The Stanley And Clinton On The Virtues Of Mentorship Essay

Watt, L. (2004). Mentoring and coaching in the workplace: an insight into two leading leadership

Mentors should reflect confidence, hope, optimism, and resiliency as well as the ability to promote others and their strengths. This sounds uncannily like the descriptions of an authentic leader that we have been reading about in our literature.

Over time, organizations have adapted and refined the way that mentoring is used in their companies. For example, mentors now help the person to solve problems, navigate through the culture at a company and even advance their career. This, in turn, will create a person that is ready to lead and manage.

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.

“The greatest good you can do for another is not just share your riches but to reveal to him his own. - Benjamin Disrael This quote is similar to a Chinese Proverb that says “Give a man a fish and you feed him for a day; teach a man to fish and you feed him for a lifetime”(Chinese Proverb). Both essentially say the same thing, and that is, you can only help someone so much until they need to realize they are capable of doing great things on their own. Higher Risk youth benefit from guidance, but once they have figured everything out they can move on alone. These two quotes apply to mentoring because, mentoring is like showing someone the way to life.

"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."

Along with their self-confidence, every mentor leader needs an internal sense of security. From the groundwork of security comes the capability to mentor other individuals, to lead them without demanding continuous verification or being diminished by self-doubt. Mentor leaders already have a sense of security in who they are and they are able to devote themselves in assisting other individuals cultivate and develop to their full potential. Attributes that are fundamental to the mentor leadership style include demonstrating courage; modeling faith; and leading by example. Mentor leaders will always be learning and growing, to be mentored themselves. Mentor leaders need to look for opportunities to make an impact in all walks of life. Mentor leaders that make a difference in the lives of others will always be present. Mentor leaders also need to understand that they act as a role model to others. Mentor leaders will be known by their legacy. When Tony Dungy was in Junior High School, the assistant principal Mr. Rockquemore acted as a mentor leader that still sticks with Dungy to this day. Mr. Rockquemore sat with Tony Dungy and his friends during the lunch period and talked to them about things outside of school. Mr. Rockquemore was trying to learn more about Tony Dungy and his friends because he cared about his students. Tony Dungy was about the quit the high school football team when Mr. Rockquemore took him under his wings and mentored the young Tony Dungy. They developed a close relationship. Mr. Rockquemore felt that it was his duty to build into Tony Dungy’s life and to mentor him when he was about to get off track. The culture that one constructs permeates everything you touch in life. The success to any mentor leader is to under-take a culture that supports it. When done successfully, mentor leadership is a constant practice of leading and being led, of developing ourselves and cultivate the future leaders.

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?

I believe a good mentor should have the ultimate goal of successfully teaching the student, meanwhile, guiding them properly in a manner in which he/she learns by themselves. In the National Honors Society, I have participated in a program called “Mustang Buddies”.

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.

The aim of this essay is to discuss on how the reflection on mentorship will be undertaken, how and why the model of reflection will be used and the importance of confidentiality. I will reflect the mentorship by ensuring that the mentee during clinical practice is put at ease throughout the learning experience of four weeks (Quinn, and Hughes 2007, p. 29). Also, I will use the principle of Kolb’s learning cycle as my model of reflection because reflecting is an essential element of learning. As I am the mentor, I will follow this cycle in a clockwise direction with Jude, so she would have to reflect on the skills learnt by reviewing the whole situation (Kolb’s learning cycle 1984 in Rose and Best 2005, p.129). This would enable Jude to

Mentorship is very important in the workplace especially in the area of training and development. The mentor-protégé relationship is a much needed relationship that begins in the early career stage and this relationship involves the current or new employees and the supervisor or other colleagues that provide work-related guidance. The relationship itself is comprehensive and involves “educational, occupational, physical, social, and spiritual development” (Greenhaus,, Callanan, & Godshalk, 2010, p 211). One of the initial task of the early career the establishment of the career field which involves the gaining of the workplace competence, learn what is needed to excel in the organization, and to gain acceptance in the workplace to be recognized as the valued employee. There are many ways of achieving the above mentioned advantages in the workplace which one main method is through the use of the mentorship program.

This essay will start by defining mentoring, and giving a brief understanding of mentoring. This essay will then go on to identify and evaluate a number of key factors that may influence the effectiveness of a mentoring relationship. This essay will focus on the example of mentoring within schools and a learning mentor to be more specific.

Implementing a strong mentoring program that fosters individual and personal growth within the company is vital for the future of this firm. This includes setting up and maintaining a mentoring program. The mentoring program will be set up with individuals from all levels of achievement, that are willing to devote a portion of their time to the firm’s prosperity.

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