Importance Of Therapeutic Relationship In Counselling

Importance Of Therapeutic Relationship In Counselling
Throughout recent years, the emphasis placed on the importance of the therapeutic relationship in
counselling, coaching and mentoring has dramatically increased. The therapeutic relationship
between practitioner and client during the treatment is one of trust, due to a reciprocal
understanding, where practitioners and clients must actively work together to make it succeed
(Ackerman and Hilsenroth, 2003). The relationship between the practitioner and client is important
because it is crucial to analysing the client and their objectives, without it, the client may not feel
comfortable enough to discuss themselves in the detail required for the practitioner to understand
their behaviour. If there is a poor relationship from the beginning, then many clients will
prematurely terminate their sessions (Horvath and Luborsky, 1993). Therefore, it is no surprise that
the quality of the therapeutic relationship is a consistent predictor of intervention success (McCabe
and Priebe, 2004), correlating even more highly than specialised therapies (Lambert and Barley,
2001). Overall, without a strong therapeutic relationship, the client may fail to engage in treatment,
as they will unwilling to work with someone they have no rapport with.
Rapport is the result of a good therapeutic relationship in counselling, coaching and mentoring. It
establishes trust (Harkreader, 2000), promotes effective communication, resulting in a better client
evaluation and enhances client success with the expected
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Human Resource Development ( Hrd )
INTRODUCTION
Coaching is a purposeful connection with another human that supports immediate change and
stimulates long term sustainable results (Mann, S., & Smith, S., 2015, p.36) Many organizations are
turning to coaching and mentoring programs to develop talent. These programs connect the value of
internal employee resources to develop others, which saves time, cost, and increases overall
employee satisfaction and productivity. However, it can really help engage individuals and develop
their agility as well as ability to learn: a key indicator of leadership performance and potentials.
Human Resource Development (HRD) has become the main framework for assisting employees in
developing their personal and organizational skills, knowledge, and abilities.
Coaching is important to HRD because its main focus is developing a superior workforce in order
for the organization and its employees to be able to accomplish their goals through the employees.
Companies and organizations who actively try to ensure that their employees are stimulated and
properly developed have a low turnover rate.
REASONS FOR COACHING I chose coaching because every individual has the potential to grow
and develop in the right environment and coaching can be used as a tool to support this
development. In addition, Coaching is a professional partnership between a qualified coach and an
individual or team that supports the achievement of extraordinary results, based on goals set by the
individual or team.

The Pros And Cons Of Mentoring
Introduction
Merriam–Webster defines mentoring as process where a more knowledgeable individual imparts
knowledge and experience to a less experienced individual (Mentoring (n.d). In Merriam–Webster).
Mentoring is an effective way to assist and encourage teachers to direct their own learning so that
they are able to realize their potential, enhance their skills, and become the teacher that they desire
to be (Hudson 2013). There are a few differences that occur between mentoring and coaching.
Firstly coaching is short–term and usually lasts for a brief period of time or for a few sessions
(Stowers & Barker 2010). Mentoring is long term and can span over a longer period of time, usually
for a year (Stowers & Barker 2010). Another difference that occurs when refereeing to mentoring
and coaching is that coaching is driven by performance, and the purpose for this is to improve the
individual's job performance (Clutterbuck 2008). Mentoring is focused on development the reason
for implementing it, is to improve the individual for the current job as well for the future
(Clutterbuck 2008). This paper will examine ... Show more content on Helpwriting.net ...
The lack of time allocated to the mentoring process is an issue of concern. This often may occur
because too much of the time has been spent on other tasks such as paperwork, rather than reflecting
or discussing about the progress, areas of concern or issues that have arisen (Lofthouse & Thomas,
2014). Another issue that often arises is the various roles that the mentor may hold. According to
Lofthouse and Thomas, (2014), the various roles that a mentor has and the expectations of each role
that they are expected to perform in, may affect the amount of mentoring time available to the
mentee. This will often leave the mentee feeling frustrated as they will need to wait, or may not get
the opportunity to discuss issues that may be experiencing (Lofthouse & Thomas,

How Mentoring Is Beneficial For The Workplace As Well As A...
Mentoring is a strategy that is beneficial to increased productivity in the workplace as well as a
fulfilling love for one's career. Mentoring can take place at many levels. It can occur at an education
level or as we enter into prospective careers. Those who miss out on the opportunity to be mentored,
have a lower chance to perform at high levels or receive positions that are more successful. Mentors
and protégé's work on challenging tasks and activities together, in an effort to enhance the skills of
the protégé. The earlier a protégé is taken under the wing of a mentor proves extremely beneficial.
As we have learned white males are the majority opposed to women, ethnic women, and minorities.
The means that the chances of the mentor being a white male is extremely high, whereas the
protégés are likely to be any form of minority. It is often challenging to minorities (especially
women). Although, mentoring relationships are thought to be best between those who have
similarities (educational background, gender, race), it is beneficial for diverse teams to come
together sharing cultural differences, views and mindsets. Diversity actually brings forth a great deal
of benefits for shaping and building the relationships in mentoring teams. The bible shares with us
in the bible that "one generation shall commend your works to another, and shall declare your
mighty acts" (Psalms 145:4, English Standard Version). We are destined to lead others and teach
them the things that will

Evaluation Of Mentoring New Teachers
[Teach Movie]. (May 12, 2014). Mentoring New Teachers. [Video File]. Retrieved from
https://www.youtube.com/watch?v=tVoyzliq7Ro
Oftentimes, new teachers are provided with little to no professional guidance, and because of that,
nearly fifty percent of teachers leave the classroom within the first five years. This turnover rate not
only has an impact on kids, since they lose the person they were connected with, but it also costs the
nation roughly 7.4 billion dollars a year. This video, which focuses on the Hillsborough County
Public School System, in Tampa, Florida, brings to light the importance of mentor teachers for first
and second year teachers. Through the gathering of evidence and classroom observations, these
mentor teachers provide the passion for new teachers and help to unlock their potential. Since the
implementation of the mentor program their retention of new teachers has gone from 72% to 94%.
[PBS Newshour]. (July 4, 2013). Mentorship for New Educators Helps Combat Teacher Burnout.
[Video File]. Retrieved from https://www.youtube.com/watch?v=7P5uSQ9E–NU
First year teachers many times face some of the toughest assignments in the nation's toughest
schools, and since they are left to sink or swim, they tend to be the most vulnerable because they
buckle under the pressure and frustrations they are ill prepared to face once in the classroom. To
confront this issue head on, The New Teacher Center, a non–profit educational organization founded
by Ellen

