This document discusses two mentor-mentee dyads and how their mentoring relationships began and progressed. It describes how the mentoring process typically starts because both parties see admirable qualities in each other. The mentoring then works to form a professional bond that leads to a life bond of mutual respect. Mentees learn from their mentors' actions more than words as the mentors model good behaviors and leadership. Over time, the mentoring relationships can transition from being solely work-focused to more personal bonds, though the relationships may end unexpectedly in some cases when a mentee pursues new goals.
Human relations at work adetoun omole (acipm)Adetoun Omole
Human Relations at work is indeed very critical to organizational success. Human relations skills is a 'must - have' so as to gain the 'people edge' and deploy it accordingly for maximum success.
Counseling within organizations can conflict with business values and employee roles. Managers acting as counselors face challenges reconciling their assessment/control roles with counseling's focus on individual growth. Specifically:
1) Counseling aims to empower individuals, while organizations want controlled employees.
2) Managers prioritize performance/goals over individual needs, whereas counselors focus on the individual.
3) As authority figures, managers' power dynamics differ from independent counselors who lack influence over clients' situations.
4) Employees may see problems as others' faults rather than owning issues themselves, complicating the counseling process. Managing these role conflicts is important for effective organizational counseling.
Mentoring programs can support specific groups, learning programs, individuals, and organizations through change or transition. They aim to identify and develop potential, induct staff more quickly, improve retention, support underrepresented groups, and encourage personal and professional growth. A mentor guides a mentee's career development through coaching, advising, promoting, and acting as a role model, advisor, and supporter. Effective mentoring relationships establish goals and expectations, provide guidance and feedback, and eventually redefine the relationship as the mentee gains experience and independence.
This document discusses various leadership theories and styles that are relevant for nurses. It begins by differentiating between leaders and managers, noting that leaders influence others through interpersonal skills while managers are responsible for achieving organizational goals. Several traditional and contemporary leadership theories are then outlined, including trait, behavioral, contingency, transformational, transactional, shared, servant, and emotional leadership. For each theory, key concepts are defined and examples are provided of how they apply to nursing management. The document emphasizes the importance of adapting leadership styles to changing situations and recognizing that effective leadership requires consideration of organizational, task, and personal factors.
This Webinar presentation was held on Tuesday, September 28, 2010, as part of the free monthly Webinar series from Friends for Youth's Mentoring Institute.
Youth mentoring is on the rise - again. More agencies are beginning mentoring programs as a component within other youth services and many existing programs are looking to refine their process. There are many excellent models and guidelines to help, including the Elements of Effective Practice from MENTOR and Foundations of Successful Mentoring from the National Mentoring Center.
Successful Youth Mentoring Practices: Considerations and Guidelines will review important youth mentoring programming basics, including California’s 10 Quality Assurance Standards, research and theoretical frameworks, and practical implementation ideas.
The document discusses various counseling techniques that can be used to provide effective counseling. Some of the key techniques mentioned include active listening skills like paraphrasing and reflecting to ensure understanding, asking open-ended questions to get more details from clients, focusing on a client's strengths to build confidence, and assessing a client's needs to determine the appropriate changes and goals for counseling. The document emphasizes that establishing trust and a supportive environment is important, as well as discussing expectations and providing genuine feedback to help clients grow and benefit from the counseling process.
Clinical Supervision in Alcohol and Drug Abuse Counseling - Part 1Chat 2 Recovery
Powerpoint presentation created by Nick Lessa on Clinical Supervision in Alcohol and Drug Abuse Treatment. Nick is the CEO of Inter-Care and Chat 2 Recovery. Intercare is an outpatient addiction treatment program in New York City and Chat 2 Recovery is an innovative online addiction treatment program. For more information, visit www.chat2recovery.com
in this chapter, I tried to give every detailing related to guidance & counseling. it includes Definitions, meaning, principles, areas, and approaches in G & D. it also states the counseling steps and process.
Human relations at work adetoun omole (acipm)Adetoun Omole
Human Relations at work is indeed very critical to organizational success. Human relations skills is a 'must - have' so as to gain the 'people edge' and deploy it accordingly for maximum success.
Counseling within organizations can conflict with business values and employee roles. Managers acting as counselors face challenges reconciling their assessment/control roles with counseling's focus on individual growth. Specifically:
1) Counseling aims to empower individuals, while organizations want controlled employees.
2) Managers prioritize performance/goals over individual needs, whereas counselors focus on the individual.
3) As authority figures, managers' power dynamics differ from independent counselors who lack influence over clients' situations.
4) Employees may see problems as others' faults rather than owning issues themselves, complicating the counseling process. Managing these role conflicts is important for effective organizational counseling.
Mentoring programs can support specific groups, learning programs, individuals, and organizations through change or transition. They aim to identify and develop potential, induct staff more quickly, improve retention, support underrepresented groups, and encourage personal and professional growth. A mentor guides a mentee's career development through coaching, advising, promoting, and acting as a role model, advisor, and supporter. Effective mentoring relationships establish goals and expectations, provide guidance and feedback, and eventually redefine the relationship as the mentee gains experience and independence.
This document discusses various leadership theories and styles that are relevant for nurses. It begins by differentiating between leaders and managers, noting that leaders influence others through interpersonal skills while managers are responsible for achieving organizational goals. Several traditional and contemporary leadership theories are then outlined, including trait, behavioral, contingency, transformational, transactional, shared, servant, and emotional leadership. For each theory, key concepts are defined and examples are provided of how they apply to nursing management. The document emphasizes the importance of adapting leadership styles to changing situations and recognizing that effective leadership requires consideration of organizational, task, and personal factors.
This Webinar presentation was held on Tuesday, September 28, 2010, as part of the free monthly Webinar series from Friends for Youth's Mentoring Institute.
Youth mentoring is on the rise - again. More agencies are beginning mentoring programs as a component within other youth services and many existing programs are looking to refine their process. There are many excellent models and guidelines to help, including the Elements of Effective Practice from MENTOR and Foundations of Successful Mentoring from the National Mentoring Center.
