Mentor Essay

Five months ago a group of randoms entered a classroom on the third floor of Schneider at the University of Wisconsin-Eau Claire on a Tuesday at about 11 AM. All of us probably thinking the same thing, “Do we have to mentor right away?”, “Who are these professors?”, “Oh thank god, I know someone in this class.” There were feelings of nervousness, excitement, and confusion swirling about the class but it was not long before the class jelled and became almost like a family. Five months later we are

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

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

1. I learned that I have challenge and overcome the frustrate of communication and conflicts barrier when dealing or approaching with supervisors and co-workers. As likewise of my responsibility as a mentor is to help the mentoree’s need to overcome their obstacles which he/she circulate among their peers 2. I have discovered that I need to practice more of active listening on how the technique is to paraphrase our understanding of what the person being said by transposing it and putting it into

legacy. Therefore, leaders need to be mentored as well as mentor people under them. Stanley and Clinton define a proper understanding of mentoring, as well as, detail four types of mentoring relationships: intensive mentoring, occasional mentoring, passive mentoring, and peer mentoring, all of which will assist a leader in leaving a lasting legacy for future generations. Mentoring Stanley and Clinton believe that anyone can be a mentor. The authors stress the basic requirement for being a leader

opportunities, and personal growth in an intense manner over an extended period of time.” (Tracey, C. & Nicholl, H., 2006). This process can be formal or informal, and according to Tracey & Nicholl (2006), “it is suggested in the literature that mentors do not, in themselves, create great people, but their value lies in their willingness and ability to nurture greatness in their protégés, and in helping them to achieve their dreams.” On the first discussion of the week, I found the following

INTRODUCTION Coaching is a purposeful connection with another human that supports immediate change and stimulates long term sustainable results (Mann, S., & Smith, S., 2015, p.36) Many organizations are turning to coaching and mentoring programs to develop talent. These programs connect the value of internal employee resources to develop others, which saves time, cost, and increases overall employee satisfaction and productivity. However, it can really help engage individuals and develop their agility

In Connecting, Paul Stanley and Robert Clinton illustrate essential dynamics to develop empowering relationships, offer practical guidelines for mentoring, and keys to finishing well. Moreover, Connecting validates that mentoring can come in many forms (specifically seven) and each type has the potential to unleash God’s power in your life. Stanley and Clinton identify these influential mentoring types as: discipler, spiritual guide, coach, counselor, teacher, model, and sponsor. Furthermore, the

is used to predict the type of student who may be at risk of attrition in the incoming freshman class. Of the predicted at risk population, students are paired with an individual who reaches out to them within the first two weeks of classes. The “mentor”

On Choosing a Mentor... In today's business world, the word "mentor" is one you have to know. In fact, when you close out an interview and the employer asks if you have any questions, you need to ask about their mentor program. Not only does this give the employer a chance to brag about his business (and that make them happy, which is good for you), but it shows several key traits about you. It shows that you understand that you don't know everything, that you are willing to be trained, that