Every company is unique, and so are its mentoring needs. Allow professionals with decades of experience, innovative e-mentoring software, and endless compassion and understanding to guide you in making the best choice.
At Management Mentors, we are those professionals. For over 25 years, we’ve been helping organizations implement successful corporate mentoring programs.
Contact us today to discuss your company's corporate mentoring needs. There's no obligation, nothing to lose. We look forward to hearing from you.
The Mentor / Mentee Relationship: How to Get the Best From Each OtherEmilyBennington
Emily Bennington successfully turned her very first boss into her mentor and, later, her coauthor. This webinar explores what both parties must contribute to build a mutually-rewarding experience.
Mentoring has been widely recognized by top firms as an extremely beneficial career development tool, affecting employees’ success, job satisfaction and turnover rate. Mentoring PowerPoint Presentation Content slides include topics such as: 8 steps of mentoring, 29 points on emotional intelligence, 5 slides on organization’s gains, 6 mentor gains, 5 protégé’s gains and responsibilities, different ways of mentoring, qualifications for a mentor, general rules and guidelines, identifying candidates for protégé, and life cycle of mentoring relationship, increasing the pool of talented people, reducing recruiting and training costs, how to's and much more.
How to Create a Mentoring Program That Works | Webinar 08.18.15BizLibrary
Mentoring can help you address key business issues like succession planning, manager and supervisor development, rapid growth, attracting and retaining top talent, training reinforcement and diversity. In this webinar we’ll discuss how mentoring will help you overcome key business challenges and provide 7 key steps to create a program that will actually work and improve organizational productivity and performance.
www.bizlibrary.com
The Mentor / Mentee Relationship: How to Get the Best From Each OtherEmilyBennington
Emily Bennington successfully turned her very first boss into her mentor and, later, her coauthor. This webinar explores what both parties must contribute to build a mutually-rewarding experience.
Mentoring has been widely recognized by top firms as an extremely beneficial career development tool, affecting employees’ success, job satisfaction and turnover rate. Mentoring PowerPoint Presentation Content slides include topics such as: 8 steps of mentoring, 29 points on emotional intelligence, 5 slides on organization’s gains, 6 mentor gains, 5 protégé’s gains and responsibilities, different ways of mentoring, qualifications for a mentor, general rules and guidelines, identifying candidates for protégé, and life cycle of mentoring relationship, increasing the pool of talented people, reducing recruiting and training costs, how to's and much more.
How to Create a Mentoring Program That Works | Webinar 08.18.15BizLibrary
Mentoring can help you address key business issues like succession planning, manager and supervisor development, rapid growth, attracting and retaining top talent, training reinforcement and diversity. In this webinar we’ll discuss how mentoring will help you overcome key business challenges and provide 7 key steps to create a program that will actually work and improve organizational productivity and performance.
www.bizlibrary.com
Mentoring PowerPoint PPT Content Modern SampleAndrew Schwartz
144 slides include: 8 steps of mentoring, 29 points on emotional intelligence, slides on organization’s gains, what the mentor gains, what the protégé’s gains with responsibilities, different ways of mentoring, qualifications for a mentor, general rules and guidelines, identifying candidates for protégé, the life cycle of a mentoring relationship, increasing the pool of talented people, reducing recruiting, training costs, how to's and more.
Mentoring has an invaluable role to play in developing leaders in your organisation. This Slideshare outlines some tools and techniques to make mentoring relationships more effective.
To find out more about how you can use mentoring as part of your Talent Development Strategy, download your FREE Talent Development Audit at www.antoinetteoglethorpe.com/talent-development-audit
The Audit will help you assess how effective your talent development strategy. Learn how to increase your competitive advantage; engage, retain and develop your best people; and save serious amounts of time and money.
