Summarize
During the conference, Professor Angeline shared that she was very satisfied with my project idea. She also believes in the benefits of mentorship in the workplace. She also shared with me some of the concerns she had about my project. She told me that I should think about the financial benefits of the Mentorship Program. Why is it worth their time and money to implement the mentorship program? I have contacted the director of the Internship Pathways Program (IPP) to discuss this matter in more detail.
Professor Angeline also brought up a great point about how “not everyone is built to be an educator”. Coming from an education background, I wholeheartedly agree that we cannot assume that all experienced interns will do a good
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In my Preliminary Topic Memo, I stated that “mentors can also reap the benefits of a Mentorship Program”, but I neglected to explain how that will be possible. While I was first developing the idea of the program, I completely overlooked the fact that not everyone is built to be a mentor. For many of the interns, this will be their first time teaching someone.
At my meeting with Ms. Eason, I brought up the idea of a training session for mentors and she was very pleased to see that the program caters towards not only the mentees but also the mentors. She even suggested throwing a pizza party for the mentors to show appreciation and get feedback directly from them. This was an eye-opening moment for me because all this time I had only thought of ways to improve satisfaction rates of the new interns. However, the mentors are also interns as well and Ms. Eason wants to increase the retention rate of all interns, not just the new interns. This realization helped me broaden my perspective and think about how the Mentorship Program can increase the satisfaction rate of all interns, both new and experienced.
The Story
After talking with Professor Angeline and Ms. Eason, I have come to the conclusion that a Values-in-Action story is most suitable for my proposal.
The Pension Benefit Guaranty Corporation (PBGC) is an agency of the United States government that provides timely and
The mentoring program for new grads at this facility has been very successful. The facility has found that the mentoring program builds confidence in the new grads and respect for the mentor. It makes the new grads believe they are wanted and helps them adapt to the
Student Success is now considered a vital element in the community college role. We must teach our students, and equipped them with skills to achieve their educational goal, as well as their career goals thereby, surviving in the workplace. Therefore, I am proposing a student mentorship program that targets all students enrolling at Mohave Community College (MCC). The program will encourage participation from the concurrent enrolled high school students, as well as students that are classified within the “at-risk” category. Each student at registration will receive information regarding the program, and encourage to participate when attending orientation.
This study is limited to the freshman mentor program at one high school in a 30 high school district located in Maryland. Data was collected from a representative group of mentors. Interviews were limited to discussion of the role of the mentor in working with the freshmen mentees. Although many high schools have freshmen mentor programs, each school develops a unique program to fit the needs of the students feeding into their school. Data was collected from a small representative group of mentors and they were all
An advantage of mentoring is that it helps to acclimatise less successful workers to the job and organisational requirements. By having a "go to" person to ask questions, discuss scenarios and generally learn the nuances of the company, the mentee can become a productive member much more quickly and never feel that he has nowhere to turn for help. The mentee can gain the sense of achievement that comes from the mentor's feedback and assessment of his progress. The mentee's quest to gain the mentor's approval can serve as a motivating force to continue to improve his performance. The mentor can gain satisfaction from knowing that she is helping an individual and can take a measure of pride in her accomplishments. For a mentor that has already achieved a great deal of success, she can look at the process as a way of "giving back”.
"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."
Mentors instill self confidence and empowerment in the people they train.
For this assignment I will address Morton- Cooper & Palmer (2005) enabling traits and discussed the core skill of a mentor. I will analyse and reflect on how I’ve utilised these skill with a third year student nurse in my practice area (cardiology) I will also reflect and evaluate my mentoring experience with my learner to see if there is any area of improvement or changes to be amended.
As a program coordinator for Colonial Mentors, I demonstrated my ability to effectively plan, develop, and implement organizational structure to a program. Colonial Mentor is a mentoring program designed to aspire college students to succeed in their academic careers. With my role, I was responsible for the organizational direction of the program and communicating the progress to the program director, my supervisor. I began the planning process with researching and gathering the materials needed to compose an effective mentoring program. I developed the program curriculum, policies, code of conduct, procedures for recruitment, training, and matching of mentors and mentees. Once the innovations were approved by the program director, I introduced
In my next mentoring relationship, no matter if I’m the mentor or mentee, I will apply the skills I have learned through this program with the hopes of improving upon them still, through practice. I will greet my new mentor or mentee with open arms, knowing that they are giving me the opportunity to learn more, to practice my skills, and to help make others better in turn.
At my school, juniors and seniors can apply for roles in which they act as mentors to incoming freshmen. I joined the Tiger Mentor because I want to help others, gain experience working with others, and to further my leadership skills. Once a week on Wednesdays, our school has advisory. Students move to their homeroom classes, and in this time, the mentors interact with their freshmen. Each advisory class has 3-4 mentors, and together, the mentors carry out a lesson. For the first few weeks of the school year, the goal, is to aid the freshmen familiarize themselves with their new school. The mentors help the freshmen locate their classes, teach them the best routes to get to their classes, and show them where their lockers are. Later on in the year, once the students have established regular routine, my other mentors and I are able to have more focused lessons during advisory.
On the other hand, as a former Scholar in both North Star Stem and McNair Achievement Program, I know the importance of giving a proper instruction to the students. I was fortunate enough to have worked with mentors that taught me a great deal of mentorship. I had an individualized and comprehensive advising for academic and career planning, which helped me transition into graduate school. I believe that I am now in a position where I am able to contribute my knowledge and experience to help undergraduate
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.
Identify and evaluate the key factors which influence the effectiveness and strength of a mentoring relationship.
Attached is the proposal to implement a mentoring program at Anderson, Lower, Whitlow P.C. In early summer, ALW hired fifteen recently graduated individuals and 12 have already taken positions at other firms. There needs to be a system in place to develop and foster relationships for these individuals within the firm. This firm has a high turnover rate of new hires; currently, the turnover rate is 85%. Firms that are considered the Big Four are offering mentoring programs that make their employees invested in the company’s future. Unfortunately, if ALW does not start to compete with this issue, more employees will be lost to the Big Four Firms.
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