Case Study : Coaching Initiatives Fail
Summary Coaching is a purposeful connection with another human that supports immediate change
and stimulates long term sustainable results (Mann, S., & Smith, S., 2015, p.36)
Mentoring is a way to make employees feel more fulfilled, engaged and productive in the work
environment (Retrieved from http://search.proquest.com/docview/200636421?accountid=13211).
It is important to note that there is a difference between a coach and mentor and managers and
supervisors who go the extra mile to work with these individuals are the true mentors. Mentoring
focuses more on the future and a broader skill for personal or career development, whereas coaching
focuses more on current problems. Being a mentor is a responsibility that the person choses to ...
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However, by encouraging a learning culture through coaching and mentoring, companies ensure that
employees take an active role in sharing knowledge and best practices throughout their organization.
The collective nature of coaching and mentoring helps develop employees and interpersonal links
between individuals in an organization which increases engagement. Corporate coaching and
mentoring enables both career and leadership development to help employees develop new skills
and feel engaged within the organization. Many organizations are turning to coaching and mentoring
programs to develop talent. These programs connect the value of internal employee resources to
develop others, which saves time, cost and increases overall employee satisfaction and productivity.
However, it can really help engage individuals and develop their ability to learn which is a key
indicator of what leadership performance and potential is.
Human Resource Development (HRD) is the main structure for assisting employees in developing
their personal and professional skills, knowledge, and abilities.
Coaching and mentoring is important to HRD because its main focus is developing a superior
workforce in order for the organization and its employees to be able to accomplish their goals
through the employees. Organizations who actively try to ensure that their employees are motivated
and properly developed have a low turnover rate.
Example
In my previous

Becoming A Mentee
I have been a mentee throughout various phases of my career as well as in school. I have had great
mentors who have been very open and honest about strengths and weaknesses and who have tried to
guide me over the years. It has been a tremendous benefit and something I probably took for granted
until I was asked to participate in a formal mentorship program at work. The mentorship committee
spent a lot of time developing documentation and discussing goals and expectations for both sides
which I found encouraging. The mentees and mentors were given an overview of what to expect and
how to prepare for their meetings with the mentee clearly being told that they had to schedule the
meetings, determine the recurrence and drive the discussion. The mentors were given guidelines on
how to work with the mentees and how to encourage participation.
One of the key items I would identify as fundamental for mentees to be successful is to have them
develop and define a goal. The mentee must know what they expect to gain from the relationship to
be able to measure and determine if it was successful. One of the main points to cover with a mentee
is to ensure they understand that they are guiding their own destiny and the expectation that a
mentor will have all the answers is ... Show more content on Helpwriting.net ...
A community of practice is a group or groups of people who share a concern or passion in what they
do and learn how to do it better as they interact. A good example of micro–level knowledge is the
knowledge required to execute a task on a project. An example of a community of practice can be an
association of specific professionals who meet to discuss challenges, trends in their fields and
collaborate to help each other. Mentors can be viewed as individuals who are sharing their micro–
level knowledge in a community of practice that can be defined by boundaries such as the
workplace or a

Mentoring Programs For A Mentoring Program
In today's volatile business world, it is vital for organizations to engage employees both
intellectually and emotionally. Through mentoring, employees identify themselves as a vital part of
the organization while creating a heightened level of ownership. Mentoring programs are of great
value to any organization. In most cases, these programs are considered essential. By developing
and implementing a mentoring program, the learning process for employees is accelerated. It is said
that mentoring can "can accomplish things that training cannot" (Johnson). Though, developing a
mentoring program is not an easy task, the benefits outweigh the challenges. A mentoring program
will help alleviate high employee turnover and assist in building a pipeline of diverse employees.
The development of a mentoring program begins by deciding on whether it should be a formal or
informal program. On one hand, a formal mentoring program includes 1. Connection to a strategic
business objective of the organization 2. Established goals 3. Measurable outcomes 4. Expert
training and support 4. Direct organizational benefits and 5. Mentoring engagements lasting 9–12
months ("Business mentoring matters", 2012). On the other hand, an informal mentoring program
includes: 1. Unspecified goals 2. Unknown outcomes 3. Self–selection of mentors and mentees 4.
No expert training or support 5. Long–term mentorship and 6. Indirect organizational benefits
("Business mentoring matters", 2012). Therefore, based

The Program Being Implemented Is A Mentoring Program Based...
Class Project The program being implemented is a mentoring program based off of the successful
model of Big Brothers Big Sisters. Using this mentoring approach to rehabilitative ends, allows for
the successful integration of many different key factors that need to change in order for success.
Mentoring has proven to be effective in treating crime and delinquency in multiple crime/offense
types. Add to that as well the promising results in regard to drugs and substance abuse, educational
improvements, and mental health and behavioral health involved with psychological functioning. In
all, this gives credence to a program based on mentoring and using it to treat at–risk youth between
the ages of 6 and 18. Setting up this program requires a community partner in order to implement
the program fully and effectively. It is for this reason I have partnered with the Police Athletic
League. By engaging juveniles in the community, at a vulnerable time in their life, and surrounded
by many great peers, creates the environment needed for this program to move forward. The Police
Athletic League (PAL) is one of the oldest youth programs in the nation, catering to a variety of
different sports. PAL builds relationships between law enforcement and youth within the
community, and is based on the belief, that if tackled early enough, these youth can be aided in
building strong relationships, not only with the community, but with the police serving in it as well.
Studies have shown that if

Sayed's Journey
Sayed's Journey: Overcoming the Past and Looking Forward to the Future
Everyone in their lives has in one point or another, went through some sort of hardship. The real
question is, how did the person overcome this? And how did this hardship allow them to contribute
back to the people? Sayed Khan is an individual who can portray both going through times of
hardship and figuring out a way to overcome it. He says that overcoming it cannot be done
effectively without the support and help from others.
As Sayed recalls of the events that have led him up to where he is now, one can tell they were
something very emotional and heartfelt. "I've been through a lot as a kid, many people can't tell
from the first glance" Sayed says. His father was a workaholic ... Show more content on
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He's a bit anxious to approach this because of his past. But, he still decided to sign up. I asked him
what made him want to apply and he said he knows many youth who are in the same position as he
was once before and wants to help them out. He starts talking about how a few of his old friends
tried their best to put Sayed down in every way possible. They were never supportive of his change
and constantly mocked him of his past. This lead him into depression. They made him question his
decision to become a mentor (Supreme Ordeal). It got him to think that whether the youth would
actually take him seriously or not. At this point, he talks about how he decides to take the spiritual
route. He asks God day after day to get him stronger, mentally. After getting words of
encouragement from other mentors and his parents supporting him throughout this tough time, he
decided to go for it. He said that he finally understood that no one's perfect and that everyone makes
mistakes. It not about looking back at the past, it's how you overcome your problems and move

