Developing mentoring program

Developing Mentoring Program

wwwhumanikaconsultingcom

D E V E L O P I N G

P R O G R A M

wwwhumanikaconsultingcom

ldquoIn Greek mythology (The Odyssey) Mentor was a man who befriended and advised Telemachus the son of Odysseus The goddess Athena would assume Mentorrsquos form when she visited Telemachusrdquo

bull A mentor is an individual with expertise who can help develop the career of a mentee The mentor guides trains advises and promotes the career development of the mentee

bull A mentor is an experienced guide trustworthy advisor a personal champion a constructive critic a motivator a listener A mentor wants the proteacutegeacute to succeed

Mentoring schemes can support

bull Specifically identified groups

middot Development and workbased

bull Learning programmes

middot Individuals or organisations through change or transition

middot Improved effectiveness of organisations and individuals

Facilitated mentoring schemes may be introduced for a variety of reasons

bull Identify potential more effectively

bull Induct new staff more quickly

bull Improve the retention of staff

bull Encourage and support high flyers

bull Encourage and support ethnic minority and disadvantaged groups

bull Encourage and support women to break through the glass ceiling

bull Support selfdevelopment and workbased

bull Encourage and support mentoring in community initiatives such as mentoring capable but disadvantaged

bull Support organisational change

bull Encourage personal development

bull Help individuals cope with transitions such as moving into a new job or role

(Jones amp Jowett 1997)

Mentoring Functions in Career

Helping the mentee learn the ropes and prepare for career advancement

ndash Coaching

ndash Challenging assignments

ndash Exposure and visibility

ndash Protection

Mentoring Functions in Psychososial

Helping the mentee develop a sense of competence and clarity

of identity

ndash Role-Modeling

ndash Acceptance and confirmation

ndash Counseling

ndash Friendship

The Benefits of Mentoring

Values And Principles of Mentoring

bull Recognising that people are okay (Hay 1995) bull Realising that people can change and want to grow (Hay 1995) bull Understanding how people learn bull Recognising individual differences bull Empowering through personal and professional development bull Encouraging capability bull Developing competence bull Encouraging collaboration not competition bull Encouraging scholarship and a sense of enquiry bull Searching for new ideas theories and knowledge bull Equal opportunities in the organisation bull Reflecting on past experiences as a key to understanding bull Looking forward (Reflexion) and developing the ability to transfer learning and

apply it in new situations bull Realising that we can create our own meaning of mentoring (Hay 1995 amp Jowett

Shaw amp Tarbitt 1997)

Stages of Mentoring

INITIATION STAGE

CULTIVATION STAGE

SEPERATION STAGE

REDEFINITION STAGE

Outcomes of Relationship

Mentor Protege Institution

Initiation Stage

bull Initiation is the phase where the mentoring relationship is established

bull Mentors and proteacutegeacutes introduce themselves define goals and begin sharing information Two-way learning takes place in this phase

bull It is a shorter phase of the mentoring relationship

Mentoring Checklists

bull Why have I become a mentormentee bull What do I offer what do I want bull What significant issues might arise bull What do I feel strongly about bull Which are the areas where I prefer my mentormentee to

lsquomatchrsquo me over which I am neutral which I would like us to be different

bull What about issues of trust and respect bull What are my own psychological personal thinking working

styles bull How do they affect the way I interact with others bull What mentoring skills do I want my mentor to have bull How much time will we have bull Where will we meet bull What mutual contacts are we likely to have How might that

affect the mentoring bull What is my attitude towards self development bull Who has been mentor to me What did I gain bull Who else is involved in this process (eg senior management

Human Resource Divisionmenteersquos manager)

Hay (1995)

Cultivation Stage

bull Cultivation begins as the mentor provides advice and guidance to the proteacutegeacute

bull The proteacutegeacute will develop skills and gain a broader understanding of his or her role career path and professional development

bull The proteacutegeacute works toward a goal and the mentor supports the proteacutegeacute in their efforts

Example Review Questions (1)



Separation Stages

bull Goals will be reached Knowledge will be shared Priorities and availability may change

bull The time will come for the mentoring relationship to come to an end

bull It may be initiated by either the mentor or the proteacutegeacute or it could be by mutual decision

bull During this phase open and honest communication is critical and will help the individuals move through this transition stage

bull Two-way communication and learning that was established during the initiation phase can help support the two-way communication that should occur during this phase

Reasons for ending include

bull Schemeprojectplacement completes its term

bull One or other partner moves away to another job or role

bull Inappropriate matching bull Personality clashlack of

bonding bull The relationship is not fulfilling

the needs particularly of the mentee

bull Partners do not fulfil their commitment to turn up for meetings

Redifinition Stage

bull The mentor and proteacutegeacute roles will not exist indefinitely

bull Two professionals will become more like peers

bull This last phase of the mentoring relationship aims to redefine the roles of the individuals into a new professional relationship that may continue indefinitely

Learning Process

4 stages in the learning cycle (Lewis 1996)

The Activist who is comfortable at the experience stage and enjoys getting involved in new experiences and doing things The Reflector who likes to take time and think things through from various angles before acting The Theorist who assimilates integrates synthesises information into rational schemes systems theories principles logic or concepts for explanation The Pragmatist who values new ideas wants to see if they work in practice and enjoys problem solving

Mentoring skills

A Mentor is teacher educator

translator and decoder

confidante organisational culture and values

counsellor interpreter

motivator

time manager

facilitator middot planner

coach

problemsolver

friend

catalyst

adviser

diagnostician

critic energiser

guide

expert

sounding board taskmaster

sponsor

devilrsquos advocate

learning consultant

protector process consultant

role model

target setter

Good Mentoring Set Specific Realistic Goals and Deliverables

bull Many agencies manage by milestones

bull Setting specific goals deliverables and promotes concrete activity

bull Achieving modest short term goals promotes sense of progress

bull Frequent review of goals and timeline is a valuable reality check allows for adjustments and re-focusing

Mentoring Scheme (Conway 1994)

Building Contract

Contracting can be viewed as having four components (Hay 1995)

bull The procedural contract

bull The professional contract

bull The personal contract

bull The psychological contract

Mentee Needs

bull Guidance in a general or specific professional area

bull Series of questions or issues

bull Broad career development

bull Early career development

bull Ethical and moral guidance

bull Assistance in navigating professional seings institutions structures and politics

bull Professional identity development guidance

Advice to Potential Mentees

bull Get mentors Internal mentors help with current organizational issues External mentors help with larger career issues and future organizational moves

bull One mentor is unlikely to fulfill all developmental needs

bull Be proactive bull Adopt a learning orientation bull Set SMART developmental goals

ndash Specific ndash Measurable ndash Attainable

Role of Mentees

bull Seek counsel and advice not a supervisor who directs actions

bull Be aware of potential pitfalls Overbearing mentor mentor exploitation of menteersquos work

bull Be sensitive to the difference between asking for helpadvice from your mentor and demanding favors from your mentor

bull Synthesize lessons learned from all mentors ndash become your own person

bull Recognize dynamics of relationship

Advice to Potential Mentors

bull Recognize that mentee may be uncomfortable

asking for help ndash break ice by sharing some of your

career experiences

bull Stay in your zone of expertiseexperience

bull Be clear that mentee sets pace of relationship

bull Advise do not manage

bull Extend menteersquos developmental network ndash suggest

additional mentors to address unique needs

Roles and Characteristics of Mentors

bull Acts as an experienced role model bull Provides acceptance encouragement and moral support bull Provides wisdom advice counsel coaching bull Acts as a sponsor in professional organizations supports networking bull efforts bull Assists with the navigation of professional se1048884 ings institutions structures bull and politics bull Facilitates professional development bull Challenges and encourages appropriately to facilitate growth bull Provides nourishment caring and protection bull Integrates professional support with other areas such as faith bull family and community bull Accepts assistance from mentee in mentorrsquos professional bull responsibilities within appropriate limits bull Enjoys the opportunity to pass on their wisdom and knowledge bull and collaboration with early career professionals

Mentor Attributes

Positive bull Available

bull Intelligent

bull Challenging

bull Innovative

bull Invites to Field

bull Personable

bull Renowned

bull Enjoys Mentoring

bull Sets clear goals

bull Has necessary lab resources

bull Attends conferences with students

Negative bull Unavailable bull Poor Feedback bull Insensitive bull Arrogant bull Disorganized bull Not funded bull Fails to offer constructive

criticism bull Expects too much bull Overworked bull Overly protective

bull Willing to spend extra time with students

bull Offers opportunities for community outreach

bull Similar political views

Good Mentor

Relationship Types

bull Established career and early career bull Professor to student bull Professional to professional bull Peer mentoring (same developmental

level with specific bull experiential differences) bull Friendship bull Parent-like features can be present bull Task-focused versus relationship-based bull Daily contact versus less frequent contact bull Short- versus long-term mentorships bull Collegial collaborations