Successful Youth Mentoring Practices: Considerations and Guidelines will review important youth mentoring programming basics, including California’s 10 Quality Assurance Standards, research and theoretical frameworks, and practical implementation ideas.
The document discusses various counseling techniques that can be used to provide effective counseling. Some of the key techniques mentioned include active listening skills like paraphrasing and reflecting to ensure understanding, asking open-ended questions to get more details from clients, focusing on a client's strengths to build confidence, and assessing a client's needs to determine the appropriate changes and goals for counseling. The document emphasizes that establishing trust and a supportive environment is important, as well as discussing expectations and providing genuine feedback to help clients grow and benefit from the counseling process.
Clinical Supervision in Alcohol and Drug Abuse Counseling - Part 1Chat 2 Recovery
Powerpoint presentation created by Nick Lessa on Clinical Supervision in Alcohol and Drug Abuse Treatment. Nick is the CEO of Inter-Care and Chat 2 Recovery. Intercare is an outpatient addiction treatment program in New York City and Chat 2 Recovery is an innovative online addiction treatment program. For more information, visit www.chat2recovery.com
in this chapter, I tried to give every detailing related to guidance & counseling. it includes Definitions, meaning, principles, areas, and approaches in G & D. it also states the counseling steps and process.
1) The document discusses the author's views on creativity, problem solving, and leadership before taking a class on the topics.
2) It then describes a challenging situation at the author's school involving deception, betrayal, and damaged relationships among staff that negatively impacted students.
3) The author argues that during such times, effective leaders demonstrate creativity and innovation through creative problem solving and arbitration to prevent future issues and create a safe work environment. Leaders should intervene early, listen to understand problems, and find solutions rather than punishments.
This document provides tips and information on finding and participating in mentorship programs as a graduate student. It discusses the benefits of various types of mentorship relationships, including student-student, faculty-student, and faculty-faculty mentoring. The document also provides strategies for finding a mentor, such as taking a self-assessment of goals and strengths, identifying potential mentors through formal or informal programs, and considering that no single mentor can meet all needs.
This document discusses how to create a positive work environment. It defines a positive work environment and lists 10 elements that contribute to one, including strategic elements like vision/values and leadership, and operational elements like recruitment/selection and performance management. It also covers motivation theories like Maslow's hierarchy of needs, Herzberg's two-factor theory, and ways to build a positive environment such as building trust, communicating openly, expecting the best from staff, and recognizing accomplishments. Signs of positive and negative work environments are also contrasted.
This document discusses effective strategies for mentees to maximize the benefits of mentoring relationships in academic medicine. It recommends that mentees:
1. Prepare by clarifying their values, work style, knowledge gaps, and career goals to effectively communicate their needs to potential mentors.
2. Find multiple mentors by networking, asking for referrals, and being persistent. Qualities to look for in mentors include availability, encouragement, and helping mentees develop their own agenda.
3. Cultivate the relationship by managing up - taking ownership, setting clear expectations, following through on tasks, and asking for feedback. Managing up makes the mentor's job easier and leads to a more successful relationship.
This document discusses leadership styles and approaches for nurses. It describes several leadership styles including authoritarian, democratic, and delegative. It emphasizes the importance of selecting the appropriate leadership style based on the situation and individual needs. Servant leadership is highlighted as an important philosophy for nurses, with a focus on serving patients' needs above all else. Spiritual care of patients is also discussed as an important part of the nurse leader's role.
Workplace counselling for specific work problemsPragnya Mishra
The document discusses several topics related to counseling, including sexual harassment, work-life balance, verbal abuse, substance abuse, and unethical behavior.
1. It provides an in-depth analysis of how to properly assess and counsel individuals accused of sexual harassment through a comprehensive evaluation of personal and workplace factors.
2. It outlines perceptions and consequences of work-life imbalance as well as strategies employers can implement to promote better balance for employees such as flexible schedules and leave policies.
3. It advises that those experiencing verbal abuse at work should seek emotional support from trusted individuals and notes that confrontation should be avoided.
4. It acknowledges gaps in effective counseling for substance abuse but identifies factors common to successful
DorinaSomotecan - 43 Motivating Director (Accommodating)Dorina Somotecan
Here are some key differences between Dorina's type and his opposite type:
- Dorina is driven to achieve results through action and initiative, while the Supporter prefers to focus on relationships and harmony.
- Dorina is comfortable leading and making bold decisions, whereas the Supporter seeks consensus and values loyalty.
- Dorina is future-oriented and embraces change, while the Supporter prefers tradition and stability.
- Dorina communicates directly and objectively, while the Supporter places high importance on tact and consideration of others' feelings.
- Dorina is motivated by challenges and opportunities, while the Supporter finds motivation through strong connections with others.
The two types have very different priorities and
Counseling involves a supportive relationship between a counselor and client to help the client address problems and facilitate healthy changes. The counselor provides empathy, respect and a framework for the client to explore emotions, behaviors and thinking patterns. Counseling aims to help clients understand themselves, make informed choices, and resolve issues through meaningful discussion in a non-directive way. It differs from guidance in focusing more on helping clients make changes, and from psychotherapy in viewing clients as capable of self-direction rather than mentally ill.
Employee counseling and wellness services were presented by 13 individuals. The document discussed the need for employee counseling programs to address issues like anxiety, medical conditions, burnout, and health promotion. It described how personal problems affect job performance and companies can save money through reduced absenteeism and turnover. Effective counseling programs identify issues, provide education, counseling, referrals, treatment, and follow-up. They are offered either through in-house resources or external contractors and address issues like substance abuse, mental health concerns, and other personal or work-related problems impacting employee well-being and performance.