Download your FREE Talent development Audit at http://www.antoinetteoglethorpe.com/talent-development-audit/
This complete deck is oriented to make sure you do not lag in your presentations. Our creatively crafted slides come with apt research and planning. This exclusive deck with eighteen slides is here to help you to strategize, plan, analyse, or segment the topic with clear understanding and apprehension. Utilize ready to use presentation slides on Corporate Mentoring PowerPoint Presentation Slides with all sorts of editable templates, charts and graphs, overviews, analysis templates. It is usable for marking important decisions and covering critical issues. Display and present all possible kinds of underlying nuances, progress factors for an all inclusive presentation for the teams. This presentation deck can be used by all professionals, managers, individuals, internal external teams involved in any company organization. http://bit.ly/2uq7Gop
Presented at ACPA 2009, Washington DC.
Abstract: According to John Crosby, “mentoring is a brain to pick, an ear to listen and a push in the right direction.” Designed for mentors and mentees alike, this session will use storytelling, presentation, group discussion, and reflection to help participants create and refine a purposeful mentoring relationship in support of both the mentor’s and mentee’s professional development.
Mentoring programs have become mainstream. About 70% of Fortune 500 companies have one. A Harvard Business Review study of 30 professional firms found that, in a hypercompetitive world, it is easy for mentoring programs to become stale and bureaucratic. Mentoring can have positive impacts in terms of job satisfaction, organisational commitment, and even career progression. In this presentation, I explain how mentoring mentoring influences both career progression and salary. Of course many of these findings depend on the specific type of mentoring and institution, but positive effects are clear. Kindly contact me (WA: +233550157572 ) if need support to design a mentoring initiative in your workplace.
SuperStar Coaching: How to Create a High Performing TeamRick Conlow
Research shows that excellent coaching can improve employee productivity 88%. Too many managers say, "I don't have time to coach." This is an excuse. Most don't know how to do it well or focus only on poor performers. Elite performers in the Olympics for example, have coaches. Coaching is for everyone. Most people think they are performing better than they are. Most can perform significantly better than their current results. Learn a five step coaching model, why coaching works, qualities of effective coaches and more. Watch your leadership effectiveness soar.
“If people in an organization are good at replicating what they already do well, what happens when the environment changes and what is needed begins to change?"
Presentation, created for a Taylor University MBA corporate site client, discusses the key differences between coaching and mentoring and when to use each.
Mentoring PowerPoint PPT Content Modern SampleAndrew Schwartz
144 slides include: 8 steps of mentoring, 29 points on emotional intelligence, slides on organization’s gains, what the mentor gains, what the protégé’s gains with responsibilities, different ways of mentoring, qualifications for a mentor, general rules and guidelines, identifying candidates for protégé, the life cycle of a mentoring relationship, increasing the pool of talented people, reducing recruiting, training costs, how to's and more.
Mentoring has an invaluable role to play in developing leaders in your organisation. This Slideshare outlines some tools and techniques to make mentoring relationships more effective.
To find out more about how you can use mentoring as part of your Talent Development Strategy, download your FREE Talent Development Audit at www.antoinetteoglethorpe.com/talent-development-audit
The Audit will help you assess how effective your talent development strategy. Learn how to increase your competitive advantage; engage, retain and develop your best people; and save serious amounts of time and money.
Download your FREE Talent development Audit at http://www.antoinetteoglethorpe.com/talent-development-audit/
This complete deck is oriented to make sure you do not lag in your presentations. Our creatively crafted slides come with apt research and planning. This exclusive deck with eighteen slides is here to help you to strategize, plan, analyse, or segment the topic with clear understanding and apprehension. Utilize ready to use presentation slides on Corporate Mentoring PowerPoint Presentation Slides with all sorts of editable templates, charts and graphs, overviews, analysis templates. It is usable for marking important decisions and covering critical issues. Display and present all possible kinds of underlying nuances, progress factors for an all inclusive presentation for the teams. This presentation deck can be used by all professionals, managers, individuals, internal external teams involved in any company organization. http://bit.ly/2uq7Gop
Presented at ACPA 2009, Washington DC.
Abstract: According to John Crosby, “mentoring is a brain to pick, an ear to listen and a push in the right direction.” Designed for mentors and mentees alike, this session will use storytelling, presentation, group discussion, and reflection to help participants create and refine a purposeful mentoring relationship in support of both the mentor’s and mentee’s professional development.