Advice for New Mentors

bull Be a good listener

bull Build a relationship

bull Donrsquot abuse your authority

bull Foster independence

bull Provide introductions

bull Be constructive

bull Find your own mentors

Four Potential Dysfunctions in Mentoring Relationships

Psychosocial Career-related

Bad intent toward other

Negative Relations (bullies enemies)

Sabotage (revenge silent treatment career damage)

Good intent toward other

Difficulty (conflict binds)

Spoiling (betrayal regret mentor off fast track)

Scandura T A (1998)

Emerson writes

ldquo(A mentor) is a mind that startles us that elevates our feelings by sharing our views of liferdquo

Differences Between Coaching amp Mentoring

Coaching Mentoring

Goals To correct To support and

guide

Initiative The coach The mentee

Focus Immediate

situation

Long-term

Roles Heavy on

telling

Heavy on listening

TRADITIONAL MENTORING VS DEVELOPMENTAL ALLIANCE

Traditional

1 The mentor is more influential and hierarchically senior

2 The mentor gives the proteacutegeacute receives the organization benefits

Developmental Alliance

1 The mentor is more experienced in issues relevant to menteersquos learning needs

2 A process of mutual growth

Traditional

3 The mentor actively champions and promotes the cause of the proteacutegeacute

4 The mentor gives the proteacutegeacute the benefit of their wisdom


3 The mentor helps the mentee to things for themselves

4 The mentor helps the mentee develop their own wisdom


Traditional

5 The mentor steers the proteacutegeacute through the acquisition of experience and resources

6 The primary objective is career success


5 The mentor helps the mentee towards personal insights from which they can steer their own development

6 The primary objective is personal development


Traditional

7 Good advice is central to the success of the relationship

8 Social exchange emphasizes loyalty


7 Good questions are central to the success of the relationship

8 The social exchange emphasis learning


Formal Mentoring Programs

bull Program length is specified bull Purpose of program is to help early career psychologists

establish and develop their careers bull Program participation is voluntary bull Matching of mentors and mentees uses input from

participants ndash Interest areas in psychology ndash Demographics ndash Experiences


bull Advocate developmental networks bull Monitoring program Relationships should end as soon as

they become dysfunctional bull Evaluation of program bull Little research on formal mentoring programs Available

research supports informal mentoring as a stronger relationship with better outcomes No current research examining quality of formal mentoring programs and their outcomes

(Wanberg Welsh amp Hezlett 2003)

Developer

is org

superior to

the mentee

Developer

is org peer

to the

mentee

Developer

is org

subordinae

to the

mentee

Demo-

graphic

match

Profess-

ional

Interest

area

match

Geograph-

ical

location

match

Career-related Coaching mentee

with strategies for meeting job

expectations

+ +

- -

-

0

+

0

0 Career-related Challenging mentee

with stretch assignmentsgoals

-

0

+

Career-related Enhancing the

menteersquos exposure and visibility

+

+

+

-

+

+

+

Career-related Protection of mentee

from potentially negative contacts

with other org members

+

+

+

+

+

Career-related Sponsorship of

menteersquos career development

+

-

- 0

0

0

Psychosocial Role Modeling

+ +

+ +

-

+

+ + +

+

Psychosocial Counseling with work

relationships

+

+

+

Psychosocial Counseling on

developing workcareer-related

competencies

+

0

+

-

0

0

0

Psychosocial Counseling with work-

family balance

0

+

0

+

Psychosocial General acceptance

and confirmation +

+

+

+

+

+

Matrix of Types of

Developers and Development

Functions in Organizational

Socialization

(Chao in press)

ldquo+rdquo= likely function for this type of developer ldquo0rdquo = possible function for this type of developer ldquo-rdquo = unlikely function for this type of developer

Meetings bull Regular meeting schedule bull Set agenda for meetings bull Know what is expected of you bull Actively inform what you are doing bull Listen actively bull Ask questions

bull Ways to make it work ndash Clear roles and expectations ndash Good relationship among mentors ndash Complementary experience bull Potential problems ndash Unclear expectations ndash Disagreement or competition ndash Inefficientoverlap

Multiple Mentors Necessity

Distance Mentoring

bull How to use e-mail ndash Use e-mail to set up meetings (face-to-

face or phone) clarify plansgoals pose non-time urgent questions review plans maintain contact

ndash Donrsquot use e-mail to give critical or complex feedback provide impressions of otherrsquos behavior provide impressions of third parties exchange sensitive information

Distance Mentoring

bull Communication Challenges

ndash Listen for nonverbal cues (eg pregnant pauses voice tone tempo volume)

ndash Push for specific information clarify meanings

ndash Summarize agreements

POTENTIAL PROBLEM AREAS

Mismatch of mentormentee

bull Mismatch of expectations

bull Reluctant mentormentee

bull Over zealous mentee

bull Relationship not valued in the organisation

bull Gender mismatch

bull Cultural mismatch

bull Race mismatch

bull Emotional involvement

Broken confidentiality Conflicting roles manager assessormentor Impact on others Obstructions fromconflicts of others eg mentees line manager colleagues partners Parametersboundaries not agreed in advance

Other Problems (NBS 1999)

bull Personal incompatibility of mentor and mentee

bull Frustration of time constraintsworkload

bull Impact of shift pattern and difficulty with access between mentormentee

bull Difficulty in sustaining sufficient numbers of mentors bull Danger that mentorship becomes a paper exercise bull Lack of cooperation bull from colleagues

Problems With Cross-Gender Mentoring

bull Most common form of business mentoring

male mentor and male mentee

bull Other forms ndash Male mentor and female mentee

(most common)

ndash Female mentor and male mentee

ndash Female mentor and female mentee (rare)

Advice for Same-Gender and Cross-Gender Mentoring

bull Keep relationship professional

bull Be sensitive to other peoplersquos reactions and

potential rumors

bull Avoid perception of personal relationship

ndash Meet in public venues

ndash Transparency of relationship

After the Program Ends

bull Many relationships come to a natural end when a mentee learns enough to be independent from specific mentors

bull New mentoring relationships with others may be more beneficial than continuing an exhausted relationship

bull Program end may not mean the end of the relationship ndash informal mentoring can continue if both parties agree

bull Pilot program will assess how mentoring met needs of both mentees and mentors

The APArsquos Ethical Principles of Psychologists and Code of Conduct five general principles and 10 standards (APA 2002)

bull Beneficence and Nonmaleficence

bull Fidelity and Responsibility

bull Integrity

bull Justice

bull Respect for Peoplersquos Rights and Dignity

Advantages of Mentoring

bull Advantages for the mentee ndash Career advancement ndash Salary ndash Organizationalprofessional identification

bull Advantages for the mentor ndash Career enhancement ndash ldquoPassing the torch to a new generationrdquo ndash Learning from mentee ndash new technologies new

developments important features of next generation

Disadvantages of Mentoring

bull Disadvantages for the mentee ndash Overdependence on the mentor ndash Micro-management from the

mentor ndash Negative halo from mentor who

fails bull Disadvantages for the mentor

ndash Mentee dependence on mentor ndash Time energy commitment to

mentee ndash Negative halo from mentee who

fails

ldquoIn Greek mythology (The Odyssey) Mentor was a man who befriended and advised Telemachus the son of Odysseus The goddess Athena would assume Mentorrsquos form when she visited Telemachusrdquo
























ndash Coaching



ndash Protection



of identity

ndash Role-Modeling


ndash Counseling

ndash Friendship






Stages of Mentoring

INITIATION STAGE

CULTIVATION STAGE

SEPERATION STAGE

REDEFINITION STAGE



Initiation Stage











Hay (1995)

Cultivation Stage







Separation Stages













Redifinition Stage




Learning Process



Mentoring skills





motivator

time manager


coach

problemsolver

friend

catalyst

adviser

diagnostician

critic energiser

guide

expert


sponsor


learning consultant


role model

target setter







Building Contract






Mentee Needs













Role of Mentees









career experiences








Mentor Attributes


bull Intelligent

bull Challenging

bull Innovative


bull Personable

bull Renowned










Good Mentor

Relationship Types



















Scandura T A (1998)

Emerson writes



Coaching Mentoring


guide


Focus Immediate

situation

Long-term

Roles Heavy on

telling

Heavy on listening


Traditional






Traditional







Traditional







Traditional
















Developer

is org

superior to

the mentee

Developer

is org peer

to the

mentee

Developer

is org

subordinae

to the

mentee

Demo-

graphic

match

Profess-

ional

Interest

area

match

Geograph-

ical

location

match



expectations

+ +

- -

-

0

+

0



-

0

+



+

+

+

-

+

+

+




+

+

+

+

+



+

-

- 0

0

0


+ +

+ +

-

+

+ + +

+


relationships

+

+

+



competencies

+

0

+

-

0

0

0


family balance

0

+

0

+


and confirmation +

+

+

+

+

+

Matrix of Types of



Socialization

(Chao in press)