This document outlines how to create a positive work environment. It defines a positive work environment and lists 10 strategic and operational elements that contribute to one, such as vision/values, leadership, communication, and performance management. It also discusses motivation theories like Maslow's hierarchy of needs, Herzberg's two-factor theory, and Alderfer's ERG theory. The document provides several ways to build and sustain a positive environment, such as building trust, communicating openly, recognizing staff, and making the physical workspace pleasant. It concludes by comparing signs of positive versus negative work environments.
The document discusses important considerations for choosing the right leaders for an organization. It emphasizes that true leaders are honest, personable, confident individuals whose character is consistent. The document outlines four categories of leaders based on their exposure to leadership modeling and training, from limited leaders with little exposure to leading leaders who inherently possess leadership qualities. It provides traits that effective leaders demonstrate such as knowledge, courage, decisiveness, and developing responsibility among their team. Overall, the document stresses the importance of selecting leaders that fit an organization's specific needs and prioritizing character over skills or intelligence alone.
Counseling is defined as an applied social science that helps individuals better understand themselves and handle their roles and relationships effectively. It involves the application of mental health principles through cognitive, affective, behavioral or systematic interventions to encourage growth and help people cope with problems. Counseling aims to provide encouragement and guidance for those facing challenges. It is both a science, through the use of techniques and procedures for problem solving, and an art, through the counselor's unique experiences in assisting clients. Christian counseling specifically applies biblical principles to treat clients' issues using professional counseling methods.
This document provides information about several individuals including their personality types based on different assessment tools. It lists each person's name and provides their personality assessment results from tools like the Classical Temperament, Myers Briggs Type Indicator, and VARK learning styles inventory. In total it summarizes the assessment results for 10 different people.
This document outlines the code of ethics for counselors, including their qualifications, competencies, and functions. It discusses counselors' knowledge, skills, and relationships with clients. Counselors must maintain confidentiality, obtain consent, and know when to conclude counseling. They must also engage in supervision, continuing education, and ensure ethical client record keeping. The document provides guidance for counselors to competently and ethically serve their clients.
Marriage counseling is a type of psychotherapy where a married couple meets with a counselor to discuss issues in their relationship and resolve problems. The goal is to understand how interactions between partners contribute to relationship difficulties and find solutions. Sessions typically focus on roles, patterns of behavior, goals, beliefs and analyzing positive and negative aspects of the relationship. Marriage counseling is usually short-term and can help reduce the risk of divorce by 30%. Premarital counseling covers similar relationship skill areas and can help ensure couples are prepared for the challenges of marriage.
This document discusses various leadership theories and styles that are relevant for nurses. It begins by differentiating between leaders and managers, noting that leaders influence others through interpersonal skills while managers are responsible for achieving organizational goals. Several traditional and contemporary leadership theories are then outlined, including trait, behavioral, contingency, transformational, transactional, shared, servant, and emotional leadership. For each theory, key concepts are defined and examples are provided of how they apply to nursing management. The document emphasizes the importance of adapting leadership styles to different situations and empowering staff through shared and participative approaches.
Industrial counseling provides help and support to employees facing difficulties at work or in their personal lives. It can be conducted by experienced employees or professional counselors. Common issues addressed through counseling include stress from meeting targets or deadlines, workload pressures, work-life balance challenges, and relationship issues with colleagues. Counseling benefits employees by helping them effectively address problems, improve decision-making, and gain a new perspective. It also benefits employers by potentially reducing absenteeism and turnover while increasing productivity and employee confidence and morale. Effective counselors are good listeners, understand the counselee's situation, and provide positive advice and support to help employees progress in their careers.
This document discusses mentoring and provides guidance on how to establish an effective mentoring relationship. It defines mentoring as bringing less experienced people up to speed through building professional competence. Benefits include enhanced career mobility and satisfaction. The document outlines what to look for in a mentor, including respect, support, and motivation. It also describes different types of mentoring relationships and provides advice for protégés on preparing for meetings, seeking feedback, and periodically assessing progress. The key roles of protégés are taking initiative, being open to growth, and respecting mentors' time.
This is my presentation and handout from my workshop at SACNAS 2013. It presents a new concept of "mentoring up" to help equip and empower mentees to pro-actively manage their mentoring relationships.
1) The document discusses the author's views on creativity, problem solving, and leadership before taking a class on the topics.
2) It then describes a challenging situation at the author's school involving deception, betrayal, and damaged relationships among staff that negatively impacted students.
3) The author argues that during such times, effective leaders demonstrate creativity and innovation through creative problem solving and arbitration to prevent future issues and create a safe work environment. Leaders should intervene early, listen to understand problems, and find solutions rather than punishments.
This document provides tips and information on finding and participating in mentorship programs as a graduate student. It discusses the benefits of various types of mentorship relationships, including student-student, faculty-student, and faculty-faculty mentoring. The document also provides strategies for finding a mentor, such as taking a self-assessment of goals and strengths, identifying potential mentors through formal or informal programs, and considering that no single mentor can meet all needs.
This document discusses how to create a positive work environment. It defines a positive work environment and lists 10 elements that contribute to one, including strategic elements like vision/values and leadership, and operational elements like recruitment/selection and performance management. It also covers motivation theories like Maslow's hierarchy of needs, Herzberg's two-factor theory, and ways to build a positive environment such as building trust, communicating openly, expecting the best from staff, and recognizing accomplishments. Signs of positive and negative work environments are also contrasted.
This document discusses effective strategies for mentees to maximize the benefits of mentoring relationships in academic medicine. It recommends that mentees:
1. Prepare by clarifying their values, work style, knowledge gaps, and career goals to effectively communicate their needs to potential mentors.
2. Find multiple mentors by networking, asking for referrals, and being persistent. Qualities to look for in mentors include availability, encouragement, and helping mentees develop their own agenda.
3. Cultivate the relationship by managing up - taking ownership, setting clear expectations, following through on tasks, and asking for feedback. Managing up makes the mentor's job easier and leads to a more successful relationship.