Mentoring programs have become mainstream. About 70% of Fortune 500 companies have one. A Harvard Business Review study of 30 professional firms found that, in a hypercompetitive world, it is easy for mentoring programs to become stale and bureaucratic. Mentoring can have positive impacts in terms of job satisfaction, organisational commitment, and even career progression. In this presentation, I explain how mentoring mentoring influences both career progression and salary. Of course many of these findings depend on the specific type of mentoring and institution, but positive effects are clear. Kindly contact me (WA: +233550157572 ) if need support to design a mentoring initiative in your workplace.
SuperStar Coaching: How to Create a High Performing TeamRick Conlow
Research shows that excellent coaching can improve employee productivity 88%. Too many managers say, "I don't have time to coach." This is an excuse. Most don't know how to do it well or focus only on poor performers. Elite performers in the Olympics for example, have coaches. Coaching is for everyone. Most people think they are performing better than they are. Most can perform significantly better than their current results. Learn a five step coaching model, why coaching works, qualities of effective coaches and more. Watch your leadership effectiveness soar.
“If people in an organization are good at replicating what they already do well, what happens when the environment changes and what is needed begins to change?"
Presentation, created for a Taylor University MBA corporate site client, discusses the key differences between coaching and mentoring and when to use each.
5 Types of Modern Mentoring That Can Benefit Your OrganizationKatie Mouton
Modern mentoring goes beyond the traditional one-to-one mentoring model that has been adapted through the years. Traditional mentoring is still popular, but with the increasing number of millennials joining the workforce, organizations are beginning to include more contemporary forms of mentoring. These programs embrace a new approach where everyone is considered equal, rather than senior or junior, and the mentoring environments are more casual or even virtual.
In this webinar, we discussed 5 modern mentoring concepts that can facilitate learning within your organization that is more agile and allows for a larger possibility of knowledge sharing.
Flash Mentoring – How does it work?
Virtual Mentoring – What are the pros and cons?
Group Mentoring – Advantages and Disadvantages.
Reverse Mentoring- How to make this relationship successful.
Speed Mentoring- How is it beneficial?
Useful documents related to the webinar „Mentoring Researchers” (19th June 2019).
Author: Isabelle Halleux and Brigitte Ernst from the University of Liege
A framework to help foster great conversations between Product Managers and Product Leaders, and nurture self-reflection on what great product management looks like.
By Afonso Franco
Katrice Bottoms
Grand Canyon University- LDR- 612
2/21/2018
Self-Reflection Log
During your coaching and mentoring experience, you are required to complete a self-reflection log of your experiences and obstacles. This log will be a helpful component to evaluating and modifying the overall coaching/mentoring experience. Please respond to each response with a minimum of 100 words.
Topic 1:
1. Describe how you will use your personal qualities to contribute to your coaching or mentoring abilities. Some of my personal qualities I will contribute to coaching or mentoring my mentee are communication, approachability, compassion, fairness, ability to listen. These qualities will help me and my mentee establish a relationship where my mentee will be able to approach me with any situation or problem she might have knowing I will not judge her but assist her in any way I can in helping her achieve her goals. The desire to succeed can be overwhelming for a senior in high school; dealing with peer pressure; and the feeling of leaving to go off to college.
2. How do these qualities serve as a value to your mentee? These qualities will serve as a value to my mentee as she progress through her senior year and hopefully she will see my qualities and adapt them as her own and utilize them throughout her life. As I communicate with my mentee I will be clear of the things that was taught to me from my mentor. I will make my mentee feel comfortable approaching me for advice and consultation. I want my mentee to feel comfortable approaching me with any situation, being open with your mentor brings value to your mentee mentor relationship.
3. How do you establish trust with your family? With your friends? With your coworkers? Is this an important factor to establish in the mentor/mentee relationship? Trust is a funny word it takes a lot for me to trust my family, associates, and co-workers. I work with a certain level of trust in each situation, with my family you need to be loyal to me in order for me to trust you, I do not have any friends, I have associates to establish trust with me through this bunch it is not reachable. With my co –workers trust is gained through me in an ethical way at work. For example, if a co-worker sees another co-worker violating a safety rule and do not report it, to me I cannot trust that co-worker.
