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Manager's Pocket Guide to Effective Mentoring

Manager's Pocket Guide to Effective Mentoring - 99 edition

ISBN13: 978-0874254693

Cover of Manager
ISBN13: 978-0874254693
ISBN10: 0874254698
Cover type: Paperback
Edition/Copyright: 99
Publisher: Human Resource Development Press
Published: 1999
International: No

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Manager's Pocket Guide to Effective Mentoring - 99 edition

ISBN13: 978-0874254693

Norman H. Cohen

ISBN13: 978-0874254693
ISBN10: 0874254698
Cover type: Paperback
Edition/Copyright: 99
Publisher: Human Resource Development Press

Published: 1999
International: No
Summary

This book is a practical reference to effective mentoring in a format that provides quick access to the important concepts and techniques of this unique, powerful, one-to-one learning model. The Manager's Pocket Guide to Mentoring is a convenient and comprehensive reference, offering valuable, pragmatic guidance that mentors can use in assisting mentees to:

  • Participate in constructive interpersonal dialogues during the mentoring experience
  • Map out attainable personal and professional goals
  • Analyze problems, formulate realistic solutions, and make constructive decisions
  • Plan workable strategies for promoting career, training, and educational development
  • Initiate positive actions to achieve stated objectives

This guide presents an expanded view of the behavioral expertise required of today's mentors who are faced with the challenge of establishing and sustaining mentoring relationships within more complex workplace, academic, and social environments.



Table of Contents

General Introduction: the Manager's Pocket Guide to Effective Mentoring
Purpose
Mentoring Today
Organization of Work
Additional Information about Mentoring
The Mentor Role: an Introduction
The Six Mentoring Dimensions
Planned Sessions
Holistic Experience
Active Participation
Ideal vs. Realistic
The Complete Mentor Role: Actions and Purpose
Introduction
Relationship Dimension
Informative Dimension
Facilitative Dimension
Confrontive Dimension
Mentor Model Dimension
Employee Vision Dimension
Phases of the Mentoring Relationship
Introduction
Concept of Phases
Outline of Phases
Applying the Six Mentor Dimensions
Introduction
Relationship Dimension--Trust
Introduction
Familiarity--Pluses and Minuses
Barriers
Minimal or No Prior Contact
The Need to Create Trust
The Mentee Experience--Acceptance vs. Invalidation
Refrain from Instant Disagreement
Timing of Remarks
Avoid Inappropriate Competition
Informative Dimension--Advice Introduction
Avoid the Quick Fix
Be Alert to Old Patterns
Tailored Advice, Not Platitudes
Use of the Mentee Profile Form
Networking
Assessing the Value of Information
Facilitative Dimension--Alternatives
Introduction
Sometimes a Difficult Process
Stress and Education
Value of Discomfort
Learning to Interpret Stress
Protecting Mentee Decisions
Confrontive Dimension--Challenge
Introduction
Four Important Variables
Respect as a Stabilizer
Referral
Sufficient Time to Respond
Insight and Change
Mentor Model Dimension--Motivation
Introduction
Motivation
Value of Self-Disclosure
Issues of Disclosure
Dealing with Risk
Personalize the Relationship
Employee Vision Dimension--Initiative
Introduction
Mentee Potential
Mentor Reservations
Communicating Concern
Consequences of Avoidance
Advocacy Viewpoint
Initiating and Managing Change
Mentor Satisfaction with Results
Maintaining Records of Mentoring Sessions
Purpose of Notes
Suggested Form for Records
Mentee Learning Activities
Introduction
List
A Practitioner's Reference--Utilizing the Principles of Adult Mentoring Inventory
Purpose of Practitioner's Reference
Organization of Material
1. Relationship Dimension
Summary of Relationship Statements
2. Informative Dimension
Summary of Informative Statements
3. Facilitative Dimension
Summary of Facilitative Statements
4. Confrontive Dimension
Summary of Confrontive Statements
5. Mentor Model Dimension
Summary of Mentor Model Statements
6. Employee Vision Dimension
Summary of Employee Vision Statements
A Concise View of the Six Mentoring Dimensions
Introduction
Relationship Dimension
Informative Dimension
Facilitative Dimension
Confrontive Dimension
Mentor Model Dimension
Employee Vision Dimension
Index
About the Author

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