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Link Overview:
Contents
Preface
The Professions...
Introduction
Ethics...
What the...
mentoring program is, what is is not...
Benefits
of a
Mentor/Protege Relationship...
The Mentoring
Relationship...
Terms
and Definitions...
Mentoring Styles
Attributes,
Skills
and Functions of an Effective Mentor...
Attributes
of a
Receptive Protege...
The
Mentoring
Contract...
Important
Issues
Appendices
A.
Source
B.
Activities
C.
The Mentoring Contract
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Mentoring
Introduction
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Mentoring
has a long and reputable history. Through time, mentoring has included
trade and craft guilds, apprenticeship systems, and similar learning
styles. In the late twentieth century, mentoring has returned to popularity
under a variety of names and styles, again mainly as a method by which
a less experienced individual can learn from a more experienced one.
It has embraced a number of innovations, one of them being facilitated
mentoring, wherein an organization, usually the employer, establishes
a specific methodology and expectations and places individuals into
relationships. The aims of 'modern' style mentoring include:
- assisting
new graduates with the transition from school to professional practice,
- orienting
protégés to corporate culture and organizational norms,
- introducing
professional expectations,
- assisting
with three non-technical areas of the member-in-training program:
communication skills, management skills, and understanding the societal
impact of practicing the professions,
- energizing
senior members of the Association with the challenge of assisting
members-in-training,
- managing
succession in industry, technical and professional societies, § retaining
members, especially during down-turns in industry,
- promoting
the profession and the aims of the Association to members-in-training
and non-member protégés,
- assisting
members-in-training achieve professional status,
- assisting
less advantaged members-in-training and younger professionals,
- providing
career guidance from a impartial, but non-threatening advisor,
- increasing
the level of expertise of both the mentor and protégé, increasing
awareness of activities and duties at different levels of organization(s).
Mentoring
is an effective training tool for enhancing the performance of APEGGA
members-in-training as they progress through the initial stages of their
careers. In today's workplace, two general types of mentoring relationships
are generally recognized - informal and facilitated. The APEGGA Mentoring
Program is a hybrid of these two mentoring styles. In general, mentor/protégé
relationships will receive some initial facilitation through APEGGA-sponsored
workshops and written support material. The mentor and protégé are then
responsible for establishing goals and timelines for their individual
mentoring relationships, working towards them, and evaluating their
efforts.
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