Topic 2:
1. What personal qualities do you prefer in those individuals you seek to coach or mentor? Are there different qualities more suitable for coaching than mentoring or the vice-versa?
The personal qualities I prefer in my mentee is commitment my mentee needs to be a full partner in the mentoring or coaching process; flexibility in a mentee and mentor relationship it takes time to develop so there needs to be two way communication, I will need my mentee to listen and consider new options; openness I will need my mentee to know he/she can discuss their needs and objectives. My mentee will also need to list ...
This program teaches managers how to convert their conversation into coaching conversation. Imbed it in their day to day conversation with teams to ensure high performance, ownership and engagement amongst the team.
This program focuses on What, Why and How of Coaching. Easy to learn, understand and apply.
During the Covid-19 pandemia leadership and self-leadership has been tested. Here are som advice and findings on what works when leading from remote, during a crisis and also during more normal times
Practice Paper: Addressing FAQs About MentoringAnnie Lo
This practice paper was prepared by Mr. Stanley Chak to share his insights on mentoring. Mr. Chak holds an MBA (Henley Management College) and an MS in E-Commerce Management (The Hong Kong University of Science & Technology).
I HAVE ADDED ALL THE BACKGROUND DATA AND EXPECTATIONS. The 2 pape.docxsheronlewthwaite
I HAVE ADDED ALL THE BACKGROUND DATA AND EXPECTATIONS. The 2 papers due are listed at the bottom as case 1, and SLP 1
BACKGROUND ON ME WILL BE GIVEN UPON BID ACCEPTANCE. Thanks
LED514 Mentoring and Developing
Course Overview
Four key areas where leaders are expected to perform are in the areas of strategy, engagement, coaching, and execution.
Strategize
Understand the “business” of the organization.
Envision the future.
Develop a strategy.
Develop
Provide Coaching.
Ensure succession.
Maximize potential.
Engage
Instill commitment.
Build relationships.
Inspire teamwork.
Execute
Build plans.
Solve problems.
Drive results.
Source: Developing coaching skills for leaders. (2011, November 22). BPI Group. YouTube. Retrieved from http://www.youtube.com/watch?v=RDPW1wP6S1U
Internationally renowned author and psychologist Daniel Goleman’s work shows that coaching is the most underutilized of the management skills required to be a successful leader. Yet leaders are expected to develop talent in their organizations – and arguably the most successful way to do this is through coaching and mentoring.
This course targets students who want to develop themselves as leader-mentors who coach (as opposed to those wanting to build skills as professional coaches). Students in the course will be exposed to an experiential leadership process through which they will transform theory into action.
The instructor will act as a mentor/coach and will help the students learn the stages of coaching; how to plan, conduct, and evaluate a coaching session; and prepare a personal professional development plan. The focus of the course is to support and enrich the student’s efforts to improve personal leadership skills in mentoring and coaching.
Learning Outcomes
Upon successful completion of this course, the student will be able to satisfy the following outcomes:
•Module 1 ◦Evaluate the benefits of coaching and examine the basic skills required for successful coaching.
Course Materials/Bibliography
Module 1
Garr, S.S. (2011) High-impact performance management: Maximizing performance coaching. Retrieved from http://marketing.bersin.com/rs/bersin/images/111511_ES_HIPM-Practices1_SSG_Final.pdf
Be a Better Coach, Video, Available in the Trident Online Library
Romero, D. B. (2009). The Business of listening: Become a more effective listener. Rochester, N.Y: Axzo Press.
Ohlin, B. (21 July 2016). Active listening: The art of empathetic conversation. Positive Psychology Program. Retrieved from https://positivepsychologyprogram.com/active-listening/
Scivicque, C. (2012) How to create SMART goals. Retrieved from https://www.youtube.com/watch?v=0U9dZXlU7YI
Cardon, A. (2008). Coaching questions and powerful questions. Metasysteme Coaching. Retrieved from http://www.metasysteme-coaching.eu/pdfexport.php?nid=774
Module 1 - Home
The Principles of Coaching
Modular Learning Outcomes
Upon successful completion of this module, the student will be able to satisfy the following ...