Are You A Mentor Chapter 1 Summary
Chapter 5: Are You a Mentor? , provides advice on how to and how "not to" find a mentor. Having
mentorship is important to career succession, but what is the best way to find and maintain a mentor.
Since, unfortunately, women seem to have more difficulty than men in finding a mentor, Sandberg
suggests that rather than asking someone to be your mentor, women should " Excel and you will get
a mentor." She emphasizes to do good work, ask profound questions and always be respectful of you
mentors time in order to maintain a mentor. Chapter 6: Seek and Speak the Truth emphasizes the
importance of genuine and sincere communication. Although this is not always easy to have in the
workplace, it is the foundation for having successful relationships at home and to ... Show more
content on Helpwriting.net ...
Many ambitious and successful women in the workplace begin declining offers or stop pursuing
better positions due to fear that they may not be able to handle the responsibility once they have a
child, long before they are even close to having a child. Sandberg suggests that women not take their
foot of the gas pedal or put on the brakes until they need to. In chapter 8: Make a Partner a Real
Partner, Sandberg stresses the importance of having a partner who is willing to split the roles at
home so that the time and workload is 50/50. She believes that just as women must be more
empowered at work, men must be more empowered at home. Admitting that this easier said than
done, it ends up being better for everyone. In chapter 9, The Myth of Doing it All, Sandberg
explains that it is impossible for anyone to do it all. Many working mothers feel guilty when they
compare themselves to stay–at–home mothers, assuming that they spend more time with their
children than working mothers can. Studies show no difference in child outcome from working
mothers and stay–at–home

The Impact Of Mentoring On Counseling Programs
The Impact of Mentoring on Counselors
There are many different facets to counseling training programs. One of the most interesting parts of
this program is mentoring. This overview of mentorship will incorporate what mentorship is, the
function of the relationship during mentorship, and different roles of mentee and mentors.
Additionally to that, this overview will examine how mentorship is handle in counseling programs,
and when proper mentorship is given to mentee, it can lead further future endeavors which are
mentee becoming mentors or find success in careers. When mentoring relationships are impactful
and successful, it can create this domino or ripple effect of change not only for the student and
mentor, but it can affect his or her future performance as counselors. By applying more ideals from
mentoring into counseling programs, students get a more enriched experience and education while
working towards their goals of becoming counselors.
Looking at Mentorship
What is Mentorship? A mentor is a person whom has greater professional authority. It is a person
whom is several years old than the person that he or she is mentoring. He or she also needs to have
more experience in organization or field. This person acts as guided into the aspiring occupation.
Throughout the process, the mentor provides direction and support. At the same time, a mentor must
find a balance between being a parental figure and peer in the relationship. Unfortunately, If there is
too

Dissertation on Retention
Management Decision
Emerald Article: A reconceptualization of mentoring and sponsoring Earnest Friday, Shawnta S.
Friday, Anna L. Green
Article information:
To cite this document: Earnest Friday, Shawnta S. Friday, Anna L. Green, (2004),"A
reconceptualization of mentoring and sponsoring", Management Decision, Vol. 42 Iss: 5 pp. 628 –
644 Permanent link to this document: http://dx.doi.org/10.1108/00251740410538488 Downloaded
on: 26–10–2012 References: This document contains references to 54 other documents Citations:
This document has been cited by 7 other documents To copy this document:
permissions@emeraldinsight.com This document has been downloaded 1621 times since 2005. *
Users who downloaded this Article also downloaded: * ... Show more content on Helpwriting.net ...
The term "mentoring" has surged into the literature in many disciplines (e.g., sociology, social
psychology, education, management, social work, healthcare management, etc.) over the last several
decades. Mentoring emerged in the organizational literature in the late 1970s (e.g., Clawson, 1979;
Collins and Scott, 1978; Kanter, 1977; Phillips, 1977; Roche, 1979; Shapiro et al., 1978). Since that
time, hundreds of books and articles (popular press, practitioner–oriented, and academic) have been
published on mentoring in various organizational settings alone, not to mention other settings in
which mentoring has been examined (e.g., teaching, nursing, social work, etc.) (Kelly, 2001).
Published works in the organizational literature on mentoring have been anecdotal, conceptual, and
empirical; and several journals have dedicated special editions to mentoring. By and large, these
published works have highlighted the overwhelming perceived beneﬁts (e.g., increased mobility,
promotion opportunity, and total compensation), and minimal perceived drawbacks of mentoring
(Campion and Goldﬁnch, 1983; Kelly, 2001; Scandura, 1992, 1998; Whitely et al., 1991, 1992).
Hence, mentoring has been proclaimed as one of the key career development and advancement tools
in the

The Mentoring Program At Huntsville
RAYBEN Mentoring Blueprint Introduction
The RAYBEN Mentoring Program at Huntsville, AL is a tailored program that extends the ability to
inspire career development and facilitate academic growth. The key objective is to enrich both the
mentor and mentee through the exchange of personal experiences, wisdom, guidance, and
understanding. The immediate expansion of knowledge, skill sets, networking opportunities, and
personal growth are key components to be obtained by mentees. The achievement of networking
opportunities, feedback and scholarship are fundamental aspects that RAYBEN recognizes as a key
benefit to the prospective mentors. The overall mentor–mentee relationship will allow perspective
and vision to be recognized ... Show more content on Helpwriting.net ...
Each mentor will receive a reference check from the selection committee. The reference check will
include a referral and application review, which will be the responsibility of the mentor to present to
the selection committee prior to the mentee matching processes. All mentors will be required to
attend periodic mentor group meetings for collaborative feedback. Initial contact with a mentee must
be made by a mentor within 1 week of the assigned pairing notification.
Mentor training will be completed by all new mentors and maintained for all current mentors.
Training documentation and instruction will be provided electronically or manually through the
support of the program selection committee.
The Roles and Responsibilities of a Mentee
The mentee is the absorber of the knowledge provided by the mentor and should demonstrate the
desire to receive and utilize what has been provided. The mentee will be the lead in determining
what type of guidance is needed. He or she will maintain the active responsibility of their learning
and development through the management of expectations and communication.
Mentees of the program will include second semester Freshmen and above that attend a 4–year
College or University. The student will be required to submit all program criteria and must be
selected by the RAYBEN selection committee. The selection committee will base selection on the
thoroughness, legibleness, and overall content of the

