What is Mentoring?
A personal development that involves a mentor and mentee is called mentoring. Mentoring is the process of correlating an individual’s personal skills with empowerment tools. Mentoring principles include synergy, relationship, and uniqueness. Synergy describes the combination of two variables to produce a greater effect. Mentoring synergy creates a learning environment. Thus, the mentee will develop learning skills. Relationship principle creates partnership between the mentor and mentee. The relationship principle describes the coaching process and pattern. The uniqueness principle creates a channel for productive learning. The mentoring process is guided by synergy, uniqueness, and relationship. Thus, mentoring can be summarized as a powerful partnership process that creates a learning environment for the mentee.
What is a mentor?
A mentor is a guide who builds an individual’s personal learning skills. The responsibilities of a mentor include training, inspiring, and teaching. Other responsibilities of a mentor include availability, support, guide, patient, and respect. A mentor acts as a guide, teacher, counsellor, motivator, coach, advisor, referral agent, and a role model. The roles of a mentor create a positive learning process for the mentee. A successful mentor makes the mentee independent after the mentoring process. A mentor must have appreciative inquiry, listening skills, empathy, respect, warmth, focus, self-disclosure, observation skills and a good storyteller. Appreciative inquiry describes the personal character of the mentor. An effective mentor must listen as a child and act with precision. Thus, a mentor creates learning strategies that develop the mentee.
What is a mentee?
A mentor provides assistance using suitable experience. An experienced mentor shortens the learning process of the mentee. The ability to guide a mentee depends on the learning strategy (Johnson & Huwe 2003). Thus, a mentor determines the strategies of the mentoring process. A mentor creates a mutual bond with the mentee. The mentor builds the communication chain with the mentee. A successful mentoring process can be achieved with a positive relationship. A mentor identifies the mentee’s weakness using corrective strategies. Thus, the responsibility of a mentor describes the objective of the mentoring program.
A mentee is the person who receives training, coaching, and experience from a mentor.
The relationship between mentor and mentee
A mentee’s desire to learn is backed up with the willingness and ability to absorb the mentoring process. The progress of the mentoring process depends on the role played by the mentee. The responsibilities of the mentee include positive attitude, willingness to learn, patience, good listener, punctual, respect, proactive, trust and charisma. The mentee usually organizes the mentoring process. Thus, a proactive mentee will guarantee the smooth operations of the mentoring process. Trust is a principle in the mentoring process. A successful mentoring process is built on confidentiality. The skills required by the mentee includes listening ability, creating scenarios, responsibility, reflection, commitment, fellowship, initiatives, connection, communication and learning skills.
Who can participate in the mentoring program?
The participants include the mentor and mentee. The mentor is a guide, teacher, coach, motivator, trainer, and a role model. The mentee is an individual willing to learn from an experienced teacher. Thus, an eligible participant must be willing to teach or learn during the mentoring program.
A mentee must be ready to receive advice and instructions. A mentee must respect and acknowledge the experience of the mentor. The driving force in a mentoring process is a willingness to learn. Thus, a mentee determines the success of the mentoring process. The roles of a mentee can be summarized in four phases. Phase 1 describes the initiation process. The mentee understands the reason for the mentoring process. Phase 2 describes the learning outcomes of the learning process. The mentee creates his or learning need. Communication expectations are development phase two. Phase 3 describes the working relationship between the mentor and mentee.
Am I obligated to accept a match?
No one is obligated to accept a match in a mentoring program. The match determinants include similarity, compatibility, mutuality, and proximity. Thus, the match determinants evaluate the participants.
The fourth phase describes the overall mentoring process. The mentee updates the mentor with the learning outcomes.
The relationship between the mentor and the mentee defines the mentoring process. Thus, we can be summarized the keys for an effective mentoring process into four categories.
- Trust: An effective mentoring process is determined by the communication pattern.
- Responsibility: The role of the mentor must be identified. The role of the mentee in the mentoring program must be identified. The mentor must list the order of events during the learning process.
- Create long and short-term plan: The learning process must be defined by short and long-term goals. For example, the weakness of the mentee will be treated as a short-term goal while the overall mentoring objectives will be a long-term plan.
- Collaborate: The collaborative effort of the mentor and mentee defines the success of the program. For example, the mentor and mentee must collaborate to solve, plan, and discuss the mentoring process. Other tips for a successful mentor and mentee relationship includes open communication, support, expectations, contact, honesty, participation, innovation, creativity, reliable and consistent.
What happens during a mentor-mentee meeting?
During a mentor-mentee meeting, the mentor creates counsel schedules and objectives.
Other activities of the mentor during the meeting include storytelling, discuss, counselling sessions and mentee’s growth. The activities of the mentee include creating agendas, organise the meeting, and summarize the mentoring goals.
How do you match mentors with the mentee?
The matching process should be guided by six considerations.
- Guardian/parental approval.
- Common interest.
- Expectations of the participant.
- Family backgrounds of the participants.
- Life expectations and preferences of the participants.
- Strength and weakness of the participants.
How often do the mentor and mentee meet?
The participants will determine the meeting schedule. However, the mentor and mentee must meet within the first three weeks of the program.
Additional follow-up will be required within the next three months. The meeting sessions may continue for a year, depending on the mentoring agreement.
What is the job description of operation manager?
The operations manager aligns the goals of the organisation with the available resources (Slack, Johnston & Chambers 2007). Thus, operation managers must understand the firm’s objectives, create an operational strategy, design the operational process, and improve the performance of the organisation.
What is the job description of the Training Evaluation Manager?
A training evaluation manager creates, develops, execute, and evaluate operation strategies (Filstad 2004). The personal requirements of an evaluation manager include initiative, maturity, learning, and research knowledge, communication, and organizational skills. The training and evaluation manager conducts research survey and analyses. The manager develops training modules based on the organizational strategy. An effective evaluation strategy is determined by a proper training session. The evaluation manager provides training materials for new employees.