This document discusses leadership styles and approaches for nurses. It describes several leadership styles including authoritarian, democratic, and delegative. It emphasizes the importance of selecting the appropriate leadership style based on the situation and individual needs. Servant leadership is highlighted as an important philosophy for nurses, with a focus on serving patients' needs above all else. Spiritual care of patients is also discussed as an important part of the nurse leader's role.
Workplace counselling for specific work problemsPragnya Mishra
The document discusses several topics related to counseling, including sexual harassment, work-life balance, verbal abuse, substance abuse, and unethical behavior.
1. It provides an in-depth analysis of how to properly assess and counsel individuals accused of sexual harassment through a comprehensive evaluation of personal and workplace factors.
2. It outlines perceptions and consequences of work-life imbalance as well as strategies employers can implement to promote better balance for employees such as flexible schedules and leave policies.
3. It advises that those experiencing verbal abuse at work should seek emotional support from trusted individuals and notes that confrontation should be avoided.
4. It acknowledges gaps in effective counseling for substance abuse but identifies factors common to successful
DorinaSomotecan - 43 Motivating Director (Accommodating)Dorina Somotecan
Here are some key differences between Dorina's type and his opposite type:
- Dorina is driven to achieve results through action and initiative, while the Supporter prefers to focus on relationships and harmony.
- Dorina is comfortable leading and making bold decisions, whereas the Supporter seeks consensus and values loyalty.
- Dorina is future-oriented and embraces change, while the Supporter prefers tradition and stability.
- Dorina communicates directly and objectively, while the Supporter places high importance on tact and consideration of others' feelings.
- Dorina is motivated by challenges and opportunities, while the Supporter finds motivation through strong connections with others.
The two types have very different priorities and
Counseling involves a supportive relationship between a counselor and client to help the client address problems and facilitate healthy changes. The counselor provides empathy, respect and a framework for the client to explore emotions, behaviors and thinking patterns. Counseling aims to help clients understand themselves, make informed choices, and resolve issues through meaningful discussion in a non-directive way. It differs from guidance in focusing more on helping clients make changes, and from psychotherapy in viewing clients as capable of self-direction rather than mentally ill.
Employee counseling and wellness services were presented by 13 individuals. The document discussed the need for employee counseling programs to address issues like anxiety, medical conditions, burnout, and health promotion. It described how personal problems affect job performance and companies can save money through reduced absenteeism and turnover. Effective counseling programs identify issues, provide education, counseling, referrals, treatment, and follow-up. They are offered either through in-house resources or external contractors and address issues like substance abuse, mental health concerns, and other personal or work-related problems impacting employee well-being and performance.
This document outlines how to create a positive work environment. It defines a positive work environment and lists 10 strategic and operational elements that contribute to one, such as vision/values, leadership, communication, and performance management. It also discusses motivation theories like Maslow's hierarchy of needs, Herzberg's two-factor theory, and Alderfer's ERG theory. The document provides several ways to build and sustain a positive environment, such as building trust, communicating openly, recognizing staff, and making the physical workspace pleasant. It concludes by comparing signs of positive versus negative work environments.
The document discusses important considerations for choosing the right leaders for an organization. It emphasizes that true leaders are honest, personable, confident individuals whose character is consistent. The document outlines four categories of leaders based on their exposure to leadership modeling and training, from limited leaders with little exposure to leading leaders who inherently possess leadership qualities. It provides traits that effective leaders demonstrate such as knowledge, courage, decisiveness, and developing responsibility among their team. Overall, the document stresses the importance of selecting leaders that fit an organization's specific needs and prioritizing character over skills or intelligence alone.
Counseling is defined as an applied social science that helps individuals better understand themselves and handle their roles and relationships effectively. It involves the application of mental health principles through cognitive, affective, behavioral or systematic interventions to encourage growth and help people cope with problems. Counseling aims to provide encouragement and guidance for those facing challenges. It is both a science, through the use of techniques and procedures for problem solving, and an art, through the counselor's unique experiences in assisting clients. Christian counseling specifically applies biblical principles to treat clients' issues using professional counseling methods.
This document provides information about several individuals including their personality types based on different assessment tools. It lists each person's name and provides their personality assessment results from tools like the Classical Temperament, Myers Briggs Type Indicator, and VARK learning styles inventory. In total it summarizes the assessment results for 10 different people.
This document outlines the code of ethics for counselors, including their qualifications, competencies, and functions. It discusses counselors' knowledge, skills, and relationships with clients. Counselors must maintain confidentiality, obtain consent, and know when to conclude counseling. They must also engage in supervision, continuing education, and ensure ethical client record keeping. The document provides guidance for counselors to competently and ethically serve their clients.
Marriage counseling is a type of psychotherapy where a married couple meets with a counselor to discuss issues in their relationship and resolve problems. The goal is to understand how interactions between partners contribute to relationship difficulties and find solutions. Sessions typically focus on roles, patterns of behavior, goals, beliefs and analyzing positive and negative aspects of the relationship. Marriage counseling is usually short-term and can help reduce the risk of divorce by 30%. Premarital counseling covers similar relationship skill areas and can help ensure couples are prepared for the challenges of marriage.
This document discusses various leadership theories and styles that are relevant for nurses. It begins by differentiating between leaders and managers, noting that leaders influence others through interpersonal skills while managers are responsible for achieving organizational goals. Several traditional and contemporary leadership theories are then outlined, including trait, behavioral, contingency, transformational, transactional, shared, servant, and emotional leadership. For each theory, key concepts are defined and examples are provided of how they apply to nursing management. The document emphasizes the importance of adapting leadership styles to different situations and empowering staff through shared and participative approaches.
Industrial counseling provides help and support to employees facing difficulties at work or in their personal lives. It can be conducted by experienced employees or professional counselors. Common issues addressed through counseling include stress from meeting targets or deadlines, workload pressures, work-life balance challenges, and relationship issues with colleagues. Counseling benefits employees by helping them effectively address problems, improve decision-making, and gain a new perspective. It also benefits employers by potentially reducing absenteeism and turnover while increasing productivity and employee confidence and morale. Effective counselors are good listeners, understand the counselee's situation, and provide positive advice and support to help employees progress in their careers.