Hr421 Lit Review
Running Head: Employee Development
Employee Development and the
Park University
In today's competitive business world, it is important to have fully trained and well–versed
employees, which can help make or break an organization. By having an employee development
plan, or career path if you will, it allows employees to set career goals. This allows companies to
ensure employees are fully capable of performing their assigned duties. The following chapter,
Chapter 9, discussed methods of employee development. This chapter covered current trends
associated with formal education, effective development strategies, as well as how to design a ...
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This premise is so important that many companies now use web–based matching systems to help
match mentors and protégés (Noe, 2010). Companies can also utilize software to also build
development plans, set goals and track the mentors and protégés progress. Wyndham's hotel chain
found that their mentorship program participation tripled once they introduced the web–based
matching system (Noe, 2010).
Coaching, normally utilized at the managerial level, provides employees with resources that they
might not normally have access to, such as mentors, courses and job experiences (Noe, 2010). It is
imperative that the right coaches are selected for these developmental programs. The best coaches
are those that are empathetic, supportive, practical, and self–confident while appearing to not know
it all or want to tell others what to do (Noe, 2010). By providing coaching to new managers, it
teaches them how to deal with a variety of situations in the workplace while maintaining
professionalism and the corporate goals.
In conclusion, while conducting this review, I found that this chapter offered many tools that can be
utilized to develop an effective training plan. While any form of employee development is
beneficial, mentoring and coaching have proven to be very effective. By offering these volunteer
programs, it allows all parties involved, the mentor,

How The Six Respositions Of A Mentor
Each disposition highlights an important skill mentors must have and apply to their mentoring
service. Whether I was working on a worksheet with a student, or doing one–on–one reading with a
mentee, I easily found myself using each disposition. The dispositions I found myself using most
often were responsibility, flexibility, initiative, respect, reflection, and thoughtful and responsive
listener. These six dispositions are central in reaching mentees and mentoring successfully.
Responsibility means to be organized, to complete tasks on time, to be reliable, and to be proactive.
Responsibility is important because, as a mentor, I must be reliable. Once I form relationships with
my mentees, not only do they count on me to be there, but the ... Show more content on
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My critical cultural consciousness supports my belief to value diversity and treat all my mentees
with respect and equality. So often it is the lack of respect and understanding that discourages
students. When that happens at a young age, it is hard for students to recover. As I talked to the
students, I realized that some were embarrassed and acted out because they needed extra help. It is
moments like these when I realize just how much support and positivity these kids need, that I am
grateful that my positionality allows me to offer the students the help they need and deserve. There
must continue to be an increasing amount of diverse engagement in schools to give the students
mentors that they can relate

Case Study Timid Tigers Mentor Program
Timid Tigers Mentor Program What makes Timid Tigers mentor program stand apart? What would
make students want to be apart Timid Tigers mentor program? "Empowering individuals not only to
see a brighter future but, to also see a light in themselves". Timid Tigers Mentor Program is not only
designed to help others see what they can become in the future but, what they can become on the
inside. Allowing them to be who they are and having no regrets about what they stand for. Purpose:
To help first–year/transfer students to get adjusted to being a Memphis Tiger. Also, for any student
who feels like they need some companionship. Application Process: Name/UID Hometown
Classification/Age Range Birthday Major/Minor Hobbies/Interest

Development Of A Mentoring Program
Hybrid Assignment 3
In today's volatile business world, it is vital for organizations to engage employees both
intellectually and emotionally. Through mentoring, employees identify themselves as a vital part of
the organization while creating a heightened level of ownership. Mentoring programs are of great
value to any company. In most cases, these programs are considered essential. By developing and
implementing a mentoring program, the learning process for employees is accelerated. It is said that
mentoring "can accomplish things that training cannot" (Johnson). Even though, developing a
mentoring program is not an easy task, the benefits outweigh the challenges. A mentoring program
will help alleviate high employee turnover and assist in building a pipeline of diverse employees.
The development of a mentoring program begins by deciding on whether it should be a formal or
informal program. On one hand, a formal mentoring program includes 1. Connection to a strategic
business objective of the organization 2. Established goals 3. Measurable outcomes 4. Expert
training and support 4. Direct organizational benefits and 5. Mentoring engagements lasting 9–12
months ("Business mentoring matters", 2012). On the other hand, an informal mentoring program
includes: 1. Unspecified goals 2. Unknown outcomes 3. Self–selection of mentors and mentees 4.
No expert training or support 5. Long–term mentorship and 6. Indirect organizational benefits
("Business mentoring matters", 2012).

Essay about Mentoring and Coaching
| Mentoring and Coaching | Essay | | | |
Identify and evaluate the key factors which influence the effectiveness and strength of a mentoring
relationship. |
This essay will start by defining mentoring, and giving a brief understanding of mentoring. This
essay will then go on to identify and evaluate a number of key factors that may influence the
effectiveness of a mentoring relationship. This essay will focus on the example of mentoring within
schools and a learning mentor to be more specific.
Firstly this essay will look at the difference between coaching and mentoring. Both coaching and
mentoring are processes that allow both individual and schools to achieve their full potential.
Coaching and mentoring share many ... Show more content on Helpwriting.net ...
A Learning Mentor is a relatively new concept in the field of education and is used within schools to
support them in raising standards.
Specifically Learning mentors are placed in schools to raise pupils' attainment, improve attendance
and to reduce permanent and fixed term exclusions. Many schools have successfully implemented
the Learning Mentor programme and assessed that the impact is evident on individuals and groups
of pupils (George, 2010)
Learning mentors tend to work on a one to one level or in small numbered groups, a learning mentor
must be a good listener, be able to encourage and motivate and act as a role model and encourage
the build up of a mutually respectful relationship (Hayward, 2001).
According to Hayward (2001), Learning Mentors have had an incredible impact on individual
pupils' lives, in some cases transforming low achieving and unfocused students with minimal self–
esteem and a lack of commitment into more confident pupils with higher grades, improved
motivation and a sense of direction. What all Learning Mentors have in common is their aim to
break down barriers to learning , unlocking education opportunities for school students and releasing
hitherto untapped potential (Hayward,

Student Mentorship Program For The Community College Essay
Student Mentoring in the Community College
Student Population Served
Student Success is now considered a vital element in the community college role. We must teach our
students, and equipped them with skills to achieve their educational goal, as well as their career
goals thereby, surviving in the workplace. Therefore, I am proposing a student mentorship program
that targets all students enrolling at Mohave Community College (MCC). The program will
encourage participation from the concurrent enrolled high school students, as well as students that
are classified within the "at–risk" category. Each student at registration will receive information
regarding the program, and encourage to participate when attending orientation.
Identified Need
The implementation and formulation of the program are highly informed by the fact that certain
groups of students desperately need interventions to enhance their academic performance and
increase their retention rates (Stromel, 2000). The program has identified six types of students who
require mentor consisting of the nontraditional adults; students in remedial studies; students
exhibiting low classroom participation; learners with low campus or community involvement;
anyone who lacks positive role models, and students complaining about time. Therefore, with the
tremendous increase of nontraditional and remedial students at MCC which, exhibit low motivation
skills, time management abilities, and failure to socialize (Campbell, Smith,

