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The more specific you are in defining what you want to accomplish via a mentoring relationship, the more effectively your Mentor will be able to help you. Below are some ideas to get you started.
This comprehensive toolkit includes tools, templates and advice for implementing and adhering to the second edition of the emeEl nts of Effective Practice —rigorous guidelines that, when followed, will help to ensure quality mentoring.
We teach who we are in times of darkness as well as in light. A list of dowloadable resources for mentors, mentees and supervisors to support and manage formal mentoring relationships. This short template contains names, contacts, goals, process, evaluation, signatures – download the short template as a google doc.
Mentoring is intentionally focused on the growth and development of an individual. Mentoring comes in various formats, including formal mentoring programs and informal mentoring relationships, and encompasses broad forms of support including professional, career, and emotional support.
At its very basic core, mentoring is a relationship in which an individual supports a colleague, by sharing their professional knowledge and experiences, and utilising key skills and personal attributes, to enable that colleague to achieve their goals. Progress in their professional life/career.
The guidance note offers concrete strategies, templates and tools for companies set up and effectively manage mentoring programmes that promote gender equality and advance women’s advancement in the workplace.
MENTORING DEFINED. A mentor is an individual with expertise who can help develop the career of a mentee. A mentor o en has two primary functions for the mentee. The career-related function establishes the mentor as a coach who provides advice to enhance the mentee’s professional performance and development.