This document discusses mentoring and provides guidance on how to establish an effective mentoring relationship. It defines mentoring as bringing less experienced people up to speed through building professional competence. Benefits include enhanced career mobility and satisfaction. The document outlines what to look for in a mentor, including respect, support, and motivation. It also describes different types of mentoring relationships and provides advice for protégés on preparing for meetings, seeking feedback, and periodically assessing progress. The key roles of protégés are taking initiative, being open to growth, and respecting mentors' time.
This is my presentation and handout from my workshop at SACNAS 2013. It presents a new concept of "mentoring up" to help equip and empower mentees to pro-actively manage their mentoring relationships.
These slides were from a Grad Pathways workshop at UC Davis on 5/8/2014. This was part #1 of an overall series on Mentoring Up: Learning to pro-actively manage your relationship with your research mentor. Part #1 dealt with communication.
“A lot of people have gone further than they thought they could, because someone else thought they could.”
- Zig Ziglar, author
This primer is for those who are keen to mentor others.
This document discusses transformative leadership and its key characteristics. Transformative leadership aims to positively change followers and organizations by inspiring a shared vision, building trust, and encouraging the heart. Transformative leaders are characterized as honest, forward-looking, competent, and inspiring. They transform others by focusing on higher order needs and consistently demonstrating qualities like inspiring a shared vision, challenging processes, enabling others, modeling best practices, and encouraging the heart. Transformative leadership can significantly impact organizations and employees.
Meaning and characteristics of counsellingAmit Singh
Counseling is the central aspect of the guidance program and aims to help individuals solve problems and enhance their personal, social, emotional, educational and vocational development. Counseling involves a dynamic, purposeful relationship between two individuals where one seeks help and the other, a professionally trained counselor, provides non-judgmental support to help the individual gain self-understanding and clarity to make their own decisions. The nature of counseling is to assist individuals through a helping relationship to alleviate current negative responses and find a way forward to respond positively to life's challenges.
Addressing Diversity in Mentoring Relationships - Leadership Alliance - Steve...Steve Lee
This document provides 4 case studies related to addressing diversity in mentoring relationships:
1) A professor wonders whether to ask their former minority mentee about their experiences as the only minority in the department.
2) A student notices their professor provides more mentoring to male students and wonders how to develop a stronger relationship.
3) A professor is unsure how to handle a situation where a student is receiving unwanted attention from another student.
4) A professor is having trouble communicating with a minority mentee and wonders if assigning a graduate student to provide more mentoring would help. The case studies are meant to catalyze discussion on handling diverse mentoring relationships and cultural differences.
This document discusses the nature and meaning of guidance. It defines guidance as helping individuals make choices and adjustments by aiding their independence and responsibility. Counseling is defined as a process that assists individuals interpret facts to make choices and adjustments.
The key differences between guidance and counseling are outlined. Guidance is broader, more preventative, and operates on an intellectual level to help understand alternatives. Counseling is more in-depth, remedial, and operates on an emotional level to propose solutions for personal issues.
Thirteen principles of guidance are listed according to Crow and Crow, including holistic development, uniqueness, adjustment, needs, and evaluation of the individual. The scope of guidance and counseling includes addressing personal, educational
This document provides guidance for developing a personal leadership philosophy. It encourages managers to move beyond default beliefs and behaviors and instead deliberately define the kind of leader they want to be. The document guides managers through a series of exercises to craft a leadership philosophy statement. These exercises include identifying the best and worst leaders they've observed, the most important aspects of being a leader, and key words that represent their leadership values. An example philosophy statement is provided that emphasizes compassion, vision, mindfulness, facilitation, engagement, respect, collaboration, excellence and integrity. The overall goal is for managers to define a philosophy that will guide their decisions and actions as a leader in a positive way.
The Relational Arts: A Case For Counselling And Psychotherapycyberscribe
Master psychotherapist, author and academic Hugh Crago makes a convincing and readable case for the relational arts.
How does counselling work?
Why doesn't it work for everyone?
How is it different from psychology?
The document discusses the concept of leadership and personal development. It presents Richard Barrett's model of the seven stages of personal development, from Surviving to Serving. At each stage, individuals are motivated by different needs as they progress from focusing on ego needs to soul desires. Becoming a leader requires first leading oneself by becoming conscious of one's inner motivations and blockages. This involves practices like mindfulness meditation to disidentify from limiting beliefs and uncover one's authentic self and purpose. True leadership also means serving as a role model and inspiring others by addressing their needs and helping them reach their potential.
This document discusses guidance and counseling. It defines guidance as helping individuals discover and develop their potential for personal happiness and social usefulness. Counseling is described as a specialized service of guidance that helps people learn about themselves and their present and future situations.
The document outlines several principles of guidance, including that it is a slow process focused on individual development and differences. It also discusses the need for guidance due to societal complexity. Different types of guidance and counseling are described, like directive, non-directive, and eclectic counseling. The counseling process involves establishing relationships, assessment, setting goals, intervention, and termination/follow-up.
This document provides an overview of people management skills and building effective relationships. It discusses what management is, how to manage oneself, what people management entails, and how to deal with high conflict personalities. The key aspects of building effective relationships are connection through participation in events, showing empathy, empowering employees, two-way communication through listening, and rewarding and recognizing employees for their work. The presentation recommends books on managing yourself, people, change, strategy, leadership, and identifying different high conflict personality types.
It has been proposed that great leaders are made, not born. The same can be said about mentors, but the association doesn't end there. For many reasons, successful mentors and strong leaders rely on the same set of skills to get ahead.
