...Mentee: A mentee is someone who believes in personal growth, takes thoughtful risks, and looks for advice and feedback from a more experienced professional. Mentees actively seek advice and guidance from a mentor, and are proactive in the mentoring relationship to ensure success in the partnership. |Mentee Data | |Date: December 4, 2012 | | |Name: LaWanda Pompey |Preferred Name: LaWanda Pompey | |Job Title: Human Resources Specialist |Corporate Title: | |Length of Industry Experience: 9 |Email Address: lawandap27@gmail.com | | |Phone/Mobile Number: 803.917.6840 | | | | | | | | ...
Words: 834 - Pages: 4
...the problem. At first, leadership team should establish induction training for new OMC employees. Induction training is a way to enables new employees to become productive as quickly as possible. It involves introducing a new employee to new work environment. Leadership team had to explain the firm’s activities and organizational structure and ensuring the procedures followed in the organization. Usually, this training includes meeting and introduction to colleagues, learning about the job duties and learning the culture and values of work. This training should be handled by the leadership team itself in order to provide attention needed by new employee and give organization an opportunity to get the relationship off to a good start. Coaching also one of the T&D method that can be used to handle the problem occurred. This method is using professional coaches to coach the employees. This coach will work together with the employees or as the partner and help them by identifying strengths and weaknesses, set goals and solve problems. The coach might open a workshop for skill building and culture development and they also may begin by listening to employee’s talk and provide feedback. This way can ensure that employee get constant...
Words: 653 - Pages: 3
...Marlana Wallace Performance Management Case Study - Five Coaching Power Words 06/25/13 Development, Building Relationships, Direction, Accountability and Results: What these five coaching power words mean to me. Development means to generate insights from within, develop an understanding of system dynamics, foster leadership qualities, enact immediate and lasting change, streamline and improve internal processes, promote consistent communication among global team members, identify and correct failed strategies, and develop strategic alignment between divisions to achieve broad corporate initiatives. Great leaders know that to do this in a long-term, sustainable way their number one priority must be the growth and development of their people. There is an old line that if you are not developing your people then you are becoming indispensable which means that you cannot be promoted. There are a number of ways to help your people grow and develop, including giving them new challenges and opportunities, timely and constructive feedback, formal instruction, mentoring, and coaching them for success. Each of these has its own art, with the art of coaching being often misunderstood. Coaching is not about fixing others’ weaknesses, it is about inspiring them to achieve their full potential and giving them the tools with which to do so. If you develop your people so that they can do more of the work, then there is less demand on you, and your people are helping their own careers...
Words: 762 - Pages: 4
...argue that there are no differences. Gender stereotyping in relation to leadership has led to most argue there are barriers women face in gaining leadership positions, yet those who seem to ignore the stereotypes happen to achieve incredible success. Pat Summit is one who has shown people that gender those not determine your leadership skills, but yet it’s your experience and knowledge. Pat Summit was the Head Women’s Basketball Coach at the University of Tennessee. In her 27 years of coaching, she has compiled a record of 759-153; all at Tennessee, placing her 10th all-time of all collegiate basketball coaches in both men’s and women’s basketball. Due to this record and various other achievements, Summit is highly respected in the basketball coaching profession, even when compared to male coaches. What made Pat summit this great basketball coach? Many turn and say is was her effective and successful characteristics in terms of her belief in leadership. No doubt that her leadership and her coaching style has turned her into not only a successful coach, but a successful individual as well. To her athletes, she is much more than just a coach. From the first time she meets her recruits, she is simply “Pat.” Nothing more, nothing less. She instills in her athletes the pattern of success and constantly is challenging them to reach their fullest potential as both an athlete and a student. The results: a graduation rate of 100% and championship teams. She is also a great motivational...
Words: 1233 - Pages: 5
...MENTORING PROGRAMS INDEX 1. Intrduction…….....………………………………………………………………………3 2. What is mentoring? …………………………………………………………………..…4 3. Benefits of mentoring…………………………………………………………………... 7 4. Mentoring Diversity…………………………………………………………………... 10 5. Conclusion……………………………………………………………………………... 13 6. Bibliograhy………………………………………………...……………………………14 APPENDIX A…………………………………………………………………………….……15 1. INTRODUCTION The success of mentoring and the potential use In companies nowadays is due to the developmental partnership through which one person shares knowledge, skills, information and perspective to foster the personal and professional growth of someone else. This project is about mentoring programs and its application. We have started analysing the article assigned in class about career mentoring for women. The article talks about the low number of women who hold senior management positions in U.S companies and opinion of the mentoring programs as a way to increase the number of women in management positions. Then, we decided to study first what is the meaning of mentoring and what it implies. Second we have considered (regarding to the article) the mentoring in minorities and the positive effects that it could have. Finally, we have observed all the benefits that mentoring have in companies, mentors and mentees. 2. WHAT IS MENTORING? Mentoring can be defined as a professional relationship in which the mentor (an experienced person) assists the mentee in developing...