Distance Mentoring




Distance Mentoring













bull Race mismatch












(most common)






potential rumors












bull Integrity

bull Justice












fails
























ndash Coaching



ndash Protection



of identity

ndash Role-Modeling


ndash Counseling

ndash Friendship






Stages of Mentoring

INITIATION STAGE

CULTIVATION STAGE

SEPERATION STAGE

REDEFINITION STAGE



Initiation Stage











Hay (1995)

Cultivation Stage







Separation Stages













Redifinition Stage




Learning Process



Mentoring skills





motivator

time manager


coach

problemsolver

friend

catalyst

adviser

diagnostician

critic energiser

guide

expert


sponsor


learning consultant


role model

target setter







Building Contract






Mentee Needs













Role of Mentees









career experiences








Mentor Attributes


bull Intelligent

bull Challenging

bull Innovative


bull Personable

bull Renowned










Good Mentor

Relationship Types



















Scandura T A (1998)

Emerson writes



Coaching Mentoring


guide


Focus Immediate

situation

Long-term

Roles Heavy on

telling

Heavy on listening


Traditional






Traditional







Traditional







Traditional
















Developer

is org

superior to

the mentee

Developer

is org peer

to the

mentee

Developer

is org

subordinae

to the

mentee

Demo-

graphic

match

Profess-

ional

Interest

area

match

Geograph-

ical

location

match



expectations

+ +

- -

-

0

+

0



-

0

+



+

+

+

-

+

+

+




+

+

+

+

+



+

-

- 0

0

0


+ +

+ +

-

+

+ + +

+


relationships

+

+

+



competencies

+

0

+

-

0

0

0


family balance

0

+

0

+


and confirmation +

+

+

+

+

+

Matrix of Types of



Socialization

(Chao in press)





Distance Mentoring




Distance Mentoring













bull Race mismatch












(most common)






potential rumors












bull Integrity

bull Justice












fails






















ndash Coaching



ndash Protection



of identity

ndash Role-Modeling


ndash Counseling

ndash Friendship






Stages of Mentoring

INITIATION STAGE

CULTIVATION STAGE

SEPERATION STAGE

REDEFINITION STAGE



Initiation Stage











Hay (1995)

Cultivation Stage







Separation Stages













Redifinition Stage




Learning Process



Mentoring skills





motivator

time manager


coach

problemsolver

friend

catalyst

adviser

diagnostician

critic energiser

guide

expert


sponsor


learning consultant


role model

target setter







Building Contract






Mentee Needs













Role of Mentees









career experiences








Mentor Attributes


bull Intelligent

bull Challenging

bull Innovative


bull Personable

bull Renowned










Good Mentor

Relationship Types



















Scandura T A (1998)

Emerson writes



Coaching Mentoring


guide


Focus Immediate

situation

Long-term

Roles Heavy on

telling

Heavy on listening


Traditional






Traditional







Traditional







Traditional
















Developer

is org

superior to

the mentee

Developer

is org peer

to the

mentee

Developer

is org

subordinae

to the

mentee

Demo-

graphic

match

Profess-

ional

Interest

area

match

Geograph-

ical

location

match



expectations

+ +

- -

-

0

+

0



-

0

+



+

+

+

-

+

+

+




+

+

+

+

+



+

-

- 0

0

0


+ +

+ +

-

+

+ + +

+


relationships

+

+

+



competencies

+

0

+

-

0

0

0


family balance

0

+

0

+


and confirmation +

+

+

+

+

+

Matrix of Types of



Socialization

(Chao in press)





Distance Mentoring




Distance Mentoring













bull Race mismatch












(most common)






potential rumors












bull Integrity

bull Justice












fails
















ndash Coaching



ndash Protection



of identity

ndash Role-Modeling


ndash Counseling

ndash Friendship






Stages of Mentoring

INITIATION STAGE

CULTIVATION STAGE

SEPERATION STAGE

REDEFINITION STAGE



Initiation Stage











Hay (1995)

Cultivation Stage







Separation Stages













Redifinition Stage




Learning Process



Mentoring skills





motivator

time manager


coach

problemsolver

friend

catalyst

adviser

diagnostician

critic energiser

guide

expert


sponsor


learning consultant


role model

target setter







Building Contract






Mentee Needs













Role of Mentees









career experiences








Mentor Attributes


bull Intelligent

bull Challenging

bull Innovative


bull Personable

bull Renowned










Good Mentor

Relationship Types



















Scandura T A (1998)

Emerson writes



Coaching Mentoring


guide


Focus Immediate

situation

Long-term

Roles Heavy on

telling

Heavy on listening


Traditional






Traditional







Traditional







Traditional
















Developer

is org

superior to

the mentee

Developer

is org peer

to the

mentee

Developer

is org

subordinae

to the

mentee

Demo-

graphic

match

Profess-

ional

Interest

area

match

Geograph-

ical

location

match



expectations

+ +

- -

-

0

+

0



-

0

+



+

+

+

-

+

+

+




+

+

+

+

+



+

-

- 0

0

0


+ +

+ +

-

+

+ + +

+


relationships

+

+

+



competencies

+

0

+

-

0

0

0


family balance

0

+

0

+


and confirmation +

+

+

+

+

+

Matrix of Types of



Socialization

(Chao in press)





Distance Mentoring




Distance Mentoring













bull Race mismatch












(most common)






potential rumors












bull Integrity

bull Justice












fails



ndash Coaching



ndash Protection



of identity

ndash Role-Modeling


ndash Counseling

ndash Friendship






Stages of Mentoring

INITIATION STAGE

CULTIVATION STAGE

SEPERATION STAGE

REDEFINITION STAGE



Initiation Stage











Hay (1995)

Cultivation Stage







Separation Stages













Redifinition Stage




Learning Process



Mentoring skills





motivator

time manager


coach

problemsolver

friend

catalyst

adviser

diagnostician

critic energiser

guide

expert


sponsor


learning consultant


role model

target setter







Building Contract






Mentee Needs













Role of Mentees









career experiences








Mentor Attributes


bull Intelligent

bull Challenging

bull Innovative


bull Personable

bull Renowned










Good Mentor

Relationship Types



















Scandura T A (1998)

Emerson writes



Coaching Mentoring


guide


Focus Immediate

situation

Long-term

Roles Heavy on

telling

Heavy on listening


Traditional






Traditional







Traditional







Traditional
















Developer

is org

superior to

the mentee

Developer

is org peer

to the

mentee

Developer

is org

subordinae

to the

mentee

Demo-

graphic

match

Profess-

ional

Interest

area

match

Geograph-

ical

location

match



expectations

+ +

- -

-

0

+

0



-

0

+



+

+

+

-

+

+

+




+

+

+

+

+



+

-

- 0

0

0


+ +

+ +

-

+

+ + +

+


relationships

+

+

+



competencies

+

0

+

-

0

0

0


family balance

0

+

0

+


and confirmation +

+

+

+

+

+

Matrix of Types of



Socialization

(Chao in press)





Distance Mentoring




Distance Mentoring













bull Race mismatch












(most common)






potential rumors












bull Integrity

bull Justice












fails



of identity

ndash Role-Modeling


ndash Counseling

ndash Friendship






Stages of Mentoring

INITIATION STAGE

CULTIVATION STAGE

SEPERATION STAGE

REDEFINITION STAGE



Initiation Stage











Hay (1995)

Cultivation Stage







Separation Stages













Redifinition Stage




Learning Process



Mentoring skills





motivator

time manager


coach

problemsolver

friend

catalyst

adviser

diagnostician

critic energiser

guide

expert


sponsor


learning consultant


role model

target setter







Building Contract






Mentee Needs













Role of Mentees









career experiences








Mentor Attributes


bull Intelligent

bull Challenging

bull Innovative


bull Personable

bull Renowned










Good Mentor

Relationship Types



















Scandura T A (1998)

Emerson writes



Coaching Mentoring


guide


Focus Immediate

situation

Long-term

Roles Heavy on

telling

Heavy on listening


Traditional






Traditional







Traditional







Traditional
















Developer

is org

superior to

the mentee

Developer

is org peer

to the

mentee

Developer

is org

subordinae

to the

mentee

Demo-

graphic

match

Profess-

ional

Interest

area

match

Geograph-

ical

location

match



expectations

+ +

- -

-

0

+

0



-

0

+



+

+

+

-

+

+

+




+

+

+

+

+



+

-

- 0

0

0


+ +

+ +

-

+

+ + +

+


relationships

+

+

+



competencies

+

0

+

-

0

0

0


family balance

0

+

0

+


and confirmation +

+

+

+

+

+

Matrix of Types of



Socialization

(Chao in press)





Distance Mentoring




Distance Mentoring













bull Race mismatch












(most common)






potential rumors












bull Integrity

bull Justice












fails






Stages of Mentoring

INITIATION STAGE

CULTIVATION STAGE

SEPERATION STAGE

REDEFINITION STAGE



Initiation Stage











Hay (1995)