Guidance and counseling refers to services that promote personal, social, educational, and career development. It is a process of helping individuals discover and develop their potential and achieve personal happiness and social usefulness. Counseling is a specialized service of guidance that helps individuals learn about themselves and their present and future situations. Guidance types include educational, vocational, personal, social, and health guidance. Counseling differs from guidance in that it is conducted individually and aims to solve problems through a direct relationship between counselor and counselee.
These slides and handout were presented for a workshop on "Mentoring Up: Learning to proactively engage in your mentoring relationships" at the American Society for Cell Biology (ASCB) conference in San Francisco, for the Minority Affairs Committee (MAC).
Mentoring Up encourages mentees to learn how to pro-actively manage their mentoring relationships. This presentation was delivered at the SACNAS conference in 2014.
This document provides an overview of the Copper project management software. It describes the various modules and functions available in Copper including projects, tasks, clients, calendar, files, and contacts. It also includes descriptions of key terms and functions like breakdown, budget, resources, and timeline. The document is intended help users learn how to use Copper to store and manage project information, communicate with teams and clients, and track tasks.
The document advertises a seminar about identifying and using one's gifts and talents, both professionally and personally, to find more joy in life. It encourages people to attend the seminar on January 20th to learn the difference between talents and gifts, how they are acquired, and when and how to use them, with the goal of helping people utilize their natural abilities.
Lisa Faulkner is a marketing manager and writer/producer with over 20 years of experience in communications. Her background includes managing marketing campaigns, producing videos, public speaking, and teaching. She holds a Master's degree in Organizational Leadership and a Bachelor's degree in Communications. Her mission is to bring glory through her work and empower herself and others.
Technological advancements are impacting various areas like health, education, and the environment on a global scale. In health, examples mentioned include a blue-tooth enabled biosensor wristwatch that monitors vital signs, artificial limbs that can receive commands from the brain, an insulin nanopump, and research curing type 1 diabetes. In education, online games and augmented reality tools are being used, and emphasis is placed on non-linear global learning and early cultural exchanges. Emerging environmental technologies can make paper obsolete and harness energy from waves and waste conversion. Leadership will need to focus on initiatives, funding, and ethical and transformational approaches to maximize benefits and opportunities around futures technology.
Global leaders can actively shape the future through their present actions and choices. The document discusses how strategic foresight and evaluating driving forces can help leaders realize their purpose to make a positive impact. It also notes that the world is shrinking and paradigm shifts are happening, and encourages leaders to shift from solely focusing on bottom lines to also incorporating biblical principles of discipleship and stewardship in their strategies and decision making.
The document outlines a business model and objectives for Creekview Heights community to build community and property value through short and long term goals. The short term goals are to purchase a lot for a community center, improve common areas, enforce traffic violations, and restructure management to reduce costs and reallocate funds. The long term benefits would be a community center, increased property values, and more community involvement through new committees.
Welcome! My name is Lisa Faulkner. I am a communications professional with more than 20 years’ experience.
Thanks for visiting my website. Here you can get more information about how I have taken communications for others and myself to new levels of ingenuity.
This site includes a snapshot of my strengths, my background, a few samples, what others have to say about me, and a personal look inside of my life and passions. I am always looking to be part of new and exciting projects.
As for work – I provide creative, reliable, and timely service with professionalism and care. Please take a look around to see examples of my distinctive style and read what others have said. I would love to hear from you too! As for life, I am eternally…
Stranded in Grace,
Lisa M. Faulkner
Assessment and Planning in Educational technology.pptxKavitha Krishnan
In an education system, it is understood that assessment is only for the students, but on the other hand, the Assessment of teachers is also an important aspect of the education system that ensures teachers are providing high-quality instruction to students. The assessment process can be used to provide feedback and support for professional development, to inform decisions about teacher retention or promotion, or to evaluate teacher effectiveness for accountability purposes.
বাংলাদেশের অর্থনৈতিক সমীক্ষা ২০২৪ [Bangladesh Economic Review 2024 Bangla.pdf] কম্পিউটার , ট্যাব ও স্মার্ট ফোন ভার্সন সহ সম্পূর্ণ বাংলা ই-বুক বা pdf বই " সুচিপত্র ...বুকমার্ক মেনু 🔖 ও হাইপার লিংক মেনু 📝👆 যুক্ত ..
আমাদের সবার জন্য খুব খুব গুরুত্বপূর্ণ একটি বই ..বিসিএস, ব্যাংক, ইউনিভার্সিটি ভর্তি ও যে কোন প্রতিযোগিতা মূলক পরীক্ষার জন্য এর খুব ইম্পরট্যান্ট একটি বিষয় ...তাছাড়া বাংলাদেশের সাম্প্রতিক যে কোন ডাটা বা তথ্য এই বইতে পাবেন ...
তাই একজন নাগরিক হিসাবে এই তথ্য গুলো আপনার জানা প্রয়োজন ...।
বিসিএস ও ব্যাংক এর লিখিত পরীক্ষা ...+এছাড়া মাধ্যমিক ও উচ্চমাধ্যমিকের স্টুডেন্টদের জন্য অনেক কাজে আসবে ...
A Strategic Approach: GenAI in EducationPeter Windle
Artificial Intelligence (AI) technologies such as Generative AI, Image Generators and Large Language Models have had a dramatic impact on teaching, learning and assessment over the past 18 months. The most immediate threat AI posed was to Academic Integrity with Higher Education Institutes (HEIs) focusing their efforts on combating the use of GenAI in assessment. Guidelines were developed for staff and students, policies put in place too. Innovative educators have forged paths in the use of Generative AI for teaching, learning and assessments leading to pockets of transformation springing up across HEIs, often with little or no top-down guidance, support or direction.
This Gasta posits a strategic approach to integrating AI into HEIs to prepare staff, students and the curriculum for an evolving world and workplace. We will highlight the advantages of working with these technologies beyond the realm of teaching, learning and assessment by considering prompt engineering skills, industry impact, curriculum changes, and the need for staff upskilling. In contrast, not engaging strategically with Generative AI poses risks, including falling behind peers, missed opportunities and failing to ensure our graduates remain employable. The rapid evolution of AI technologies necessitates a proactive and strategic approach if we are to remain relevant.