Coaching and Mentoring
Organizations nowadays are not free of the burden of their employees making costly mistakes.
Should they fall behind schedule on a particular project or if their current skills are not sufficient
enough to compensate for an adjustment that is needed by a client that the company is servicing,
then either the company will waste an opportunity or it will suffer a loss because their employees
were not well–equipped to handle specific situations. And because of this, mentoring and coaching
have become a very strategic manner in which organizations train and manage their employees. In
such a setting, the atmosphere is more personal as opposed to a seminar and it is quite helpful as
some cases have attested to it. The goal of mentoring is to be ... Show more content on
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This will address the specificity of the issues that he or she needs to be coached at. The process of
mentoring offers the right venue wherein both worker and manager are able to offer specific
information to one another so that they will be able to mutually advance on their own. A perfect
example for this is that the younger generation may be able to help baby boomers help out with their
marketing strategies regarding the marketing trend that the newer generation is currently adopting or
help may also come in the form of helping them with technical skills that are needed in today 's fast–
paced economy.
As a manager or a supervisor, it is imperative that coaching or mentoring becomes part of a
company 's policy because it offers the chance of improving the quality of service that an employee
gives, thus improving the quality of service that a company gives. The end goal of ultimately
addressing the bigger picture may come from successfully mentoring a particular employee but in
and of itself, coaching and mentoring has its rewards already present. The coaching or mentoring
that an individual gets gives rise to a two–way benefit that can only come from a successful
mentoring program and a well–equipped mentor.
References
http://www.mentoringgroup.com/08_98_PG/ideas.htm
http://humanresources.about.com/od/coachingmentoring/a/mentoring_boom_2.htm

Becoming a Mentor
One thing I believe is a necessity in growing up is having a mentor. Having a mentor is, not only,
beneficial for the mentee but also the mentor. Being a mentor is a learning experience for everyone
participating, it helps people grow as a person and friendships are created when a bond if formed.
Some people might think it's a waste of time for a child or that it'll never work out for a troubled
delinquent but based on the research I've done, I have proven them wrong. Through–out this paper I
will provide the pros and cons of mentoring and how they affect both mentor and mentee. To back
up my proposal that mentoring is supporting, I will supply examples to answer the question: Is
mentoring really important?
What is a mentor and what is ... Show more content on Helpwriting.net ...
It takes a lot of commitment to be a mentor, an appropriate meeting time needs to be discussed
between mentor and mentee so that it doesn't conflict with family, school, and/or social life. Mentors
are usually provided for: troubled teens, young children with busy parents that work, children or
teens with special needs such as Autism or ADHD, or anyone under or over the age of 18 who needs
to have one on one time with someone they trust and can talk to confidentially.
There are many benefits that could be useful for young adults to have a mentor, according to Blue
Sky Coaching (2008). One of many, that personally stands out to me, is business and life skills. I
think this is very beneficial because whether you have a career mentor as an employee or a child
development mentor, they can help you discover the value of life and teach you things that will take
you farther then you would go on your own. This skill is something you can't get from just anyone,
they have to know the skill and tell you the do's and don'ts of the process the correct way. It could be
a volunteer from an organization, all the way up to the CEO of a large flourishing company, they
will show you the way to go. Other benefits include: knowledge and contacts, perspective

Building Mentorship Capability from Build-a-Bear Workshop...
Build–A–Bear And Mentoring: Building Mentorship Capability from Build–A–Bear Workshop
Build–A–Bear's CEO, Maxine Clark, left her corporate career to follow her own vision. She is the
founder of the Build–A–Bear empire and has had much success since starting the company in 1997.
Her great success has put her at a perfect position to give back to others. She now serves as a mentor
for young entrepreneurs and business students. We will be interweaving the experiences Maxine
Clark used in business throughout her career and how those experiences measure within the Career
Stage Model as discussed in Chapter 17. Each of the team members will be discussing one of the
four stages of the model in depth with many examples not only from ... Show more content on
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I say "for now" because Maxine Clark is 64 years old, she retired from Build–A–Bear in 2013, but
staying on to help them through the transition, these are two indications that Maxine Clark would be
placed in the withdrawal career stage instead of maintenance. Build–A–Bear was named on
FORTUNE best companies to work for in 2013 the 5th year in a row thanks to Maxine Clark and
before stepping down from Chief Executive she was still showing so much ambition for building on
the Build–A–Bear success giving the ideas such as putting stores in zoo's and stadiums, and even
had the idea of T–Rex Café's for Build–A–Dino. This wouldn't be the first time Maxine Clark has
left a company either, she was the the President of Payless before stepping down and becoming the
founder of Build–A–Bear in 1997. As Maxine leaves Build–A–Bear she joins the Board of Directors
for Footlocker, adding on to the list of other things shes is already associated with such as, "serving
on the Board of Trustees of Washington University in St.louis and being a member of the Executive
Committee, She is a member of the Teach For America National Board and the local St. Louis
regional board, the National Board of Donorschoose.org and the KETC Channel 9 PBS Board of
Directors. She and her husband Bob Fox are founding donors of KIPP Inspire Academy and Maxine
is the chair of the

The Four Roles Of Mentoring And Mentoring In The Odyssey
The origin of the term mentor dates back to the near end of 18th century BC, when the Greek epic
poem Odyssey, written by Homer, is believed to have been composed. As the main character,
Odysseus, embarks in a 20 year long journey, he asks his friend, Mentor, to guide his son during his
absence. Mentor accepts it, and acts as a father figure, teacher, role model, leader, and friend to
Telemachus (Online Etymology Dictionary).
Modern interpretations of mentoring pinpoint four distinct roles which mentors are expected to play:
role modeling, sponsorship, coaching, and counseling the mentee. These many roles are played by
the mentor so the mentee is able to accomplish personal and professional growth. These mentoring
roles are focused on end ... Show more content on Helpwriting.net ...
Thus they search for different ways of carrying out their activities successfully. Also organizations
must consider a range of factors that meet stakeholder's expectations since no organization exists
without their cooperation.
Meyer and Herscovitch (2001) argue that commitment is an energy that attracts an individual to
behave in accordance to the importance of a given task. Additionally, they claim that varying levels
of dedication result in different behaviors. Thus, it can be said that commitment also has the
potential to affect employees' performance and loyalty to the organizations (Schminke 2011).
Although there are many different concepts of the connection between personal and organizational
values, Kristof (as cited in Finegan 2010) has defined it as:
The compatibility between people and organizations that occurs when: (a) at least one entity
provides what the other needs, or (b) they share similar fundamental characteristics, or (c) both (p.
5).
Therefore, the nature and extent of the relationship between organization and stakeholder, and also
its dynamics must be considered in mentoring programs (Pettinger

