Resources for Mentors
INDEX:
General Information & Advice for Mentors
> Formal or Informal Mentoring?
> Alternative Formal Mentoring: Variations on an Old Theme
> Full or Part Time Mentoring?
> A Glossary of Mentoring Terms
> The Mentor's Role as a "Bridge" to Support Implementation of the Protege's Learning from Training
> The Essential Mentoring Strategy
> Taking the Long View of Yourself as a Mentor
Mentoring for Whom? -About the Protege
> The Process of Finding a Protege
> The Developmental Mentoring Continuum - Mentoring for Everyone?
> Mentoring of Adults Versus Mentoring of Youth
> Differing Levels of Protege Experience (Mentoring For Whom?)
> The Research of Berlinger - The Novice to Expert Transition Process
> The Research on & Researching Beginning Employee Needs
> The Research of Veenman on Novice Employee Needs
> The Research of Odell on Novice Employee Needs
> The Developmental Changes Proteges Experience & Implications for Mentors
Roles & Tasks of Effective Mentors
> LINKS - Characteristics of Effective Mentors
> Characteristics of Effective Mentors
> What's the Difference Between a Role and a Task?
> Tasks of Effective Mentors: A Self-Assessment
> Critical Distinctions - Mentoring, Coaching, and Mentoring & Evaluation
> The General and the Specific Agendas For Mentoring
> Mentors as Change Agents & Facilitators of Professional Growth
> The Link Between Mentoring & Other Protege Support Programs - "The Bridge"
> Becoming the Ideal Mentor - Preparation for All the Proteges You Might Have Over Time
> The Ultimate Goal of Assessment - Learning for You & Your Protege
> Using a Mentoring Time & Activity Log
> When Should We Use a Mentoring Check List?
What Mentors Do To Support Protege Implementation of Learning
> Mentoring as a "Bridge" to Support Implementation - The basic concepts
> Mentor Follow Up Support For Protege Orientation
> Mentor Follow Up Support After Protege Trainings
> Mentor Follow Up Support For Protege Observations of Experts at Work
> Mentor Follow Up Support For Protege Peer Support Activities
> Mentor Follow Up Support For Protege Professional Growth Goals & Plans
The Mentoring Styles & Process
> Introduction to Mentoring Styles
> What Are the Four Mentoring Styles?
> The Developmental Nature of the Mentoring Process
> The Essential Conditions for Professional Growth
> A Working Model of the Mentoring Process
> How the Mentoring Process Aligns with the Mentoring Styles
> Why TELLING is Often NOT an Effective Mentoring Strategy
> When It's OK to Give Advice & When It's NOT
> How Mentors Facilitate Protege Professional Growth
Building the Mentor-Protege Relationship
> CRITICAL ATTRIBUTES OF THE MENTOR-PROTEGE RELATIONSHIP
> Building a More Effective Mentor-Protege Relationship - Comparing Protege & Mentor Views
> Key Elements in Trust Building
> How to Succeed When Taking a Risk for the Sake of Learning
> How Mentors Can Increase the Engagement of Mentees NEW
Effective Mentoring Communications
> Pronoun Power - A Strategy for Clarifying Problem Ownership
> Guidelines for Giving Feed Back
> Four Strategies for Giving Positive Feed Back
Relationships Between Mentors & Non Participants
> The Manager's Support of the Protege
> Returning Positive Responses to Negative Comments
> Rules of Thumb for Creating Success in Difficult Situations
> Honor and Reinforce Informal Mentoring Too
> Selling Decision Makers the Benefits of & the Need For a Mentoring Program
> Example- CEO Communications on the Value of Mentoring
> Managers & Mentor-Protege Confidentiality
> Keeping Supervisors "In the Loop" on Mentoring
> What Managers Should Know About the Later Phases of Mentoring
> How Managers Can Support Mentors
> How Managers Can Support Proteges
> Mentors Support for Managers' Agenda
> Example activity- Gaining agreement on roles by mentors & supervisors
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