Description
Mentoring involves a trusting, but clearly bounded, relationship entered
in to by an experienced mentor and mentee who can benefit in terms of
personal or career growth. Effective mentoring relationships involve clear
definition of the purpose and goals of the mentee who is willing to
challenge themselves in an area of performance that will improve future
benefits. Mentors use strategies that facilitate learning, decision making,
and metacognition in real-time contexts. The mentor-mentee relationship adds
meaning and value to both parties in terms of immediate goal attainment and
insights about performance skills as well as growth processes.
Relevance
Any person concerned about personal or professional
growth faces the challenge of articulating a substantive direction of area
of change that currently is incompletely understood. By virtue of
their experience, mentors can play this role as well as modeling exemplary
performance for observation and insight development. Both parties benefit
from a relationship that is trusting, confidential, and based on mutual
respect.
Methodology
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1) Explore the mentees' representation/mindset 2) Enable the mentee to refine their representation or respond to an
elevated challenge
3) Infuse new information for the mentee to incorporate in to their
representation and to use in improving performance related to a challenge
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Resources
Files from Aug 2003 workshop
Steve Z's Mentoring Handbook
From the Faculty Guide Book
 | Overview of mentoring |
| Annotated bibliography of mentoring |
References (External publications)
Greenleaf, R. (2002) Servant Leadership: A Journey into the Nature of
Legitimate Power and Greatness, Mahwah, NJ: Paulist Press
Ambrose, L. (1998) A Mentor's Companion, Chicago: Perrone-Ambrose
Daloz, L.A. (1999) Mentor: Guiding the Journey of Adult Learners, San
Francisco: Jossey-Bass
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