Words: 3235 - Pages: 13
...John Wooden, the legendary men’s college basketball coach who led UCLA to 10 national championships in the late 60’s and early 70’s, wrote “Wooden on Leadership.” He has been called the greatest coach of all time, regardless of sport, and has written several books about character habits and leadership. Some of his remarkable achievements are the 10 national championships, seven of them in a row, 88 consecutive victories, 38 straight tournament playoff wins, four perfect seasons (all but the 88 consecutive wins are still records), and in 41 years of coaching he only had one losing season which was his first. Of course with this type of success coaches and business leaders around the world wanted to know what was his secret. How did he do it? The secret, he reveals, is simple, and parallels many of the same principles of servant leadership. Coach Wooden does not simply offer up random thoughts on leadership and coaching. He graduated Purdue as an English teacher and, barring a few financial hurdles, he would have been quite satisfied to have become a teacher rather than a coach. But he had been a highly successful athlete at Purdue and was sought after as a coach for a high school program in Indiana. It was then that he began to develop an overall concept for leadership that has over the years solidified into a tangible philosophy that has been used by many leaders since then. The reader can tell that Coach Wooden took great pride in this pyramid of success (as...
Words: 324 - Pages: 2
...VProfessional Former IT Director Addleshaw Goddard and Eversheds ‘This is a book that presents an often complex topic in a logical, easy to read and readily digestible way that is immediately useful to anyone busy setting up their business. In particular the clear, concise chapters and subsections allow the reader to easily identify and focus on a particular area of interest, without having necessarily to read the entire book in one go. It can therefore be used informally as a ‘‘user manual’’ or as a formal, technical book. If you are setting up – or are thinking about setting up – a coaching business, or for that matter any other small business, I recommend it – highly.’ ADRIAN OLSEN | Managing Director and Head of Global Project Finance Bank of Ireland Corporate Banking ‘I would readily recommend this book to anyone thinking of setting up their own business, whether or not it is in the field of coaching. It covers the whole spectrum of what it takes to organise and run your own enterprise. The book is both a reference and a learning tool that takes you through the process of understanding everything about setting up your practice and also your own motivations for doing so. By posing a series of key...
Words: 46840 - Pages: 188
...According to Haney 1997 (as quoted by Kerka, 1998) mentoring refers to a relationship whereby, an experienced person gives guidance, advice, and support to the less experienced. In an organization for example, mentoring assists in passing of the institutions' culture to the new workers, to ensure personal plus career growth and to create opportunities to those affected by organization barriers for example women and minorities. Apart from it being beneficial at work, mentoring can be used to ensure cultural awareness, consideration of aesthetic, and the ability to have meaningful lives. During the industrial age, mentoring dealt with career growth in the organizational hierarchies. Currently the information age mainly focuses on cognitive, interpersonal, and technical skills and therefore mentoring changes to provide this need.Mentoring programs may be helpful in achievement of various needs; first it can be used to increase the retention rate of talented workers helping them adapt faster in the organizations' culture. Mentoring program can also be used to improve the application rate of skills and knowledge gained from training activities. Thirdly, the process builds trust among workers and prepares them for leadership responsibilities. It shows commitment by those involved in growth of employees and finally it makes new employees adapt easily within the organization (Abudi, 2009). Generally, mentoring program teaches and coaches the mentoree on various issues and skills; it also...
Words: 422 - Pages: 2
...how they are doing. They need to know if their performance is in line with what the leaders expect. Feedback can be a learning tool. Employees need to learn what they are doing wrong and what needs to be changed to meet the leader’s expectations. Leader’s can also benefit from feedback from their employees. Employees can provide useful input on the procedures and processes that can improve the overall effectiveness. FeedForward can be more useful than feedback as a developmental tool. Feedforward helps people envision the future and not a failed past. As a coach, this opens up new ideas and suggestions for future goals. Chapter 10 Adventure Coaching is an adventure based approach to coaching, many of the core barriers to successful behavior change such as personal schemas and resistance can be circumvented. Adventure coaching involves personal risk taking normalizing fear and anxiety and participation in activities with...
Words: 352 - Pages: 2
...racticeBriefing Notes: Best Practices in Professional Development Introduction A firm interested in increasing its employees’ skills and competencies while deepening their employees’ commitment to the organization should c onsider three interventions: the nature of the job, formal training and the mentoring/co aching process. This paper on best practices outlines the issues firms fa ce in developing programs in these three areas and disc usses which practices, program designs or methods firms should take up in response to these issues. The Job Research in firms suggests that younger professionals are drawn to two different kinds of firms: the firm with a great reputation in the field, and the smaller, often less reputable, firms that offer younger people a broader range of opportunities. They usually favor the former when they regard their first or secon d job as a way station to a longer-term career in another company or setting and want to garner the “halo” effect of having worked at a great firm. This phenomenon o c curs in other professional services as well. For example, many consultants are happy to go to M cKinsey for their first five years of employment even though the prospect of becoming a partner and then a director are quite limited, and the work itself is extremely taxing. Many firms, however, cannot rely exclusively on the limited supply of skills within the firm to create opportunities for learning and growth. Therefore, these firms must...