Cultivation Stage







Separation Stages













Redifinition Stage




Learning Process



Mentoring skills





motivator

time manager


coach

problemsolver

friend

catalyst

adviser

diagnostician

critic energiser

guide

expert


sponsor


learning consultant


role model

target setter







Building Contract






Mentee Needs













Role of Mentees









career experiences








Mentor Attributes


bull Intelligent

bull Challenging

bull Innovative


bull Personable

bull Renowned










Good Mentor

Relationship Types



















Scandura T A (1998)

Emerson writes



Coaching Mentoring


guide


Focus Immediate

situation

Long-term

Roles Heavy on

telling

Heavy on listening


Traditional






Traditional







Traditional







Traditional
















Developer

is org

superior to

the mentee

Developer

is org peer

to the

mentee

Developer

is org

subordinae

to the

mentee

Demo-

graphic

match

Profess-

ional

Interest

area

match

Geograph-

ical

location

match



expectations

+ +

- -

-

0

+

0



-

0

+



+

+

+

-

+

+

+




+

+

+

+

+



+

-

- 0

0

0


+ +

+ +

-

+

+ + +

+


relationships

+

+

+



competencies

+

0

+

-

0

0

0


family balance

0

+

0

+


and confirmation +

+

+

+

+

+

Matrix of Types of



Socialization

(Chao in press)





Distance Mentoring




Distance Mentoring













bull Race mismatch












(most common)






potential rumors












bull Integrity

bull Justice












fails





Stages of Mentoring

INITIATION STAGE

CULTIVATION STAGE

SEPERATION STAGE

REDEFINITION STAGE



Initiation Stage











Hay (1995)

Cultivation Stage







Separation Stages













Redifinition Stage




Learning Process



Mentoring skills





motivator

time manager


coach

problemsolver

friend

catalyst

adviser

diagnostician

critic energiser

guide

expert


sponsor


learning consultant


role model

target setter







Building Contract






Mentee Needs













Role of Mentees









career experiences








Mentor Attributes


bull Intelligent

bull Challenging

bull Innovative


bull Personable

bull Renowned










Good Mentor

Relationship Types



















Scandura T A (1998)

Emerson writes



Coaching Mentoring


guide


Focus Immediate

situation

Long-term

Roles Heavy on

telling

Heavy on listening


Traditional






Traditional







Traditional







Traditional
















Developer

is org

superior to

the mentee

Developer

is org peer

to the

mentee

Developer

is org

subordinae

to the

mentee

Demo-

graphic

match

Profess-

ional

Interest

area

match

Geograph-

ical

location

match



expectations

+ +

- -

-

0

+

0



-

0

+



+

+

+

-

+

+

+




+

+

+

+

+



+

-

- 0

0

0


+ +

+ +

-

+

+ + +

+


relationships

+

+

+



competencies

+

0

+

-

0

0

0


family balance

0

+

0

+


and confirmation +

+

+

+

+

+

Matrix of Types of



Socialization

(Chao in press)





Distance Mentoring




Distance Mentoring













bull Race mismatch












(most common)






potential rumors












bull Integrity

bull Justice












fails

Stages of Mentoring

INITIATION STAGE

CULTIVATION STAGE

SEPERATION STAGE

REDEFINITION STAGE



Initiation Stage











Hay (1995)

Cultivation Stage







Separation Stages













Redifinition Stage




Learning Process



Mentoring skills





motivator

time manager


coach

problemsolver

friend

catalyst

adviser

diagnostician

critic energiser

guide

expert


sponsor


learning consultant


role model

target setter







Building Contract






Mentee Needs













Role of Mentees









career experiences








Mentor Attributes


bull Intelligent

bull Challenging

bull Innovative


bull Personable

bull Renowned










Good Mentor

Relationship Types



















Scandura T A (1998)

Emerson writes



Coaching Mentoring


guide


Focus Immediate

situation

Long-term

Roles Heavy on

telling

Heavy on listening


Traditional






Traditional







Traditional







Traditional
















Developer

is org

superior to

the mentee

Developer

is org peer

to the

mentee

Developer

is org

subordinae

to the

mentee

Demo-

graphic

match

Profess-

ional

Interest

area

match

Geograph-

ical

location

match



expectations

+ +

- -

-

0

+

0



-

0

+



+

+

+

-

+

+

+




+

+

+

+

+



+

-

- 0

0

0


+ +

+ +

-

+

+ + +

+


relationships

+

+

+



competencies

+

0

+

-

0

0

0


family balance

0

+

0

+


and confirmation +

+

+

+

+

+

Matrix of Types of



Socialization

(Chao in press)





Distance Mentoring




Distance Mentoring













bull Race mismatch












(most common)






potential rumors












bull Integrity

bull Justice












fails

Initiation Stage











Hay (1995)

Cultivation Stage







Separation Stages













Redifinition Stage




Learning Process



Mentoring skills





motivator

time manager


coach

problemsolver

friend

catalyst

adviser

diagnostician

critic energiser

guide

expert


sponsor


learning consultant


role model

target setter







Building Contract






Mentee Needs













Role of Mentees









career experiences








Mentor Attributes


bull Intelligent

bull Challenging

bull Innovative


bull Personable

bull Renowned










Good Mentor

Relationship Types



















Scandura T A (1998)

Emerson writes



Coaching Mentoring


guide


Focus Immediate

situation

Long-term

Roles Heavy on

telling

Heavy on listening


Traditional






Traditional







Traditional







Traditional
















Developer

is org

superior to

the mentee

Developer

is org peer

to the

mentee

Developer

is org

subordinae

to the

mentee

Demo-

graphic

match

Profess-

ional

Interest

area

match

Geograph-

ical

location

match



expectations

+ +

- -

-

0

+

0



-

0

+



+

+

+

-

+

+

+




+

+

+

+

+



+

-

- 0

0

0


+ +

+ +

-

+

+ + +

+


relationships

+

+

+



competencies

+

0

+

-

0

0

0


family balance

0

+

0

+


and confirmation +

+

+

+

+

+

Matrix of Types of



Socialization

(Chao in press)





Distance Mentoring




Distance Mentoring













bull Race mismatch












(most common)






potential rumors












bull Integrity

bull Justice












fails








Hay (1995)

Cultivation Stage







Separation Stages













Redifinition Stage




Learning Process



Mentoring skills





motivator

time manager


coach

problemsolver

friend

catalyst

adviser

diagnostician

critic energiser

guide

expert


sponsor


learning consultant


role model

target setter







Building Contract






Mentee Needs













Role of Mentees









career experiences








Mentor Attributes


bull Intelligent

bull Challenging

bull Innovative


bull Personable

bull Renowned










Good Mentor

Relationship Types



















Scandura T A (1998)

Emerson writes



Coaching Mentoring


guide


Focus Immediate

situation

Long-term

Roles Heavy on

telling

Heavy on listening


Traditional






Traditional







Traditional







Traditional
















Developer

is org

superior to

the mentee

Developer

is org peer

to the

mentee

Developer

is org

subordinae

to the

mentee

Demo-

graphic

match

Profess-

ional

Interest

area

match

Geograph-

ical

location

match



expectations

+ +

- -

-

0

+

0



-

0

+



+

+

+

-

+

+

+




+

+

+

+

+



+

-

- 0

0

0


+ +

+ +

-

+

+ + +

+


relationships

+

+

+



competencies

+

0

+

-

0

0

0


family balance

0

+

0

+


and confirmation +

+

+

+

+

+

Matrix of Types of



Socialization

(Chao in press)





Distance Mentoring




Distance Mentoring













bull Race mismatch












(most common)






potential rumors












bull Integrity

bull Justice












fails

Cultivation Stage







Separation Stages













Redifinition Stage




Learning Process



Mentoring skills





motivator

time manager


coach

problemsolver

friend

catalyst

adviser

diagnostician

critic energiser

guide

expert


sponsor


learning consultant


role model

target setter







Building Contract






Mentee Needs













Role of Mentees









career experiences








Mentor Attributes


bull Intelligent

bull Challenging

bull Innovative


bull Personable

bull Renowned










Good Mentor

Relationship Types



















Scandura T A (1998)

Emerson writes



Coaching Mentoring


guide


Focus Immediate

situation

Long-term

Roles Heavy on

telling

Heavy on listening


Traditional






Traditional







Traditional







Traditional
















Developer

is org

superior to

the mentee

Developer

is org peer

to the

mentee

Developer

is org

subordinae

to the

mentee

Demo-

graphic

match

Profess-

ional

Interest

area

match

Geograph-

ical

location

match



expectations

+ +

- -

-

0

+

0



-

0

+



+

+

+

-

+

+

+




+

+

+

+

+



+

-

- 0

0

0


+ +

+ +

-

+

+ + +

+


relationships

+

+

+



competencies

+

0

+

-

0

0

0


family balance

0

+

0

+


and confirmation +

+

+

+

+

+

Matrix of Types of



Socialization

(Chao in press)