Main Java[All of the Base Concepts}.docxadhitya5119
This is part 1 of my Java Learning Journey. This Contains Custom methods, classes, constructors, packages, multithreading , try- catch block, finally block and more.
Exploiting Artificial Intelligence for Empowering Researchers and Faculty, In...Dr. Vinod Kumar Kanvaria
Exploiting Artificial Intelligence for Empowering Researchers and Faculty,
International FDP on Fundamentals of Research in Social Sciences
at Integral University, Lucknow, 06.06.2024
By Dr. Vinod Kumar Kanvaria
Introduction to AI for Nonprofits with Tapp NetworkTechSoup
Dive into the world of AI! Experts Jon Hill and Tareq Monaur will guide you through AI's role in enhancing nonprofit websites and basic marketing strategies, making it easy to understand and apply.
How to Fix the Import Error in the Odoo 17Celine George
An import error occurs when a program fails to import a module or library, disrupting its execution. In languages like Python, this issue arises when the specified module cannot be found or accessed, hindering the program's functionality. Resolving import errors is crucial for maintaining smooth software operation and uninterrupted development processes.
How to Build a Module in Odoo 17 Using the Scaffold MethodCeline George
Odoo provides an option for creating a module by using a single line command. By using this command the user can make a whole structure of a module. It is very easy for a beginner to make a module. There is no need to make each file manually. This slide will show how to create a module using the scaffold method.
1. Mentoring [Lisa M. Faulkner] [Motivation, Teams, Coaching & Mentoring LMOL604[Regent University - Dr. Michael Hartsfield]
2. Introduction Mentoring by definition means to act as a teacher or counselor. In the mentor/mentee relationship the roles are sometimes interchanged. The mentoring interaction is also often left off the table in defining the mentoring depth and reach that accomplishes its aim. The latter proves beneficial to both mentor/mentee as their participation organically fulfills needs greater than those outlined in the organizational structure. However ironic, it is predominantly the organizational environment that brings the two together. This presentation examines organizational leader/follower dyads from inception to transition revealing the exchanges that facilitate mentor/mentee relationships.
3. How Mentoring Begins…“In leading, mentors focus on the qualities of wisdom and judgment.” –Dr. Shirley Peddy Leader/Follower Dyad I: Mentor: Nikki Hudson/Patient Access Supervisor Mentee: Regina Hameen/Coordinator for Patient Access Leader/Follower Dyad II: Mentor: Dr. Gwendolyn Harris/Principal Specialist Mentee: Dr. Robert Scotland/Administrator BOTH INTERVIEWS WITH THE DYADS REVEALED THE MENTORING PROCESS BEGINS BECAUSE OF ADMIRABLE QUALITIES BOTH THE MENTOR AND THE MENTEE SEE IN EACH OTHER. THE MENTOR IS A “LEARNING LEADER WHO FACILITATES A LEARNING PROCESS, RATHER THAN A GURU WHO PASSES DOWN “THE WORD” TO A FAVORED INDIVIDUAL” (Free Management Library, 1997) . THE MENTEE IS “COMMITTED TO EXPANDING THEIR CAPABILITIES” (Free Management Library, 1997)
4. Examples of Admirable Qualities DYAD I – Nikki & Regina Mentor noticed the following Qualities in Mentee: Leadership Skills Reliable Trustworthy Nikki said, “I noticed how others responded to her and how nurses even, would call and ask for her, sometimes before they asked for me.” Mentee noticed the following Qualities in Mentor: Independent Ethical Credible Regina said, “Nikki is younger than I am. I was married when I was her age but I would admire her and wonder if I presented myself the same way when I was her age.”
5. Examples of Admirable Qualities DYAD II – Dr. Harris & Dr. Scotland Mentor noticed the following qualities in Mentee: Calm Spirit Eloquence Professionalism Dr. Harris said, “His morals and standards were already set. It was the first time ever I didn’t have to express the importance of high standards.” Mentee noticed the following qualities in Mentor: Passionate Enthusiastic Encouraging Dr. Scotland said, “She brought a lot of energy to the environment…her spirit was contagious.”
6. How Mentoring Progresses… IN THE ORGANIZATIONAL DYADS REPRESENTED IN THIS PRESENTATIONTHE “MENTORING INTERACTIONS” FIRST WORKED TO FORM PROFESSIONAL BONDS THAT LEAD TO LIFE BONDS OF MUTUAL RESPECT. PEDDY SAYS, “THE ART IS TO TEACH GENTLY WITHOUT PHILOSPHIZING” (PEDDY 2001, P. 79)
7. Teaching Gently = Modeling BOTH MENTEES BELIEVE THEIR MENTORS TAUGHT THEM MORE THROUGH THEIR ACTIONS THAN THEIR WORDS. DYAD I – NIKKI & REGINA Regina says, “I pursued the position I’m in now because of Nikki…she walked me through all the new responsibilities. She is the best…she has your back and you can depend on her to help you to get the job done correctly, if you want to”. DYAD II – DR. HARRIS & DR. SCOTLAND Dr. Scotland says, “Our mutual bond came into fruition as I realized her level of professionalism and saw how she worked with others. Dr. Harris sets high expectations on everyone, including herself”.
8. LIFE BONDS THROUGH MENTORING“It doesn’t matter what part of your life you are in. It always helps to have someone with wisdom and experience to help you explore the situation and consider options realistically.” – Dr. Shirley Peddy DYAD I – NIKKI & REGINA Regina says, “Nikki may be the only person I talk to outside of work…and I work with about 40 people. She’s a good boss and a good person.” IS MENTORING ALWAYS A TEMPORARY RELATIONSHIP? REGINA THINKS NOT, “I call her a friend…we don’t talk about work when we talk outside. This is not a temporary relationship”. DYAD II – DR. HARRIS & DR. SCOTLAND SHOULD MENTORS KEEP STRICT BOUNDARIES? Dr. Harris says, “I can talk to him about anything. He has advised me spiritually and emotionally…I was the leader but I wasn’t always in charge. I would let my guard down to receive input from him”.