Words: 7272 - Pages: 30
...Currently in my life the problem that I struggle the most with is to become more efficient. I have tried devices (such as cell phones with calendars that synch to my computer) and examined what things have worked well in the past for me to use on a daily basis so I can be efficient. I own my own business, I'm a full time student, I'm in a relationship, and have normal maintenance of having a home. When combined I find myself some days wishing I had more time in the day to be able to achieve or complete all the tasks or assignments I have for myself in a given day. When I was asked what the problem in my life is I immediately knew what the one thing I wish I could change would be, and this assignment will actually help me because this way I will be able to do research in order to find out how to be more efficient, while completing an assignment for school at the same time. Ironically this is a good start to becoming more efficient. In my research to become more efficient I have used two different sources to examine and compare strategies to improve my weakness. The articles I chose relate directly to me, they are both experts on this topic, use factual information, and also provide steps and suggestions in order to achieve my ultimate goal. It's important when doing research that you use information that is factual and if possible from a professional or an expert on the subject or topic. The first article I used as a resource is "Become More Efficient: Learn to Say No"...
Words: 1018 - Pages: 5
...ANECDOTE WHITEPAPER Three journeys: A narrative approach to successful organisational change INTRODUCTION Early on in Anecdote, we did a trainingneeds assessment for part of the Australian Defence Force. Our discovery phase involved two teams; one team adopted a structured interview technique and the other used anecdote circles to collect stories. After our first day in the field we met with the structured interview guys to compare notes. “On first blush,” they said, “it seems like most things are in order. They are adhering to OH&S processes. Sure, there are some areas for improvement but generally things are OK.” As they were providing this assessment, those of us on the anecdotes team just looked at each other in astonishment and replied, “So, you didn’t hear about the soldiers who are showering in their own urine because their recycling system is broken or hear about the workshop where everyone wears protective footwear because some poor fellow lost his toes in an accident but no one wears protective eyewear because they have never had an eye accident?”. We had heard story upon story of major transgressions that weren’t picked up in the structured interview approach. This experience confirmed our assessment that a narrative approach is great for yielding new, and otherwise hidden, insights. A number of years and many clients later, we have seen that there is something even more important narrative techniques provide: a resolve among people to do something about the situation...
Words: 3800 - Pages: 16
...Coaching Assessment Questionnaire This tool enables you to provide feedback so that your colleague can continue to improve his or her coaching skills. Use the ratings given below to assess your coach’s proficiency level with each skill listed. In the box next to each skill, type in the number that reflects your assessment. |Rating |Proficiency |Description | |1 |Not Proficient. |Little ability, needs significant improvement. | |2 |Somewhat Proficient. |Uses, still finds it awkward. | |3 |Very Proficient. |Considerable ability, uses frequently. | |4 |Extremely Proficient. |Outstanding ability; can teach others. | |NA |Not Applicable. |Was not relevant for our coaching sessions. | |Skill |Rating | |Coach helped me clarify my goals. |3 | |Coach helped me explore my current thinking about a situation. ...
Words: 424 - Pages: 2
...THE EVOLUTION OF MENTORING By: Patrick Delaney Mentor was first documented in Greek mythology. Mentor was with whom Odysseus trusted to run his household and see to his son’s education when Odysseus went off to fight the Trojans. Many things have changed in the three thousand years since. Mentoring has evolved from the traditional one-on-one relationship to eMentoring. This paper will look at the different types of mentoring relating to leadership and how it has changed over the years. Mentoring is a process for the informal transmission of knowledge, social capital, and the psychosocial support perceived by the recipient as relevant to work, career, or professional development. Mentoring entails informal communication, usually face-to-face and during a sustained period of time, between a person who is perceived to have greater relevant knowledge, wisdom, or experience (the mentor) and a person who is perceived to have less. There are two broad types of mentoring relationships: formal and informal. Informal relationships develop on their own between partners. Formal mentoring, on the other hand, refers to a structured process supported by the organization and addressed to target populations. Traditionally, mentoring was a formal one-on-one face-to-face relationship between an older more experienced person and a young person with no experience. At one time, the term 'apprentice' was commonplace in various trades, most commonly in blue collar industries; however, apprenticeships...
Words: 2256 - Pages: 10
...Everyone has different skills that they have acquired over the years or that they naturally have. Many skills are needed to be a successful in life and in the workplace. These skills are based on one's emotional and social intelligences. The four categories of the emotional and social intelligences are self awareness, social awareness, self management, and relationship management. According to the Hay Group survey, I have a strong aptitude to self awareness and social awareness. I believe that my strongest skills are being aware of my emotions, adaptability, and working in a team. I have always been aware of my emotions whether they be positive or negative emotions. My strongest ability is being able to adapt. I have done this many times, even by living in other countries. Adaptation is necessary because it shows that you are able to change. I also believe that having the ability to adapt allows me to work in an environment that has many different cultures since I want to work in an international firm. Not only do I want to work in an international firm, but I would like to be a leader who is able to liaison between different cultures. I want to be able to aid different cultures to work together to an end business goal. I have much more that I need to develop as I had low scores in self management and relationship management. One of my main issues I believe that has causes me to have these weak emotional and social intelligences is that I have been unemployed for over...
Words: 1928 - Pages: 8
