, Harper worked at Pfizer for twenty-eight years. He started as a pharmaceutical sales representative and later became the Vice President of Capability Development in Worldwide Public Affairs and Policy. He was the only African American in his division. This fact inspired him to join INROADS and become a mentor to minority college student. His goal is to help get as many minority college students into the industry they choose. Harper’s own mentor is his uncle Walter Crenshaw, the oldest documented Tuskegee Airman.

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 an initiative that has been found effective and transferable from business to education (Wallace, Montgomery and Pomerantz, 2010), indeed Linney (1999) suggested that mentoring is a very popular tool in various contexts and fields. In the field of education, Daloz (1987) felt that teachers and mentors played a vital role in allowing students to gain confidence, insight and passion to progress in their academic lives.

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,

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.

Mentoring is a very common technique used in work environments and educational institutions to allow for less experience employees to gain more understanding of concepts and skills. Through mentoring, the mentee is able to further develop skills and knowledge with the assistance of a more knowledgeable mentor (Garg, 2014). As mentoring requires pairing up a mentor with his/her protégé, finding individuals with similar work ethics, understanding, and communication ability is sometimes difficult. This short paper focuses on Peter, a new employee who has been subjected to a mentorship program to assist him develop skills and knowledge to transition him into his new role in six months. This paper will look at three different mentoring

Lifegiving Mentors is an insightful examination of mentoring for developing leaders in general as well as equipping and empowering individuals capable of multiplying the investment of their mentor by mentoring others. Elmore opens with a declaration of the power and value of mentoring. He asserts, “Simply put, people mentoring people is the greatest method for transforming the world!” (Elmore, 2012, Kindle Locations 174-175). In chapter seventeen, Elmore addresses this potential again with a thought experiment to demonstrate the impact of investing in just twelve people throughout our life. In just six generations, the initial investment could influence over three million people. While the probability of a consistent chain of mentors and mentees is small, Elmore asserts the potential gained even from a percentage of follow through outweighs the loss (Elmore, 2012, Kindle Locations 2018-2022).

To close, I would like to thank you for the chance this report gave me to educate myself on reverse mentoring and its benefits, and to enhance my research skills, which will be vital for future developments.

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

In my respective, while mentoring is listening and believing that the mentee can achieve their goal by allowing me to show them my positive roles, responsibility and learning skills than given greatly increased on how much learning can improved their independently toward different people, styles, and culture setting. So they can accomplish their better learning development and social approaches

Mentoring has been around for many many years. At one-point mentoring meant that the white privileged people “fixed” the marginalized and minoritized people. This meant that the white people tried to make these people assimilate to their culture and lose sight of their culture. For example, telling them how to speak, how to dress, or how to act in a way that seemed fit for the white society. However, this is not the case of what mentoring should be about. As a result, mentoring has come a long way from that thought of “fixing” people. In today’s world, there is a move for mentoring to change into critical mentoring. Critical mentoring is the next phase in the mentoring history in which it has finally moved away from seeing the mentees as poor and helpless people in need of fixing.

“Cultural mentoring is essentially the act of applying one’s cultural experiences and insights for the

The primary basis of mentoring is centered around the relationship between the mentor and mentoree. Paul Stanley and Robert Clinton (1992) argue, “Mentoring is a relational process between mentor, who knows or has experienced something and transfers that something to a mentoree, at an appropriate time and manner, so that it facilitates development or empowerment” (p. 40). The basis of Stanley and Clinton’s argument is that the purpose of the mentor relationship is to impart certain knowledge and information to the mentee. In fact, mentoring is more than disseminating information from one person to another. Moreover, it focuses on the advancement of the mentee in his or her personal life and career. In addition, Tim