Distance Mentoring




Distance Mentoring













bull Race mismatch












(most common)






potential rumors












bull Integrity

bull Justice












fails




Separation Stages













Redifinition Stage




Learning Process



Mentoring skills





motivator

time manager


coach

problemsolver

friend

catalyst

adviser

diagnostician

critic energiser

guide

expert


sponsor


learning consultant


role model

target setter







Building Contract






Mentee Needs













Role of Mentees









career experiences








Mentor Attributes


bull Intelligent

bull Challenging

bull Innovative


bull Personable

bull Renowned










Good Mentor

Relationship Types



















Scandura T A (1998)

Emerson writes



Coaching Mentoring


guide


Focus Immediate

situation

Long-term

Roles Heavy on

telling

Heavy on listening


Traditional






Traditional







Traditional







Traditional
















Developer

is org

superior to

the mentee

Developer

is org peer

to the

mentee

Developer

is org

subordinae

to the

mentee

Demo-

graphic

match

Profess-

ional

Interest

area

match

Geograph-

ical

location

match



expectations

+ +

- -

-

0

+

0



-

0

+



+

+

+

-

+

+

+




+

+

+

+

+



+

-

- 0

0

0


+ +

+ +

-

+

+ + +

+


relationships

+

+

+



competencies

+

0

+

-

0

0

0


family balance

0

+

0

+


and confirmation +

+

+

+

+

+

Matrix of Types of



Socialization

(Chao in press)





Distance Mentoring




Distance Mentoring













bull Race mismatch












(most common)






potential rumors












bull Integrity

bull Justice












fails



Separation Stages













Redifinition Stage




Learning Process



Mentoring skills





motivator

time manager


coach

problemsolver

friend

catalyst

adviser

diagnostician

critic energiser

guide

expert


sponsor


learning consultant


role model

target setter







Building Contract






Mentee Needs













Role of Mentees









career experiences








Mentor Attributes


bull Intelligent

bull Challenging

bull Innovative


bull Personable

bull Renowned










Good Mentor

Relationship Types



















Scandura T A (1998)

Emerson writes



Coaching Mentoring


guide


Focus Immediate

situation

Long-term

Roles Heavy on

telling

Heavy on listening


Traditional






Traditional







Traditional







Traditional
















Developer

is org

superior to

the mentee

Developer

is org peer

to the

mentee

Developer

is org

subordinae

to the

mentee

Demo-

graphic

match

Profess-

ional

Interest

area

match

Geograph-

ical

location

match



expectations

+ +

- -

-

0

+

0



-

0

+



+

+

+

-

+

+

+




+

+

+

+

+



+

-

- 0

0

0


+ +

+ +

-

+

+ + +

+


relationships

+

+

+



competencies

+

0

+

-

0

0

0


family balance

0

+

0

+


and confirmation +

+

+

+

+

+

Matrix of Types of



Socialization

(Chao in press)





Distance Mentoring




Distance Mentoring













bull Race mismatch












(most common)






potential rumors












bull Integrity

bull Justice












fails


Separation Stages













Redifinition Stage




Learning Process



Mentoring skills





motivator

time manager


coach

problemsolver

friend

catalyst

adviser

diagnostician

critic energiser

guide

expert


sponsor


learning consultant


role model

target setter







Building Contract






Mentee Needs













Role of Mentees









career experiences








Mentor Attributes


bull Intelligent

bull Challenging

bull Innovative


bull Personable

bull Renowned










Good Mentor

Relationship Types



















Scandura T A (1998)

Emerson writes



Coaching Mentoring


guide


Focus Immediate

situation

Long-term

Roles Heavy on

telling

Heavy on listening


Traditional






Traditional







Traditional







Traditional
















Developer

is org

superior to

the mentee

Developer

is org peer

to the

mentee

Developer

is org

subordinae

to the

mentee

Demo-

graphic

match

Profess-

ional

Interest

area

match

Geograph-

ical

location

match



expectations

+ +

- -

-

0

+

0



-

0

+



+

+

+

-

+

+

+




+

+

+

+

+



+

-

- 0

0

0


+ +

+ +

-

+

+ + +

+


relationships

+

+

+



competencies

+

0

+

-

0

0

0


family balance

0

+

0

+


and confirmation +

+

+

+

+

+

Matrix of Types of



Socialization

(Chao in press)





Distance Mentoring




Distance Mentoring













bull Race mismatch












(most common)






potential rumors












bull Integrity

bull Justice












fails

Separation Stages













Redifinition Stage




Learning Process



Mentoring skills





motivator

time manager


coach

problemsolver

friend

catalyst

adviser

diagnostician

critic energiser

guide

expert


sponsor


learning consultant


role model

target setter







Building Contract






Mentee Needs













Role of Mentees









career experiences








Mentor Attributes


bull Intelligent

bull Challenging

bull Innovative


bull Personable

bull Renowned










Good Mentor

Relationship Types



















Scandura T A (1998)

Emerson writes



Coaching Mentoring


guide


Focus Immediate

situation

Long-term

Roles Heavy on

telling

Heavy on listening


Traditional






Traditional







Traditional







Traditional
















Developer

is org

superior to

the mentee

Developer

is org peer

to the

mentee

Developer

is org

subordinae

to the

mentee

Demo-

graphic

match

Profess-

ional

Interest

area

match

Geograph-

ical

location

match



expectations

+ +

- -

-

0

+

0



-

0

+



+

+

+

-

+

+

+




+

+

+

+

+



+

-

- 0

0

0


+ +

+ +

-

+

+ + +

+


relationships

+

+

+



competencies

+

0

+

-

0

0

0


family balance

0

+

0

+


and confirmation +

+

+

+

+

+

Matrix of Types of



Socialization

(Chao in press)





Distance Mentoring




Distance Mentoring













bull Race mismatch












(most common)






potential rumors












bull Integrity

bull Justice












fails








Redifinition Stage




Learning Process



Mentoring skills





motivator

time manager


coach

problemsolver

friend

catalyst

adviser

diagnostician

critic energiser

guide

expert


sponsor


learning consultant


role model

target setter







Building Contract






Mentee Needs













Role of Mentees









career experiences








Mentor Attributes


bull Intelligent

bull Challenging

bull Innovative


bull Personable

bull Renowned










Good Mentor

Relationship Types



















Scandura T A (1998)

Emerson writes



Coaching Mentoring


guide


Focus Immediate

situation

Long-term

Roles Heavy on

telling

Heavy on listening


Traditional






Traditional







Traditional







Traditional
















Developer

is org

superior to

the mentee

Developer

is org peer

to the

mentee

Developer

is org

subordinae

to the

mentee

Demo-

graphic

match

Profess-

ional

Interest

area

match

Geograph-

ical

location

match



expectations

+ +

- -

-

0

+

0



-

0

+



+

+

+

-

+

+

+




+

+

+

+

+



+

-

- 0

0

0


+ +

+ +

-

+

+ + +

+


relationships

+

+

+



competencies

+

0

+

-

0

0

0


family balance

0

+

0

+


and confirmation +

+

+

+

+

+

Matrix of Types of



Socialization

(Chao in press)





Distance Mentoring




Distance Mentoring













bull Race mismatch












(most common)






potential rumors












bull Integrity

bull Justice












fails

Redifinition Stage




Learning Process



Mentoring skills





motivator

time manager


coach

problemsolver

friend

catalyst

adviser

diagnostician

critic energiser

guide

expert


sponsor


learning consultant


role model

target setter







Building Contract






Mentee Needs













Role of Mentees









career experiences








Mentor Attributes


bull Intelligent

bull Challenging

bull Innovative


bull Personable

bull Renowned










Good Mentor

Relationship Types



















Scandura T A (1998)

Emerson writes



Coaching Mentoring


guide


Focus Immediate

situation

Long-term

Roles Heavy on

telling

Heavy on listening


Traditional






Traditional







Traditional







Traditional
















Developer

is org

superior to

the mentee

Developer

is org peer

to the

mentee

Developer

is org

subordinae

to the

mentee

Demo-

graphic

match

Profess-

ional

Interest

area

match

Geograph-

ical

location

match



expectations

+ +

- -

-

0

+

0



-

0

+



+

+

+

-

+

+

+




+

+

+

+

+



+

-

- 0

0

0


+ +

+ +

-

+

+ + +

+


relationships

+

+

+



competencies

+

0

+

-

0

0

0


family balance

0

+

0

+


and confirmation +

+

+

+

+

+

Matrix of Types of



Socialization

(Chao in press)