The objective of Supervisor/Manager Training is to develop professional skills in all levels of employees that will help to assure the future success of both the participants and their organizations.
The workplace is witnessing more changes than ever before. These changes are influencing more people to question the future direction and economic stability of organizations. People need to adjust to these changes and find comfort in their future by becoming proactive. We can identify the most significant change as competitive intensity.
John P. Kotter, in his book The Leadership Factor 1988, says:
“...More and more, the need for leadership doesn’t stop at the executive level either. Corporations are finding that even lower-level managerial, professional, and technical employees sometimes need to play a leadership role in their arena”.
We offer a customized approach to promote professional development and provide participants with a unique and transformational learning experience. We will offer: modular format of half and one-day programs, lecture series, webinars, and work with clients to customize high-impact learning experiences to meet specific organizational objectives. During the modular training all participants are asked to complete an accompanying assessment and action plan. Following is an outline of ten different workshops from which to choose your customized learning approach for your organization.
Whether the participants are experienced people who want to expand professional skills or inexperienced just learning the skills, we will offer programs to suit their diverse needs.
The Team Member and Guest Experience - Lead and Take Care of your restaurant team. They are the people closest to and delivering Hospitality to your paying Guests!
Make the call, and we can assist you.
408-784-7371
Foodservice Consulting + Design
Oprah Winfrey: A Leader in Media, Philanthropy, and Empowerment | CIO Women M...CIOWomenMagazine
This person is none other than Oprah Winfrey, a highly influential figure whose impact extends beyond television. This article will delve into the remarkable life and lasting legacy of Oprah. Her story serves as a reminder of the importance of perseverance, compassion, and firm determination.
Artificial intelligence (AI) offers new opportunities to radically reinvent the way we do business. This study explores how CEOs and top decision makers around the world are responding to the transformative potential of AI.
Modern Database Management 12th Global Edition by Hoffer solution manual.docxssuserf63bd7
https://qidiantiku.com/solution-manual-for-modern-database-management-12th-global-edition-by-hoffer.shtml
name:Solution manual for Modern Database Management 12th Global Edition by Hoffer
Edition:12th Global Edition
author:by Hoffer
ISBN:ISBN 10: 0133544613 / ISBN 13: 9780133544619
type:solution manual
format:word/zip
All chapter include
Focusing on what leading database practitioners say are the most important aspects to database development, Modern Database Management presents sound pedagogy, and topics that are critical for the practical success of database professionals. The 12th Edition further facilitates learning with illustrations that clarify important concepts and new media resources that make some of the more challenging material more engaging. Also included are general updates and expanded material in the areas undergoing rapid change due to improved managerial practices, database design tools and methodologies, and database technology.
4. Every mentoring program should
have a strategic purpose.
Image Credit: flickr.com/photos/evoo73/
1
5. Every mentoring program should
have a strategic purpose.
This provides the mentors and mentorees
a foundation upon which they can
build their relationships.
1
6. Every mentoring program should
have a strategic purpose.
This provides the mentors and mentorees
a foundation upon which they can
build their relationships.
For example, if the purpose of your
program is to support leadership initiatives,
your mentors and mentorees will know that
this subject should be a main topic of
discussion throughout their nine to twelve
months together.
1
7. Every mentoring program should
have a strategic purpose.
This provides the mentors and mentorees
a foundation upon which they can
build their relationships.
For example, if the purpose of your
program is to support leadership initiatives,
your mentors and mentorees will know that
this subject should be a main topic of
discussion throughout their nine to twelve
months together.
No it doesn’t need to be the only topic.
Of course, other topics will evolve
naturally from this one.
1
9. The mentoring program manager
(MPM) plays a critical role.
2
10. The mentoring program manager
(MPM) plays a critical role.
The MPM helps design &
implement the program, including
the all important process of
matching mentors and mentorees.
2
11. The mentoring program manager
(MPM) plays a critical role.
