Training Authority Maritime Warfare ( Tamw ) Essay

Being a mentor is a task that would require an enormous amount of organization and responsibility for one person. Although a mentor has difficult requisites, it is up to someone to stand up and take a role, and I believe that I have the enough potential to guide future leaders through the beginning of their path to success.

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.

Mentors are influential, senior organizational members with advanced experience and knowledge committed to providing perception to a mentee’s career development. A mentor supports a mentee’s views of self within a work role as well as it supports the mentor’s sense of self for the valuable wisdom and experience they have to share.

As Chief of Naval Operations Adm. Jonathan W. Greenert once stated, one of the U. S. Navy’s guiding principles is “People are the Navy’s foundation”. The United States Navy has long since recognized that command at sea is an honor and a unique privilege, one that demands confidence, self-reliance, sound judgment, and complete dedication to the wellbeing of shipmates. At every level of Naval operations, leadership, integrity and character have always been vitally important dimensions of who we are and what we do.

Over the course of the past few weeks, this course has enabled me to put to practice some of the basics of mentoring in a practical setting. In this case paper, I will document the final coaching session between my co-worker and myself. As always, before getting started I worked on a pre-coaching plan in order to lay the foundation for our meeting and help myself prepare for when I meet with my mentee. Next, I will discuss the facts of the coaching session and how well we were able to accomplish the goals of the meeting. Then the different successes and challenges will be mentioned as well as the lessons I learned from each. Finally, I will reflect on the areas of myself or my coaching style that need improvement and how I plan to implement those changes. First let’s take a look at what went in to developing the pre-coaching plan for this meeting.

Mentoring relationships has its roots beginning in ancient Greek mythology, when Odysseus (a.k.a. Ulysses) entrusted Mentor with his son, Telemachus, while he left to fight the Trojan War. Odysseus, king of Ithaca, left home for 20 years on the famous journey that Homer ccalled the Odyssey. Mentor was responsible for raising Telemachus, shaping his character and helping him make wise decisions as he grew up to be a man. Eventually, Telemachus begins searching for his father, and Mentor joined him. The myth says that the Greek goddess Athena assumed Mentor’s form for the purpose of giving advice to Odysseus (Shea, 1997). Mentor’s name, with a lower-case “m,” has passed into our language as a shorthand term for wise and trusted counselor, advisor, teacher and friend. Mentoring is where a person invests time and energy to help another person grow and learn (Shea, 1997). “Mentor served as a coach, teacher, guardian, protector, and kindly parent. Mentor shared wisdom, promoted Telemachus’s career, and actively engaged him in a deep personal relationship (BOOK – Johnson –Ridley, xxx, p. xv). Like today the mentoring model is pairing a mentor and a mentee where the mentor is a role model and provides direction and guidance.

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.

Mentoring is relationship orientated – it provides a safe environment where the mentore shares any issues which can affect their mentors professional and personal success. Mentoring also focuses on work/life balance, self confidence and self perception.

Mentoring relationships require mutual respect in order to be successful. The mentor’s role is varied and includes amongst others being a guide, a role model, and a confidante. The relationship is a longer during a mentorship and requires a large amount of commitment from both parties, from the mentor as needs to be prepared to offer support when it is needed, therefore they need to remain flexible and accessible. Because it is likely to be longer there can be no clearly defined outcome as in comparison to coaching the journey can be far longer and cover a range of subjects.

The goal of mentoring in military organizations is to help junior personnel reach their full potential by having senior personnel help develop them, and pass on their practical expertise and professional knowledge to personnel who are committed to advancement and success (United States, 1995). A thriving mentoring program will enhance our overall professionalism and help meet the future needs of our organization. In my current job, I am charged with implementing a mentoring program where officers, enlisted personnel, and civilian employees can pass on not only career development guidance to junior personnel, but also the principles, traditions, shared values, and lessons of our profession.

Mentorship - Severing as LPO IS1 Bush spends time every drill weekend mentoring junior sailors by forwarding the POM in advance to make sure every sailor is better prepared for each DWE. He has guided sailors on how to manage their own careers by showing them how to create and organize a career binder separated by orders, evaluations, orders and awards. He educates unit members on how to best manager their careers by introducing them to all-in-one online reserve resources, and takes time to mentor each of his subordinates on establishing effect evaluation bullet points so to helps draft the possible yearly evaluations.

In response to the current announcement for assignment to the Fleet Mentor Program, I respectfully request consideration for assignment. In my 17 years of dedicated service, I’ve gained the experience that accurately represents my comprehension of State Police principles. As a leader and role model, I strive to move forward improving myself and those around me, accomplishing the goals and expectations set forth by the Division and teaching the forward thinking of this organization. It's my continued goal to clearly transmit Divisions Mission Statement and the overall success of the State Police. Throughout my years of service and role as a Squad Leader, I have consulted and guided members under my command. It is critical to create a positive

As guidance for the basis of the future Naval Integration in enhancing ability to face the future challenges of the 21st Century, the Expeditionary 21 shown the important aspect of the own capability against the way to respond the challenges, whereas will continuously to be characterized in demand a force within capabilities for global response. Therefore, for USMC being expeditionary is a “strategically mobile and light enough to get to the crisis quickly,” and its operate on and from the sea, in and from the air, and on the land. US Marines is optimized to be “expeditionary” within Naval characteristic influence to meet the coming challenges. The potential threats and issues shown on the surface in certain area are directly affected US interests

Mentoring takes many forms and has many purposes, however, no uniform definition of mentoring exists (Bochke, 2001). Caffarella (1993) defined mentoring as “intense caring relationships in which person(s) with more experience work with less experienced person(s) to promote both professional

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.