Distance Mentoring




Distance Mentoring













bull Race mismatch












(most common)






potential rumors












bull Integrity

bull Justice












fails

Learning Process



Mentoring skills





motivator

time manager


coach

problemsolver

friend

catalyst

adviser

diagnostician

critic energiser

guide

expert


sponsor


learning consultant


role model

target setter







Building Contract






Mentee Needs













Role of Mentees









career experiences








Mentor Attributes


bull Intelligent

bull Challenging

bull Innovative


bull Personable

bull Renowned










Good Mentor

Relationship Types



















Scandura T A (1998)

Emerson writes



Coaching Mentoring


guide


Focus Immediate

situation

Long-term

Roles Heavy on

telling

Heavy on listening


Traditional






Traditional







Traditional







Traditional
















Developer

is org

superior to

the mentee

Developer

is org peer

to the

mentee

Developer

is org

subordinae

to the

mentee

Demo-

graphic

match

Profess-

ional

Interest

area

match

Geograph-

ical

location

match



expectations

+ +

- -

-

0

+

0



-

0

+



+

+

+

-

+

+

+




+

+

+

+

+



+

-

- 0

0

0


+ +

+ +

-

+

+ + +

+


relationships

+

+

+



competencies

+

0

+

-

0

0

0


family balance

0

+

0

+


and confirmation +

+

+

+

+

+

Matrix of Types of



Socialization

(Chao in press)





Distance Mentoring




Distance Mentoring













bull Race mismatch












(most common)






potential rumors












bull Integrity

bull Justice












fails

Mentoring skills





motivator

time manager


coach

problemsolver

friend

catalyst

adviser

diagnostician

critic energiser

guide

expert


sponsor


learning consultant


role model

target setter







Building Contract






Mentee Needs













Role of Mentees









career experiences








Mentor Attributes


bull Intelligent

bull Challenging

bull Innovative


bull Personable

bull Renowned










Good Mentor

Relationship Types



















Scandura T A (1998)

Emerson writes



Coaching Mentoring


guide


Focus Immediate

situation

Long-term

Roles Heavy on

telling

Heavy on listening


Traditional






Traditional







Traditional







Traditional
















Developer

is org

superior to

the mentee

Developer

is org peer

to the

mentee

Developer

is org

subordinae

to the

mentee

Demo-

graphic

match

Profess-

ional

Interest

area

match

Geograph-

ical

location

match



expectations

+ +

- -

-

0

+

0



-

0

+



+

+

+

-

+

+

+




+

+

+

+

+



+

-

- 0

0

0


+ +

+ +

-

+

+ + +

+


relationships

+

+

+



competencies

+

0

+

-

0

0

0


family balance

0

+

0

+


and confirmation +

+

+

+

+

+

Matrix of Types of



Socialization

(Chao in press)





Distance Mentoring




Distance Mentoring













bull Race mismatch












(most common)






potential rumors












bull Integrity

bull Justice












fails





motivator

time manager


coach

problemsolver

friend

catalyst

adviser

diagnostician

critic energiser

guide

expert


sponsor


learning consultant


role model

target setter







Building Contract






Mentee Needs













Role of Mentees









career experiences








Mentor Attributes


bull Intelligent

bull Challenging

bull Innovative


bull Personable

bull Renowned










Good Mentor

Relationship Types



















Scandura T A (1998)

Emerson writes



Coaching Mentoring


guide


Focus Immediate

situation

Long-term

Roles Heavy on

telling

Heavy on listening


Traditional






Traditional







Traditional







Traditional
















Developer

is org

superior to

the mentee

Developer

is org peer

to the

mentee

Developer

is org

subordinae

to the

mentee

Demo-

graphic

match

Profess-

ional

Interest

area

match

Geograph-

ical

location

match



expectations

+ +

- -

-

0

+

0



-

0

+



+

+

+

-

+

+

+




+

+

+

+

+



+

-

- 0

0

0


+ +

+ +

-

+

+ + +

+


relationships

+

+

+



competencies

+

0

+

-

0

0

0


family balance

0

+

0

+


and confirmation +

+

+

+

+

+

Matrix of Types of



Socialization

(Chao in press)





Distance Mentoring




Distance Mentoring













bull Race mismatch












(most common)






potential rumors












bull Integrity

bull Justice












fails







Building Contract






Mentee Needs













Role of Mentees









career experiences








Mentor Attributes


bull Intelligent

bull Challenging

bull Innovative


bull Personable

bull Renowned










Good Mentor

Relationship Types



















Scandura T A (1998)

Emerson writes



Coaching Mentoring


guide


Focus Immediate

situation

Long-term

Roles Heavy on

telling

Heavy on listening


Traditional






Traditional







Traditional







Traditional
















Developer

is org

superior to

the mentee

Developer

is org peer

to the

mentee

Developer

is org

subordinae

to the

mentee

Demo-

graphic

match

Profess-

ional

Interest

area

match

Geograph-

ical

location

match



expectations

+ +

- -

-

0

+

0



-

0

+



+

+

+

-

+

+

+




+

+

+

+

+



+

-

- 0

0

0


+ +

+ +

-

+

+ + +

+


relationships

+

+

+



competencies

+

0

+

-

0

0

0


family balance

0

+

0

+


and confirmation +

+

+

+

+

+

Matrix of Types of



Socialization

(Chao in press)





Distance Mentoring




Distance Mentoring













bull Race mismatch












(most common)






potential rumors












bull Integrity

bull Justice












fails


Building Contract






Mentee Needs













Role of Mentees









career experiences








Mentor Attributes


bull Intelligent

bull Challenging

bull Innovative


bull Personable

bull Renowned










Good Mentor

Relationship Types



















Scandura T A (1998)

Emerson writes



Coaching Mentoring


guide


Focus Immediate

situation

Long-term

Roles Heavy on

telling

Heavy on listening


Traditional






Traditional







Traditional







Traditional
















Developer

is org

superior to

the mentee

Developer

is org peer

to the

mentee

Developer

is org

subordinae

to the

mentee

Demo-

graphic

match

Profess-

ional

Interest

area

match

Geograph-

ical

location

match



expectations

+ +

- -

-

0

+

0



-

0

+



+

+

+

-

+

+

+




+

+

+

+

+



+

-

- 0

0

0


+ +

+ +

-

+

+ + +

+


relationships

+

+

+



competencies

+

0

+

-

0

0

0


family balance

0

+

0

+


and confirmation +

+

+

+

+

+

Matrix of Types of



Socialization

(Chao in press)





Distance Mentoring




Distance Mentoring













bull Race mismatch












(most common)






potential rumors












bull Integrity

bull Justice












fails

Building Contract






Mentee Needs













Role of Mentees









career experiences








Mentor Attributes


bull Intelligent

bull Challenging

bull Innovative


bull Personable

bull Renowned










Good Mentor

Relationship Types



















Scandura T A (1998)

Emerson writes



Coaching Mentoring


guide


Focus Immediate

situation

Long-term

Roles Heavy on

telling

Heavy on listening


Traditional






Traditional







Traditional







Traditional
















Developer

is org

superior to

the mentee

Developer

is org peer

to the

mentee

Developer

is org

subordinae

to the

mentee

Demo-

graphic

match

Profess-

ional

Interest

area

match

Geograph-

ical

location

match



expectations

+ +

- -

-

0

+

0



-

0

+



+

+

+

-

+

+

+




+

+

+

+

+



+

-

- 0

0

0


+ +

+ +

-

+

+ + +

+


relationships

+

+

+



competencies

+

0

+

-

0

0

0


family balance

0

+

0

+


and confirmation +

+

+

+

+

+

Matrix of Types of



Socialization

(Chao in press)





Distance Mentoring




Distance Mentoring













bull Race mismatch












(most common)






potential rumors












bull Integrity

bull Justice












fails

Mentee Needs













Role of Mentees









career experiences








Mentor Attributes


bull Intelligent

bull Challenging

bull Innovative


bull Personable

bull Renowned










Good Mentor

Relationship Types



















Scandura T A (1998)

Emerson writes



Coaching Mentoring


guide


Focus Immediate

situation

Long-term

Roles Heavy on

telling

Heavy on listening


Traditional






Traditional







Traditional







Traditional
















Developer

is org

superior to

the mentee

Developer

is org peer

to the

mentee

Developer

is org

subordinae

to the

mentee

Demo-

graphic

match

Profess-

ional

Interest

area

match

Geograph-

ical

location

match



expectations

+ +

- -

-

0

+

0



-

0

+



+

+

+

-

+

+

+




+

+

+

+

+



+

-

- 0

0

0


+ +

+ +

-

+

+ + +

+


relationships

+

+

+



competencies

+

0

+

-

0

0

0


family balance

0

+

0

+


and confirmation +

+

+

+

+

+

Matrix of Types of



Socialization

(Chao in press)





Distance Mentoring




Distance Mentoring













bull Race mismatch












(most common)






potential rumors












bull Integrity

bull Justice












fails






Role of Mentees









career experiences








Mentor Attributes


bull Intelligent

bull Challenging

bull Innovative


bull Personable

bull Renowned










Good Mentor

Relationship Types



















Scandura T A (1998)