The MPM helps design &
implement the program, including
the all important process of
matching mentors and mentorees.
The MPM also monitors the pairs
and provides them with support.
2
12. The mentoring program manager
(MPM) plays a critical role.
The MPM helps design &
implement the program, including
the all important process of
matching mentors and mentorees.
The MPM also monitors the pairs
and provides them with support.
Finally, the MPM supports the
program’s strategic purpose and
reports the program’s results to
upper management.
2
15. 3
In professional mentoring, the
manager is never the mentor.
Instead, a mentor is selected based
on specific skills and competencies
that the mentoree needs and
wants to develop.
16. 3
In professional mentoring, the
manager is never the mentor.
Instead, a mentor is selected based
on specific skills and competencies
that the mentoree needs and
wants to develop.
Mentoring crosses management
boundaries, departments, and
organizational levels.
18. Coaching and mentoring are not
the same.
Click here to download a free
white paper on the differences
between coaching and
mentoring!
4
19. Coaching and mentoring are not
the same.
A mentor may coach, but a coach
does not mentor.
4
Click here to download a free
white paper on the differences
between coaching and
mentoring!
20. Coaching and mentoring are not
the same.
A mentor may coach, but a coach
does not mentor.
Understanding the definition of
mentoring is crucial.
4
Click here to download a free
white paper on the differences
between coaching and
mentoring!
21. Coaching and mentoring are not
the same.
A mentor may coach, but a coach
does not mentor.
Understanding the definition of
mentoring is crucial.
Mentoring is “relational,” while
coaching is “functional.”
4
Click here to download a free
white paper on the differences
between coaching and
mentoring!
23. It’s easy to think there’s not much to mentoring.
Image Credit: flickr.com/photos/benoit-dufait/
5
24. It’s easy to think there’s not much to mentoring.
After all, it’s just two people getting together to
discuss stuff, right?
5
25. It’s easy to think there’s not much to mentoring.
After all, it’s just two people getting together to
discuss stuff, right?
WRONG.
5
26. It’s easy to think there’s not much to mentoring.
After all, it’s just two people getting together to
discuss stuff, right?
WRONG.
It’s easy for mentorees and especially mentors to
think they don’t need any guidance as they head
into a mentoring program, but that couldn’t be
further from the truth.
5
27. It’s easy to think there’s not much to mentoring.
After all, it’s just two people getting together to
discuss stuff, right?
WRONG.
It’s easy for mentorees and especially mentors to
think they don’t need any guidance as they head
into a mentoring program, but that couldn’t be
further from the truth.
Your program should offer some sort training and
guidelines to new mentors and mentorees who are
about to enter a mentoring relationship.
5
Click here to learn more about
mentoring training and
e-learning!
29. Mentoring is a developmental
relationship, one where feelings
thoughts, & emotions come into play.
Image Credit: flickr.com/photos/paperpariah/
6
30. Mentoring is a developmental
relationship, one where feelings
thoughts, & emotions come into play.
In order for honest discussions to take
place, both the mentor and mentoree
must feel safe—safe with one another
and safe in the overall environment.
6
31. Mentoring is a developmental
relationship, one where feelings
thoughts, & emotions come into play.
In order for honest discussions to take
place, both the mentor and mentoree
must feel safe—safe with one another
and safe in the overall environment.
The MPM should encourage the mentor
and mentoree to jointly create an
environment whereby both can share
the “real” issues and the “real”
obstacles they have or are
encountering.
6
32. Mentoring is a developmental
relationship, one where feelings
thoughts, & emotions come into play.
In order for honest discussions to take
place, both the mentor and mentoree
must feel safe—safe with one another
and safe in the overall environment.
The MPM should encourage the mentor
and mentoree to jointly create an
environment whereby both can share
the “real” issues and the “real”
obstacles they have or are
encountering.
When mentors and mentorees feel safe
and trust one another to share these
sorts of thoughts and experiences, true
transformation can take place—for
both of them.
6
34. You can easily create your own library of mentoring resources and share it with
mentors and mentorees as they enter the program.
7
Click here for FREE
mentoring resources
to get your library
started!
