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Mentoring is based primarily on the relationship between Mentor and Mentee. In order for this relationship to fulfill its purpose, the couple should establish its principles at the very beginning of the process. This is the role of the mentoring contract. In this article I will take a closer look at what a contract is in the mentoring process, why it is worth having one and what it should contain.
Mentoring has many advantages and great benefits for everyone – for Mentees, for Mentors and Mentors, for the organization. Development of specialized skills, soft skills, relationship building, improved well-being and job satisfaction leadership development in the organization are just some of them. But like all forms of development, mentoring also has its limitations. One of them is price – the cost of mentoring. In this article I will try to answer the question of how much mentoring costs. I will mainly touch on the perspective of Mentees, although there will be something for Mentors and organizers as well.
Mentoring in its assumptions is based primarily on the relationship and commitment of the two people in the pair. Each party has its own roles and qualities needed to fulfill them. The Mentee should be committed, open-minded, eager to learn about himself, grow, change his behavior. And the Mentor? Well, that’s what. This is the topic I will address in this article.
In a previous blog article, I touched on the most common questions related to mentoring. This time I decided to take a closer look at a few selected questions by providing answers in a more comprehensive manner.
Mentoring is a process of sharing knowledge and experience, in which the Mentor helps the Mentee achieve their goals and develop their potential. However, an experienced and good Mentor does not rely only on loose talk, but uses a wide range of tools and exercises to help the Mentee learn about themselves, overcome challenges and achieve goals.
Goals are the foundation of any mentoring process. Among other things, they are what make mentoring an actual development process, and not just chaotic conversations over coffee. They are so important that we decided to devote a separate article to them. In it, I will present techniques useful for setting goals and building self-awareness, list some sample goals, and finally address the topic of assessment and evaluation.
How to talk to a Mentor? What to talk about with the Mentor? These are questions that often arise for Mentee before starting the mentoring process. We’ve already alluded to this topic in several previous articles, but now I’ve decided to put it all together in the form of a single resource – a guide for beginning Mentees who are starting their first mentoring process.
Mentoring as a development process has its own definition and assumptions. This definition defines the formula for the relationship between Mentor and Mentee and the aims and objectives of the whole process. In this respect, it is specific enough.
However, there are a number of flexible areas in which individual mentoring programmes may differ, and within these differences we can try to define the types of mentoring.
In this article, we will explore a deeper definition of a Mentor, his/her role in the life of an individual and the key competencies that make him/her an indispensable support in the development process. We will learn about the character traits and skills that distinguish a Mentor, and the benefits they can bring to both the Mentor and the Mentee, i.e. the person being mentored.
In this article, we will take a close look at the phenomenon of mentoring, starting with its definition and etymology, to concrete examples and benefits of its practical application. We will find out exactly what mentoring is, what purposes it can serve and the various ways in which it can be implemented in today’s world, which is becoming more complex and demanding every day.