Emerson writes



Coaching Mentoring


guide


Focus Immediate

situation

Long-term

Roles Heavy on

telling

Heavy on listening


Traditional






Traditional







Traditional







Traditional
















Developer

is org

superior to

the mentee

Developer

is org peer

to the

mentee

Developer

is org

subordinae

to the

mentee

Demo-

graphic

match

Profess-

ional

Interest

area

match

Geograph-

ical

location

match



expectations

+ +

- -

-

0

+

0



-

0

+



+

+

+

-

+

+

+




+

+

+

+

+



+

-

- 0

0

0


+ +

+ +

-

+

+ + +

+


relationships

+

+

+



competencies

+

0

+

-

0

0

0


family balance

0

+

0

+


and confirmation +

+

+

+

+

+

Matrix of Types of



Socialization

(Chao in press)





Distance Mentoring




Distance Mentoring













bull Race mismatch












(most common)






potential rumors












bull Integrity

bull Justice












fails

Role of Mentees









career experiences








Mentor Attributes


bull Intelligent

bull Challenging

bull Innovative


bull Personable

bull Renowned










Good Mentor

Relationship Types



















Scandura T A (1998)

Emerson writes



Coaching Mentoring


guide


Focus Immediate

situation

Long-term

Roles Heavy on

telling

Heavy on listening


Traditional






Traditional







Traditional







Traditional
















Developer

is org

superior to

the mentee

Developer

is org peer

to the

mentee

Developer

is org

subordinae

to the

mentee

Demo-

graphic

match

Profess-

ional

Interest

area

match

Geograph-

ical

location

match



expectations

+ +

- -

-

0

+

0



-

0

+



+

+

+

-

+

+

+




+

+

+

+

+



+

-

- 0

0

0


+ +

+ +

-

+

+ + +

+


relationships

+

+

+



competencies

+

0

+

-

0

0

0


family balance

0

+

0

+


and confirmation +

+

+

+

+

+

Matrix of Types of



Socialization

(Chao in press)





Distance Mentoring




Distance Mentoring













bull Race mismatch












(most common)






potential rumors












bull Integrity

bull Justice












fails




career experiences








Mentor Attributes


bull Intelligent

bull Challenging

bull Innovative


bull Personable

bull Renowned










Good Mentor

Relationship Types



















Scandura T A (1998)

Emerson writes



Coaching Mentoring


guide


Focus Immediate

situation

Long-term

Roles Heavy on

telling

Heavy on listening


Traditional






Traditional







Traditional







Traditional
















Developer

is org

superior to

the mentee

Developer

is org peer

to the

mentee

Developer

is org

subordinae

to the

mentee

Demo-

graphic

match

Profess-

ional

Interest

area

match

Geograph-

ical

location

match



expectations

+ +

- -

-

0

+

0



-

0

+



+

+

+

-

+

+

+




+

+

+

+

+



+

-

- 0

0

0


+ +

+ +

-

+

+ + +

+


relationships

+

+

+



competencies

+

0

+

-

0

0

0


family balance

0

+

0

+


and confirmation +

+

+

+

+

+

Matrix of Types of



Socialization

(Chao in press)





Distance Mentoring




Distance Mentoring













bull Race mismatch












(most common)






potential rumors












bull Integrity

bull Justice












fails



Mentor Attributes


bull Intelligent

bull Challenging

bull Innovative


bull Personable

bull Renowned










Good Mentor

Relationship Types



















Scandura T A (1998)

Emerson writes



Coaching Mentoring


guide


Focus Immediate

situation

Long-term

Roles Heavy on

telling

Heavy on listening


Traditional






Traditional







Traditional







Traditional
















Developer

is org

superior to

the mentee

Developer

is org peer

to the

mentee

Developer

is org

subordinae

to the

mentee

Demo-

graphic

match

Profess-

ional

Interest

area

match

Geograph-

ical

location

match



expectations

+ +

- -

-

0

+

0



-

0

+



+

+

+

-

+

+

+




+

+

+

+

+



+

-

- 0

0

0


+ +

+ +

-

+

+ + +

+


relationships

+

+

+



competencies

+

0

+

-

0

0

0


family balance

0

+

0

+


and confirmation +

+

+

+

+

+

Matrix of Types of



Socialization

(Chao in press)





Distance Mentoring




Distance Mentoring













bull Race mismatch












(most common)






potential rumors












bull Integrity

bull Justice












fails

Mentor Attributes


bull Intelligent

bull Challenging

bull Innovative


bull Personable

bull Renowned










Good Mentor

Relationship Types



















Scandura T A (1998)

Emerson writes



Coaching Mentoring


guide


Focus Immediate

situation

Long-term

Roles Heavy on

telling

Heavy on listening


Traditional






Traditional







Traditional







Traditional
















Developer

is org

superior to

the mentee

Developer

is org peer

to the

mentee

Developer

is org

subordinae

to the

mentee

Demo-

graphic

match

Profess-

ional

Interest

area

match

Geograph-

ical

location

match



expectations

+ +

- -

-

0

+

0



-

0

+



+

+

+

-

+

+

+




+

+

+

+

+



+

-

- 0

0

0


+ +

+ +

-

+

+ + +

+


relationships

+

+

+



competencies

+

0

+

-

0

0

0


family balance

0

+

0

+


and confirmation +

+

+

+

+

+

Matrix of Types of



Socialization

(Chao in press)





Distance Mentoring




Distance Mentoring













bull Race mismatch












(most common)






potential rumors












bull Integrity

bull Justice












fails

Good Mentor

Relationship Types



















Scandura T A (1998)

Emerson writes



Coaching Mentoring


guide


Focus Immediate

situation

Long-term

Roles Heavy on

telling

Heavy on listening


Traditional






Traditional







Traditional







Traditional
















Developer

is org

superior to

the mentee

Developer

is org peer

to the

mentee

Developer

is org

subordinae

to the

mentee

Demo-

graphic

match

Profess-

ional

Interest

area

match

Geograph-

ical

location

match



expectations

+ +

- -

-

0

+

0



-

0

+



+

+

+

-

+

+

+




+

+

+

+

+



+

-

- 0

0

0


+ +

+ +

-

+

+ + +

+


relationships

+

+

+



competencies

+

0

+

-

0

0

0


family balance

0

+

0

+


and confirmation +

+

+

+

+

+

Matrix of Types of



Socialization

(Chao in press)





Distance Mentoring




Distance Mentoring













bull Race mismatch












(most common)






potential rumors












bull Integrity

bull Justice












fails

Relationship Types



















Scandura T A (1998)

Emerson writes



Coaching Mentoring


guide


Focus Immediate

situation

Long-term

Roles Heavy on

telling

Heavy on listening


Traditional






Traditional







Traditional







Traditional
















Developer

is org

superior to

the mentee

Developer

is org peer

to the

mentee

Developer

is org

subordinae

to the

mentee

Demo-

graphic

match

Profess-

ional

Interest

area

match

Geograph-

ical

location

match



expectations

+ +

- -

-

0

+

0



-

0

+



+

+

+

-

+

+

+




+

+

+

+

+



+

-

- 0

0

0


+ +

+ +

-

+

+ + +

+


relationships

+

+

+



competencies

+

0

+

-

0

0

0


family balance

0

+

0

+


and confirmation +

+

+

+

+

+

Matrix of Types of



Socialization

(Chao in press)





Distance Mentoring




Distance Mentoring













bull Race mismatch












(most common)






potential rumors












bull Integrity

bull Justice












fails

















Scandura T A (1998)

Emerson writes



Coaching Mentoring


guide


Focus Immediate

situation

Long-term

Roles Heavy on

telling

Heavy on listening


Traditional






Traditional







Traditional







Traditional
















Developer

is org

superior to

the mentee

Developer

is org peer

to the

mentee

Developer

is org

subordinae

to the

mentee

Demo-

graphic

match

Profess-

ional

Interest

area

match

Geograph-

ical

location

match



expectations

+ +

- -

-

0

+

0



-

0

+



+

+

+

-

+

+

+




+

+

+

+

+



+

-

- 0

0

0


+ +

+ +

-

+

+ + +

+


relationships

+

+

+



competencies

+

0

+

-

0

0

0


family balance

0

+

0

+


and confirmation +

+

+

+

+

+

Matrix of Types of



Socialization

(Chao in press)





Distance Mentoring




Distance Mentoring













bull Race mismatch












(most common)






potential rumors












bull Integrity

bull Justice












fails









Scandura T A (1998)

