By David Kay
Mentoring is a worthwhile adventure. you are going to play an lively and beneficial half within the improvement of another individual and additional your personal occupation even as. This concise booklet will take you step by step in the course of the procedure and express you: - how you can develop into an efficient mentor - What features, equipment and strategies are required - tips to organize your self and the mentee - the right way to keep away from the typical pitfalls Whichever zone you're employed in, this tremendous sensible booklet will make clear the full mentoring procedure from begin to end, and help you each step of how.
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Additional resources for A Practical Guide to Mentoring: How to Help Others Achieve Their Goals
This means that you should not be their line manager or elsewhere in their line management structure. It is only by being independent that you will be in a position to offer objective advice and support. You must be clear about the purpose of the relationship and what you can offer Right at the outset it is essential that you and the mentee agree the nature of the mentoring being undertaken and the purpose and extent of your mentoring relationship. In doing this you should discuss and agree the timescale within which the mentoring will take place, the frequency of the contact between you and when the relationship will end.
Usually, they work outside the classroom on a one-to-one basis. 2. The induction mentor Many organisations designate a well-experienced member of staff to help new employees in the early stages of their employment, until they feel confident in their new environment. 3. The training mentor This is an experienced person who is available to help new employees and those with changed responsibilities as they acquire new skills and adapt to change. They are there to help their mentee to get the best out of their training.
You must be seen to be independent You will only create an easy atmosphere with the mentee if they are sure that you are really an independent source of help. This means that you should not be their line manager or elsewhere in their line management structure. It is only by being independent that you will be in a position to offer objective advice and support. You must be clear about the purpose of the relationship and what you can offer Right at the outset it is essential that you and the mentee agree the nature of the mentoring being undertaken and the purpose and extent of your mentoring relationship.
A Practical Guide to Mentoring: How to Help Others Achieve Their Goals by David Kay