The Most Common Mentorsing Model Of One-On-On-One Mentoring

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

To be a good mentor you have to have great qualities like being helpful and being really good at giving good constructive criticism. Whomever you're mentoring should receive information that is both positive and negative. You want to makes sure you give pros and cons so that your mentee can learn from them. (Patterson) Some social activities that you can do in mentoring programs include talking about life experiences, having lunch together, and visiting the mentor's home for a bonding experience. (Wexler) Although most mentoring programs usually have short durations and are claimed to be a “waste of money,” they are beneficial to girls because they prevent peer pressure, diseases, and pregnancies; encourage girls to be more mannerable, respectful, and ladylike; and results in kids being more likely to graduate high school and attend college.

Mentoring: is the process of a more experienced person advising and guiding a less experienced (and usually younger) person, typically a colleague.

Mentoring involves a manager passing on his/her knowledge and expertise to an employee. Typically, the employee has a mentor who is at management level but not directly involved in his or her work area, so that issue s can be discussed in an impartial and confidential manner.

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.

"Mentoring is a special quality, skill set and attitude," she says. "The benefits are not only between the mentor and mentee, but the future generations."

A mentor is someone we all have whether it's your parents, friends, or even a total stranger! What makes them all the same? They all have great qualities. It could be that one of them happens to be an extraordinary listener or ]they might have great wisdom and patience. When you are looking for a great mentor, you are going to want someone with patience, determination, and listens

It takes a lot of commitment to be a mentor, an appropriate meeting time needs to be discussed between mentor and mentee so that it doesn't conflict with family, school, and/or social life. Mentors are usually provided for: troubled teens, young children with busy parents that work, children or teens with special needs such as Autism or ADHD, or anyone under or over the age of 18 who needs to have one on one time with someone they trust and can talk to confidentially.

Establishing an effective mentoring relationship reminds me of the ancient African proverb, “It takes a village to raise a child," meaning that the work of raising a child cannot be done alone; an entire community must participate in providing extensive social support that child rearing necessitates. It is very rare for children in any society to grow into functioning adults without some kind of interacting from the community at large.

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.

Mentoring for the mentor is about challenging himself to perform to greater capabilities while nurturing a mentee and stretching them to realise their full potential. Mentors counsel, tutor and guide their mentees in developing themselves.

In the position of a mentee, it is advisable that she or he should list down what needs mentoring on before he or she starts to find a mentor. The best mentors are usually busy people, hence the ideal mentoring program should not take up plenty of time as this would cause certain inconveniences for both parties. A short meeting, around ten minutes, with well-prepared issues to discuss will maximize the efficiency. In addition,

Functions provided by a mentor include both career oriented and psychosocial. Career oriented functions are done to “enhance career advancement” of the protégé (Greenhaus et al 2010). Career functions include sponsorship, increased exposure and visibility, coaching, protection, and challenging but doable assignments. Psychosocial functions are done to “enhance sense of competence and effectiveness” of the protégé (Greenhaus, 2010, p 212). These functions involve being a role model, providing acceptance and confirmation, being a counselor, and providing

Learning mentors tend to work on a one to one level or in small numbered groups, a learning mentor must be a good listener, be able to encourage and motivate and act as a role model and encourage the build up of a mutually respectful relationship (Hayward, 2001).

Accompanied with the current shift towards more organic organisation structures and more emphasis on the learning organisation, mentoring provides a more all round experience to the mentees by getting them confident with their role with the organisation. It also improves communication throughout the organisation by allowing mentees to give feedback and learn in a not so formal fashion which helps people feel more relaxed and develops the formal and informal culture of the organisation.