9. Succession or Surprise?The time a mentor spends encouraging, supporting, listening & lending obviously builds a stronger mentee, and a proud mentor. The new found strength brings every mentee to the transition stage. In some instances with a planned & expected succession in mind and in others Peddy states, "Occasionally, there is a battle of wills followed by an abrupt ending". The Dyads from these interviews present both.
23. Interview Questions For the Mentor What was it about the Mentee that made you particularly interested in working with him/her beyond the normal work requirements? did you warn them about any “inside information” or how to avoid certain “pitfalls”? what were some of those? what personal experiences did you share with them you believed would help them succeed? how did you know he/she could be trusted with confidential matters? when and how did you feel you had formed a common bond with him/her? what kind of expectations did you set for the mentee? were they higher than ones you set for others? if so, why? what are some ways you encouraged him/her? were there times you ever had to apologize to him/her? were there ever times you had to clarify your roles to the mentee? if so, why? have you learned lessons as well from the mentee? how have you helped him/her handle or address career or pay issues? this can be internally or externally? if you still work with the mentee, do you believe the mentoring relationship is temporary? if so, how do you see it transitioning? or if it has how did it transition?
24. Interview Questions for the mentee What was it about the Mentor that made you particularly interested in working with him/her beyond the normal work requirements? what made the mentor/leader more credible than others in your eyes? when and how did you feel you had formed a common bond with him/her? do you find your mentor/leader to be a good listener? do you feel they had empathy or sympathy for you in your work and/or life? do you feel your mentor/leader sets higher expectations for you than she does others? Explain. were there times you ever had to apologize to him/her? what were the circumstances? what lessons in particular have you learned from your mentor/leader? what kind of impact has your personal life had on your work and how did he/she help you through it? what are some ways you feel your mentor/leader has encouraged you? if you still work with the mentee, do you believe the mentoring relationship is temporary? if so, how do you see it transitioning? or if it has how did it transition?
25. REFERENCES Carpenter, D. Attracting Great Mentees - http://recession2008-2009.blogspot.com/2009/04/attracting-great-mentees.html Center for Coaching & Mentoring - http://www.coachingandmentoring.com/mentsurvey.htm Directory M Articles - http://articles.directorym.com/Qualified_Mentor-a973923.html Duffy, W. 2004. Celebrating the art of mentoring by sharing the gift of knowledge AORN Journal. http://findarticles.com/p/articles/mi_m0FSL/is_6_80/ai_n8579085/ Free Management Library – A Complete Integrated Library for Non-Profits & For Profits - http://www.sonic.net/~mfreeman/mentor/key.htm; http://www.sonic.net/~mfreeman/mentor/protchar.htm Leadership Development Services - Mentoring Relationships: 7 tips for coming to closure - http://www.leadservs.com/documents/article3.html Morton-Cooper, A. & Palmer. A.Mentoring, preceptorship and clinical supervision : a guide to professional support roles in clinical practice. Blackwell Publishing. 2000 Peddy, S. The art of mentoring: lead, follow and get out of the way. 2001. Houston: Bullion Books.
Editor's Notes
Nikki and Regina’s unique mentoring relationship proves “Mentoring is not a one-way street, however. It is not always a senior generation teaching a newer generation; it really is each generation teaching members of other generations. Having multiple generations in the workforce may complicate the mentoring process, but it also provides a wonderful opportunity for us to learn from several perspectives at once” (Duffy, 2004).
The interesting dynamic of “who finds who” or what qualities in the mentor and mentee that help to form the relationship are prevalent in this dyad model. They both saw elements maybe the other did not possess but admired. In Mentoring, preceptorship and clinical supervision : a guide to professional support roles in clinical practice,Morton-Cooper & Palmer, point outthe qualities for attracting a mentor “always concerns two interested parties, with the ability to form and sustain a working relationship”. And “although the qualities and skills that a mentor possessessare vital to the nature and effectiveness of the ensuing relationship, the qualities of the mentee also come into play when considering the unfolding of the resulting relationship”. Morton-Cooper & Palmer also explain other qualities found in this dyad, and others that potentially make a mentee attractive to a mentor: (1) Stand out in a crowd; (2) Demonstrate the potential to succeed; (3)Possess Adult Intimacy Capabilities.
A study of the “Attributes of Effective Mentoring Relationships” done at the Center for Coaching & Mentoring results support “that mentoring is a power free, two-way, mutually beneficial, learning situation where the mentor provides advice, shares knowledge and experiences, and teaches using a low pressure, self-discovery approach.”
DYAD I - Tim Knox, Entrepreneur, Author, Speaker, says “a successful mentor/mentee relationship should not be a temporary relationship, but one that is ongoing, that grows and evolves until the day you are no longer mentor and mentee, but peers”. DYAD II - In Dave Carpenter’s article, “Attracting Great Mentees” he wrote, “I am a strong believer that we perform roles in life best when we are skilled at both sides of the relationship. The best leaders also know how to be good followers. The best speakers know how to be great listeners. And, the best mentors know how to be a good mentee”.
An article from the Leadership Development Services - Mentoring Relationships: 7 tips for coming to closure notes, “The closure phase of the mentoring relationship presents the greatest challenge to individuals involved in the partnership. The reasons are many. Often, closure is fraught with anxiety and/or surprise. Even though closure may have been planned, relationships can end earlier than anticipated”.The mentee in this case recalls apologizing to the mentor for the way he handled the transition. Looking back he believes if he had “told her earlier, it would not have come as such a surprise”. Instead he announced his transition during its final stages. He believes an earlier admission would have allowed time for a better replacement and more acceptance of his transition.