Stop The Violence Mentoring Program
Introduction Mentoring refers to a relationship whereby, an experienced person gives guidance,
advice, and support to the less experienced. The Stop the Violence Mentoring Program is one that
seeks help young people and to show them a more excellent way. Mission Statement: Stop The
Violence Mentoring Program was established in June 2013. It was designed to help at risk youth to
give them an alternative place to come and receive services in school and pair them mentors that
will aid them in life to become successful young men and women. Vision: To create critical thinkers
and successful navigators in all situations. Based in Fairfax, Virginia, Stop the Violence Mentoring
Program intends to provide a Christ–based mentoring program to youth ages 13–20. The mentoring
program will be delivered to youth primarily living in nearby cities in Fairfax, Virginia. Since the
organization launch on June, 2013, its core audience makeup has been primarily Black, Hispanic,
and White, with 61 percent women and 38 percent men that review its content. Organizational
Background: "Stop the Violence Mentoring Program" On May 2011 Nathan Long had a discussion
with his Christian specialist about the media and society 's vigorously dangerous impact on this era,
planted the seed for Stop the Violence Mentoring Program. Eventually, Nathan and his specialist
sought to see a stage made to individuals encounter genuine flexibility through Christ Jesus and
effectively explore society 's fake

Influence
1. Our Level of Influence is not Static Maxwell and Dornan commence by addressing several
fallacies related to becoming a person of influence. One myth the author attempts to dispel is that
past performance always determines future success. They assert that an individual's "level of
influence is not static" (1997, Introduction, sec. "Positive Influencers Add Value", para. 2). One need
not assume their impact with others in the past dictates their influence with them tomorrow. Paul
describes a similar sentiment in Romans 12, God assures Paul that, human weaknesses or failures
are never a limitation upon God's ability (verse 9). Furthermore, these limitations that may
otherwise disqualify me, actually, can serve to magnify God's strength as ... Show more content on
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There is a modern parable about character where an administrative assistant refuses to lie on behalf
of her boss. In response to the boss' reprimand, she reminds him that, while she will never lie for
him, he can rest assured that she will, also, never lie to him. Early in ministry, I was asked to take
responsibility for registration at a large conference for Chi Alpha. Everything was great, until one
year, I discovered a discrepancy of over a thousand dollars. After checking and rechecking my
numbers, I apologetically reported the problem to my superior. While everything was clarified the
next day, it was the willingness to be responsible even before anyone knew there was a problem that
has secured access to opportunities that would have remained unattainable despite all the technical
aptitude I could demonstrate. 3. Enlarging People Chapter 6 addresses the concept of enlarging
others with a powerful personal testimony of a former president of Lockheed Aircraft Corporation.
He asserts that, if companies would concentrate on facilitating the development of their human
resource, they need not concern themselves with the quality or efficiency of their product (Maxwell
& Dornan, 1997, chapter 6, sec. "Enlarging Others is an Investment", para. 2). But, recognizing the

Proposal For Implementing A Formal Mentoring Program Essay
MEMORANDUM
TO: Donald Lower, Partner; Barry Anderson, Partner; John Huber, Partner; Todd Whitlow, Partner
FROM: Brooke Vondal, Administrative Officer
DATE:
September 18, 2016
SUBJECT: Proposal to Implement a Formal Mentoring Program
Attached is the proposal to implement a mentoring program at Anderson, Lower, Whitlow P.C. In
early summer, ALW hired fifteen recently graduated individuals and 12 have already taken positions
at other firms. There needs to be a system in place to develop and foster relationships for these
individuals within the firm. This firm has a high turnover rate of new hires; currently, the turnover
rate is 85%. Firms that are considered the Big Four are offering mentoring programs that make their
employees invested in the company's future. Unfortunately, if ALW does not start to compete with
this issue, more employees will be lost to the Big Four Firms.
Implementing a strong mentoring program that fosters individual and personal growth within the
company is vital for the future of this firm. This includes setting up and maintaining a mentoring
program. The mentoring program will be set up with individuals from all levels of achievement, that
are willing to devote a portion of their time to the firm's prosperity.
Investing in the future of this firm, through a formal mentoring program is a vital step. I look
forward to working with you throughout this process. I can be reached at bvondal@alwpc.com or
456–789–0123 ext.123.
Thank you for your time.

New Teacher Orientation And Mentoring
New Teacher Orientation & Mentoring
What practices are currently in place? At the MCIU, Dr. Donna Gaffney, Director of Professional
Learning is charged with designing and implementing a teacher induction program for all staff
including both teaching and non–teaching professionals. During an employee 's first year of service,
he or she must attend five orientation meetings, three of which are with the whole organization and
two of which are department specific. This allows trainings to target the direct needs of the new
employee. The is allotted for these meets cannot extend over 7.5 hours due to the current union
contract (D. Gaffney, personal communication, January 28, 2016).
In additional to induction meetings, a well established mentorship program is at work for MCIU
employees. Each newly hired candidate is linked with a "VIP" or Volunteer Induction Profession
(This name is somewhat ironic as mentors do receive a stipend for their participation.). After
receiving training and being approved by Dr. Gaffney, mentors are linked new employees by
department. In addition to meetings with a mentor, a new candidate must take two observation days
during the course of his or her first year. One, observing the mentor and another which selected by
the mentee. Both mentee and mentor progress is surveyed twice throughout the year to ensure goals
are being meet and proper support is being provided.
In addition to their own induction program. the IU is sometime contracted to hold

What Makes A Mentor?
What is a mentor? "A mentor is usually an effective teacher who becomes a coach as they establish
goals with mentees and strategies to achieve goals." (Gillies) , making a mentee the person who is
being advised, trained, or counseled by the mentor. In many cases––specifically in the field of
education–– mentors are assigned mentees that are usually inexperienced, troublesome, or simply
trying to attain some sort of guidance with their careers. Although, another way this sort of
relationship is established is on a personal or natural level; where the mentee views someone with
appealing or attainable characteristics that pertains to a self–made goal or stance in life, that they
feel are necessary to achieve their goal. "Carl Jung (1958) ... Show more content on Helpwriting.net
...
Furthermore, practical support is considered finding a goal, acquiring knowledge about that goal,
and planning tasks or creating strategies to accomplish a goal (Gillies). One of the most potent
practices of mentoring is flexibility in attitude, "The ability to adjust to a meet a variety of situations
is paramount"(Boreen et al) in a successful mentor, in order to have a successful mentorship. This
allows a sense of mutual respect and understanding between the mentor and the mentee when trying
to figure out what it is that person is trying to achieve and why they want to achieve it. A mentor 's
ability to flex their attitude is imperative especially when dealing with––my generation–– generation
Y, also known as Millennials, also known as the microwave generation (because we want everything
in life to work on microwave timing). Considering all these new "get rich quick" careers, mentors
may never know what to expect or how to respond because the gap that social media, music, and
technology have created. Regardless, the tendency to emit a "my way or the highway" is not
effective when trying to achieve a healthy state of mentorship, because it causes mentees to rebel
and restrict mentors from building trust and gaining understanding. Instead of a mentor setting goals
for the mentee and pushing them towards them, a mentor should want to understand, interpret, and