35. You can easily create your own library of mentoring resources and share it with
mentors and mentorees as they enter the program.
In addition, we recommend that the MPM send out regular communication to
mentors and mentorees (once a month, ideally) highlighting a specific, relevant
resource.
7
Click here for FREE
mentoring resources
to get your library
started!
36. You can easily create your own library of mentoring resources and share it with
mentors and mentorees as they enter the program.
In addition, we recommend that the MPM send out regular communication to
mentors and mentorees (once a month, ideally) highlighting a specific, relevant
resource.
For example, during the first month, the MPM might send an article on three easy
communication tips, since the mentors and mentorees will be getting to know one
another.
7
Click here for FREE
mentoring resources
to get your library
started!
37. You can easily create your own library of mentoring resources and share it with
mentors and mentorees as they enter the program.
In addition, we recommend that the MPM send out regular communication to
mentors and mentorees (once a month, ideally) highlighting a specific, relevant
resource.
For example, during the first month, the MPM might send an article on three easy
communication tips, since the mentors and mentorees will be getting to know one
another.
During the halfway point, the MPM might send out a mentoring program success
story as motivation to keep going.
7
Click here for FREE
mentoring resources
to get your library
started!
39. At the end of each mentoring
program, an evaluation should be
made with a focus on what worked,
what didn’t, and why.
8
40. At the end of each mentoring
program, an evaluation should be
made with a focus on what worked,
what didn’t, and why.
You can then make adjustments
accordingly before your next program
begins.
8
41. At the end of each mentoring
program, an evaluation should be
made with a focus on what worked,
what didn’t, and why.
You can then make adjustments
accordingly before your next program
begins.
The mentoring program manager will
likely be the one performing the
evaluation, but it’s always a good idea
to bring in an objective 3rd party at some
point so you can gain fresh perspectives.
8
42. At the end of each mentoring
program, an evaluation should be
made with a focus on what worked,
what didn’t, and why.
You can then make adjustments
accordingly before your next program
begins.
The mentoring program manager will
likely be the one performing the
evaluation, but it’s always a good idea
to bring in an objective 3rd party at some
point so you can gain fresh perspectives.
A seasoned mentoring consultant can fairly
evaluate your program and offer practical
suggestions for improvement.
8
44. Your mentoring program needs to evolve along with your organization and the
world at large.
9
45. Your mentoring program needs to evolve along with your organization and the
world at large.
Technology can play a huge role in business mentoring thanks to email, smart phones, and video
conferencing.
9
46. Your mentoring program needs to evolve along with your organization and the
world at large.
Technology can play a huge role in business mentoring thanks to email, smart phones, and video
conferencing.
Be open to experimentation, especially if it’s at the request of your mentors and mentorees.
9
47. Your mentoring program needs to evolve along with your organization and the
world at large.
Technology can play a huge role in business mentoring thanks to email, smart phones, and video
conferencing.
Be open to experimentation, especially if it’s at the request of your mentors and mentorees.
Be open to new tools, new ideas, and new ways to make your program even better such as
e-mentoring software, which can provide a streamlined approaching to to filling out forms, keeping
track of time, and providing updates to the MPM.
9
Click here for more
information about e-
mentoring software.
48. Your mentoring program needs to evolve along with your organization and the
world at large.
Technology can play a huge role in business mentoring thanks to email, smart phones, and video
conferencing.
Be open to experimentation, especially if it’s at the request of your mentors and mentorees.
Be open to new tools, new ideas, and new ways to make your program even better such as
e-mentoring software, which can provide a streamlined approaching to to filling out forms, keeping
track of time, and providing updates to the MPM.
Technology should never replace the one-to-one face time that’s critical to mentoring, but it can
certainly support your overall program.
9
Click here for more
information about e-
mentoring software.
49. We’ve been helping organizations
worldwide implement successful
corporate mentoring programs for over
25 years. Decades of experience;
innovative e-mentoring software.
P.O. Box 67291
Chestnut Hill, MA 02167
617-789-4622
Email
CONNECT WITH US
Blog
Twitter
LinkedIn
Facebook
Google +