Emerson writes



Coaching Mentoring


guide


Focus Immediate

situation

Long-term

Roles Heavy on

telling

Heavy on listening


Traditional






Traditional







Traditional







Traditional
















Developer

is org

superior to

the mentee

Developer

is org peer

to the

mentee

Developer

is org

subordinae

to the

mentee

Demo-

graphic

match

Profess-

ional

Interest

area

match

Geograph-

ical

location

match



expectations

+ +

- -

-

0

+

0



-

0

+



+

+

+

-

+

+

+




+

+

+

+

+



+

-

- 0

0

0


+ +

+ +

-

+

+ + +

+


relationships

+

+

+



competencies

+

0

+

-

0

0

0


family balance

0

+

0

+


and confirmation +

+

+

+

+

+

Matrix of Types of



Socialization

(Chao in press)





Distance Mentoring




Distance Mentoring













bull Race mismatch












(most common)






potential rumors












bull Integrity

bull Justice












fails

Emerson writes



Coaching Mentoring


guide


Focus Immediate

situation

Long-term

Roles Heavy on

telling

Heavy on listening


Traditional






Traditional







Traditional







Traditional
















Developer

is org

superior to

the mentee

Developer

is org peer

to the

mentee

Developer

is org

subordinae

to the

mentee

Demo-

graphic

match

Profess-

ional

Interest

area

match

Geograph-

ical

location

match



expectations

+ +

- -

-

0

+

0



-

0

+



+

+

+

-

+

+

+




+

+

+

+

+



+

-

- 0

0

0


+ +

+ +

-

+

+ + +

+


relationships

+

+

+



competencies

+

0

+

-

0

0

0


family balance

0

+

0

+


and confirmation +

+

+

+

+

+

Matrix of Types of



Socialization

(Chao in press)





Distance Mentoring




Distance Mentoring













bull Race mismatch












(most common)






potential rumors












bull Integrity

bull Justice












fails


Coaching Mentoring


guide


Focus Immediate

situation

Long-term

Roles Heavy on

telling

Heavy on listening


Traditional






Traditional







Traditional







Traditional
















Developer

is org

superior to

the mentee

Developer

is org peer

to the

mentee

Developer

is org

subordinae

to the

mentee

Demo-

graphic

match

Profess-

ional

Interest

area

match

Geograph-

ical

location

match



expectations

+ +

- -

-

0

+

0



-

0

+



+

+

+

-

+

+

+




+

+

+

+

+



+

-

- 0

0

0


+ +

+ +

-

+

+ + +

+


relationships

+

+

+



competencies

+

0

+

-

0

0

0


family balance

0

+

0

+


and confirmation +

+

+

+

+

+

Matrix of Types of



Socialization

(Chao in press)





Distance Mentoring




Distance Mentoring













bull Race mismatch












(most common)






potential rumors












bull Integrity

bull Justice












fails


Traditional






Traditional







Traditional







Traditional
















Developer

is org

superior to

the mentee

Developer

is org peer

to the

mentee

Developer

is org

subordinae

to the

mentee

Demo-

graphic

match

Profess-

ional

Interest

area

match

Geograph-

ical

location

match



expectations

+ +

- -

-

0

+

0



-

0

+



+

+

+

-

+

+

+




+

+

+

+

+



+

-

- 0

0

0


+ +

+ +

-

+

+ + +

+


relationships

+

+

+



competencies

+

0

+

-

0

0

0


family balance

0

+

0

+


and confirmation +

+

+

+

+

+

Matrix of Types of



Socialization

(Chao in press)





Distance Mentoring




Distance Mentoring













bull Race mismatch












(most common)






potential rumors












bull Integrity

bull Justice












fails

Traditional







Traditional







Traditional
















Developer

is org

superior to

the mentee

Developer

is org peer

to the

mentee

Developer

is org

subordinae

to the

mentee

Demo-

graphic

match

Profess-

ional

Interest

area

match

Geograph-

ical

location

match



expectations

+ +

- -

-

0

+

0



-

0

+



+

+

+

-

+

+

+




+

+

+

+

+



+

-

- 0

0

0


+ +

+ +

-

+

+ + +

+


relationships

+

+

+



competencies

+

0

+

-

0

0

0


family balance

0

+

0

+


and confirmation +

+

+

+

+

+

Matrix of Types of



Socialization

(Chao in press)





Distance Mentoring




Distance Mentoring













bull Race mismatch












(most common)






potential rumors












bull Integrity

bull Justice












fails

Traditional







Traditional
















Developer

is org

superior to

the mentee

Developer

is org peer

to the

mentee

Developer

is org

subordinae

to the

mentee

Demo-

graphic

match

Profess-

ional

Interest

area

match

Geograph-

ical

location

match



expectations

+ +

- -

-

0

+

0



-

0

+



+

+

+

-

+

+

+




+

+

+

+

+



+

-

- 0

0

0


+ +

+ +

-

+

+ + +

+


relationships

+

+

+



competencies

+

0

+

-

0

0

0


family balance

0

+

0

+


and confirmation +

+

+

+

+

+

Matrix of Types of



Socialization

(Chao in press)





Distance Mentoring




Distance Mentoring













bull Race mismatch












(most common)






potential rumors












bull Integrity

bull Justice












fails

Traditional
















Developer

is org

superior to

the mentee

Developer

is org peer

to the

mentee

Developer

is org

subordinae

to the

mentee

Demo-

graphic

match

Profess-

ional

Interest

area

match

Geograph-

ical

location

match



expectations

+ +

- -

-

0

+

0



-

0

+



+

+

+

-

+

+

+




+

+

+

+

+



+

-

- 0

0

0


+ +

+ +

-

+

+ + +

+


relationships

+

+

+



competencies

+

0

+

-

0

0

0


family balance

0

+

0

+


and confirmation +

+

+

+

+

+

Matrix of Types of



Socialization

(Chao in press)





Distance Mentoring




Distance Mentoring













bull Race mismatch












(most common)






potential rumors












bull Integrity

bull Justice












fails










Developer

is org

superior to

the mentee

Developer

is org peer

to the

mentee

Developer

is org

subordinae

to the

mentee

Demo-

graphic

match

Profess-

ional

Interest

area

match

Geograph-

ical

location

match



expectations

+ +

- -

-

0

+

0



-

0

+



+

+

+

-

+

+

+




+

+

+

+

+



+

-

- 0

0

0


+ +

+ +

-

+

+ + +

+


relationships

+

+

+



competencies

+

0

+

-

0

0

0


family balance

0

+

0

+


and confirmation +

+

+

+

+

+

Matrix of Types of



Socialization

(Chao in press)





Distance Mentoring




Distance Mentoring













bull Race mismatch












(most common)






potential rumors












bull Integrity

bull Justice












fails






Developer

is org

superior to

the mentee

Developer

is org peer

to the

mentee

Developer

is org

subordinae

to the

mentee

Demo-

graphic

match

Profess-

ional

Interest

area

match

Geograph-

ical

location

match



expectations

+ +

- -

-

0

+

0



-

0

+



+

+

+

-

+

+

+




+

+

+

+

+



+

-

- 0

0

0


+ +

+ +

-

+

+ + +

+


relationships

+

+

+



competencies

+

0

+

-

0

0

0


family balance

0

+

0

+


and confirmation +

+

+

+

+

+

Matrix of Types of



Socialization

(Chao in press)





Distance Mentoring




Distance Mentoring













bull Race mismatch












(most common)






potential rumors












bull Integrity

bull Justice












fails

Developer

is org

superior to

the mentee

Developer

is org peer

to the

mentee

Developer

is org

subordinae

to the

mentee

Demo-

graphic

match

Profess-

ional

Interest

area

match

Geograph-

ical

location

match



expectations

+ +

- -

-

0

+

0



-

0

+



+

+

+

-

+

+

+




+

+

+

+

+



+

-

- 0

0

0


+ +

+ +

-

+

+ + +

+


relationships

+

+

+



competencies

+

0

+

-

0

0

0


family balance

0

+

0

+


and confirmation +

+

+

+

+

+

Matrix of Types of



Socialization

(Chao in press)





Distance Mentoring




Distance Mentoring













bull Race mismatch












(most common)






potential rumors












bull Integrity

bull Justice












fails




Distance Mentoring




Distance Mentoring













bull Race mismatch












(most common)






potential rumors












bull Integrity

bull Justice












fails



Distance Mentoring




Distance Mentoring













bull Race mismatch












(most common)






potential rumors












bull Integrity

bull Justice












fails

Distance Mentoring




Distance Mentoring













bull Race mismatch












(most common)






potential rumors












bull Integrity

bull Justice












fails

Distance Mentoring













bull Race mismatch












(most common)






potential rumors












bull Integrity

bull Justice












fails









bull Race mismatch












(most common)






potential rumors












bull Integrity

bull Justice












fails










(most common)






potential rumors












bull Integrity

bull Justice












fails





(most common)






potential rumors












bull Integrity

bull Justice












fails




potential rumors












bull Integrity

bull Justice












fails









bull Integrity

bull Justice












fails




bull Integrity

bull Justice












fails











fails







fails

Date post:	18-Oct-2014
Category:	Business
View:	9,540 times
Download:	1 times

Developing mentoring program

Business