Essay On The Role Of Coach Winning In Sports
What drives a coach winning or the development of players? We as coaches have taken on a role of
responsibility that means a lot to athletes, families and communities. Playing athletics of any sort
will teach you many life lessons. But within any work force, you have to produce or make some
form of progress. With that being said a major factor when it comes to coaching is, what do you
value more? The development of your players or winning games to look good or satisfy some
internal drive? Since I have been enrolled in graduate school and taking classes on how to become a
better coach. The first step a coach should take to prepare themselves is developing a coaching
philosophy. A coaching philosophy will help put ideas and thoughts ... Show more content on
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This is an ideal topic when talking about coaching and what is valued more
In the clash of coaching philosophies in youth soccer– winning vs development they talk about how
the majority of the time the pressure to win comes from the parents and coaches that have limited
knowledge. They stated that focusing too much on winning will hurt younger athletes as they get
older. In our culture today they will praise the winners and no one remembers the losers. The article
ultimately sums up that the coach's main goal should be the development of their players and
winning later.
After reading this article I find it very helpful on how it pertains to the topic of this paper. The point
of this research is to find the drive that a coach has. This article mainly pointed out younger children
in the sport of soccer and the concepts could clearly be used for any sport.
As time has progressed the legal and ethical responsibilities of a coach can be tied into their title and
how it affects their position. Rich Engelhorn of Iowa State University touched on many ideas that a
coach has to take into consideration. He states a coach's legal duties are being knowledgeable,
providing a safe environment, adequate supervision of athletes, etc. The ethical responsibilities of
coach are but not limited to, encouraging development, participation, and most importantly; the goal
is to win, but to win the correct way. Never sacrifice character for the win.
He then goes on to say "A program should

Similarities Between Mentoring And Coaching
1. Mentoring and Coaching of Staff
Mentoring and Coaching and terms often used separately or jointly and refers to a type of
management tool used to achieve positive results in an employee's personal and professional
growth. Similarities is said to exist between both mentoring and coaching and established
differences are also noted based on the focus of each method. It is very important to first understand
how each is defined, the similarities and the differences and and then dissect how it will impact on
the newly established Administrative Department of Fentrud Financial Services Limited. According
to Eric Parsloe, The Oxford School of Coaching and Mentoring: "Mentoring is to support and
encourage people to manage their own learning in order that they may ... Show more content on
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In an establishing a mentoring and coaching program it is vital that Fentrud ensures that the
appropriate mentor is chosen for each new employee that is the Clerical Officer, Secretary and the
Administrative assist to officially welcome them in the organisation and can impart wisdom and
knowledge even beyond the program. An appropriate mentor and mentee can lead to a
counterproductive relationship. The selected mentor, if to be chosen from the company, should not
be the employee's supervisor or manager. The mentor should not have any link with the mentees
manager or supervisor and will be required to maintain integrity and is not bounded to provide
feedback to the mentees manager. Training can be offered to mentors and mentees as desired by the
company overtime. A mentorship program is recommended to be established for a duration of 9
months to a year for it to have lasting and beneficial

The Relationship Of Jesus And Christian Mentoring In The...
Mentor is characterized as a wise and trusted advocate or instructor. Although tutoring/mentoring is
not in the Bible, it gives us various cases of coaching. Moses was a great example of a mentoring
relationship. The mentoring relationship among Eli and Samuel allowed Samuel to take on tasks and
obligations that were his after Eli's demise. Jesus mentor His disciples, while Barnabas and Paul
exceeded expectations in mentoring. Jesus made His style of mentoring clear. He led so we may
follow. He stated if anybody will come after him, let them take up his cross and follow him. Since
He is our leader and we are to follow Him, Christian mentoring is a procedure subordinate upon
accommodation to Christ. Neither the mentor or mentee controls the relationship. The way toward
mentoring is portrayed by sharing, trust, and enrichment as the life and work of the two members is
changed. The mentor fills in as a model and a confided in audience. The guide depends on the Holy
Spirit to give understanding, change lives, and educate through demonstration.
Jesus and the apostles, as well as elders in the church do their work by mentoring. Peter states to be
the example of the flock, and Paul discloses to the elders at Ephesus. Paul demonstrates to the
elders, so that they may show others. If a Christian leader is not mentoring to that degree, he or she
is not satisfying their calling. God has filled the group of Christ with potential mentors other than
the individuals who are elders.

Evaluation Of A Program For A Team
Some teams have a leader and members', while others consist of members who come together and
bring a diverse set of skills, that are used collectively to carry out the team's common goals. In order
for a team to meet its intended purpose effective communication is vital. Moreover, each team
member should complement each other and avoid unnecessary conflict's, that impede productivity
and positive creativity. Therefore, it is important for a team to find its best communication types for
building and bringing out the best in each team member. Body Angel Avery a middle school teacher
was sadden by the stories her students shared about the hopelessness felt in their community to
attend college or even graduate from high school. ... Show more content on Helpwriting.net ...
(Wood) Through procedural communication in our mentorship program, it starts with each mentor
candidate being interviewed by the team and then voted in by majority vote to become a volunteer
mentor. Each new mentor and mentee is oriented on the programs history and agenda. The
mentorship interaction is guided by a set of program policies for managing the success of the
mentorship program, which include the ground rules for the mentorship relationship. Due to the
limited number of mentors, mentees are accepted by application only and mentors are discouraged
from mentoring more than two girls at one time. In order to create the best possible mentorship
experience for the mentee, the mentee chooses their mentor by reading their possible mentor's bio
and filling out a short questionnaire to help the mentee identify their mentorship expectations. Our
team is aware each mentee is different, so we offer personalized mentorship, which may include any
or all of these skills; problem solving, conflict resolution, career planning, college preparation, goal
setting, financial planning, skills development and networking. Cohesion– Is a degree of closeness
among members and the sense of good spirit. (Wood) Group or team cohesion is the social glue that
keeps the group or team closely connected. Furthermore, strong group or team cohesion better helps
with achieving the goals of the group or team. Additionally, with group or team cohesion each

Mentorship The Workplace
Mentorship is an asset for anyone attempting to learn something new. According to Merriam–
Webster dictionary a mentor is a trusted counselor or guide. To me this implies someone that you up
to and have access to via direct communication and not an idol, such as a celebrity, who you do not
have any contact. Everyone has some form of mentorship in their life. In athletics, there are always
teammates or coaches that train and challenge a person. In education, there are teachers and
upperclassmen. In the workplace, senior coworkers and supervisors fulfill the role. No matter where
a person is in life, there is always an individual who can assist them through guidance and
encouragement. The idea that everyone has mentorship, indicates that

School Based Mentoring Programs ( Sbmp )
School–based mentoring programs (SBMP) have become widely used due to their presumptuously
simple implementation and effective results; however, they remain to be scientifically under–
developed and require integrity during implementation (Miller et al., 2013; Smith & Stormont,
2011). Undoubtedly, SBMP have been shown to improve students: attitudes, confidence, school
engagement, school performance, behaviour, vocational skills, and emotional and social skills
(Converse & Lignugaris/Kraft, 2009; Miller et al., 2013; Schwartz, Rhodes, & Herrera, 2012).
Contrarily, these promising outcomes are equally met with many studies that show: no, or only little,
improvements; only short–lived results; or only effectiveness with certain types of students
(Converse & Lignugaris/Kraft, 2009; McQuillin, Smith, & Strait, 2011; Miller et al., 2013).
A major understanding that many program designers seemingly fail to comprehend is that SBMP are
not 'general–purpose' programs. Thus, many SBMP are not designed and implemented strategically.
Particularly problematic for these poorly designed programs are: the lack of defined success
outcomes, measurements of success being open to biases, the ambiguous and faulty evaluations of
such programs, and the individual program's diversity of standards, budgets, objectives, and
implementation (Converse & Lignugaris/Kraft, 2009; Gusic et al., 2010; Schwartz, Rhodes, &
Herrera, 2012; Smith & Stormont, 2011). Evidently, the difficulty of replicating the

Past Offenders Are Neglected And Vulnerable
Past Offender Often past offenders are neglected and deemed as vulnerable needless risk, leaving a
"negative effect on employers willingness to hire" (ALBRIGHT & DENQ, 1996) when being
compared to law abiding citizens with no history of breaking the law. It's assumed, previous
offenders who no longer yearn the desire to participate in criminal behavior can be a great asset to
troubled teens. Past offenders offer the unique personal experience of offering mentoring skills
which reach beyond one's educational knowledge and experience. Past offenders will be relied upon
to develop customized plans of execution to teach mentees first hand how to avoid systematic
hurdles when attempting to transition from being a delinquent to working towards obtaining goals
and taking advantage of opportunities through effective planning and decision making. In juvenile
justice, offenders may have alternative desires outside of traditional schooling. Often ex–offenders
are interested in seeking careers such as carpenters, plumber, electricians, auto mechanics, or
information technology. Opportunities which offer discretionary flexibility towards ex offenders, yet
share the same opportunities as white collar employees. Community Leader Since continuous
learning is essential throughout effective mentorship, the long–term collaboration with community
leaders is fundamentally essential. Such community leaders consist of religious leaders, city council
members, and business owners.

Training and Development
Training and Development
Week 6
Steve, There is a huge value to have a mentor program. Benefits of a Mentor Program provide
opportunities for the employees to... * Explore the world of work through interaction with
professionals. * Familiarize them with corporate protocol. * Identify long–term professional
development needs. * Realize the value of networking. * Develop a meaningful professional
relationship over a specified period of time. With developing a mentor program it gives one way of
formalizing the relationship between individuals in a professional way. Mentor programs offer a
structured setting in which to develop beneficial one–on–one relationships between employees and
the professionals. Acting ... Show more content on Helpwriting.net ...
Businesses should ensure that top management is involved in the program and in its inception,
otherwise it won't get the attention and enthusiasm it needs to become part of the business culture
(http://www.cbsnews.com). As we organize the mentor program, we will first want to develop some
basic guidelines. Who will be eligible to participate? How long will the mentor relationship last?
How will students and professionals be matched? We will have an individual be designated to
coordinate the program. This person can hold an office such as mentor coordinator, mentor director,
or chairman, mentor programs. A committee also may be formed as needed to assist the coordinator
in implementing the program. Enrollment forms should be developed for those interested in
participating. Mentors will usually be assigned for a specified amount of time such as one semester
or one academic year. The time period should be decided in advance and communicated to potential
mentors so they understand what their time commitment will be (www.ehow.com).
Once established, the mentor committee or coordinator we will:
Establish requirements for participation in the program and create enrollment forms. * Must be a
current employee * Be willing to commit to mentor program for a period of time
Establish specific mentor activities and guidelines. * Mentors must communicate with managers at
least once every

Importance Of Mentoring In Nursing
No one enjoys going to the ER when they are ill or having to spend the night in the hospital for
observation, but we never consider what type of mentoring was given to the nurse assisting us. We
arrive at the hospital assured that the people giving service has been given the opportunity to have
the support and training they need. Yet we know healthcare, healthcare leadership, and healthcare
training is constantly evolving. Nursing education is a field where protocols and procedures are
taught pretty much the same yet there are no true protocols for mentors that help encourage and
support new nurses in developing the confidence they will need to control and conquer challenges.
Research shows nurses need to be developed in two key areas "facilitating students and
strengthening students in clinical placement". (Jokelainen, p. 2860) Facilitating students create a
community where nurses are nurtured and supported. Clinical placement ensures nurses are
educated and groomed into professionals in their clinical environment. Each area deals with creating
an environment where a new nurse is given structure and support throughout their new career. The
review of "A Systematic Review of Mentoring Nursing Students in Clinical Placement" aims to
focus attention on the relevance of mentorship for veteran nurses to train and assist new nurses
during their clinical studies. These studies were performed in European Union countries during the
years of 2009–2011. (Jokelainen, p. 2855)

Benefits Of Peer Mentoring
Juvenile mentoring programs have shown to be extremely successful for both mentor and mentee.
Mentoring programs builds connections and within those connections there is guidance, support, and
knowledge being shared on both ends. Mentoring at risk youth is essentially to improve academic
achievement, improve interpersonal skills and for personal development. Choosing between cross
age mentoring and peer mentoring has to be intentional and should be based off of what the youth
needs.
Peer mentoring is defined as: "two youths of different ages that reflects a greater degree of
hierarchical power imbalance than is typical of a friendship and in which the goal is for the older
youth to promote one or more aspects of the younger youth's development" (The Handbook of
Youth Mentoring by David Dubois). Because of the small age difference, mentees feel comfortable
and compelled to share any thoughts, ideas, and ask more questions. Being close in age allows the
mentor to be able to understand and relate to what their mentee is expressing. From this, the mentor
can present solutions or advice.
Cross–age mentoring is essentially adult to youth mentoring. A lot of the at–risk youth do not have
solid adult figures in their lives; having an older mentor can fill this void. Cross age tutoring is
argued to be more effective than other techniques because adults are seen as role models since they
have more life experience. "Mentoring has emerged as a promising approach for enriching

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