Cover image for The Manager's Pocket Guide to Effective Mentoring

The Manager's Pocket Guide to Effective Mentoring

Author Dr. Norman H. Cohen
Release Date: 1999/01/01
ISBN: 9780874254693
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Book Description

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

  1. Cover
  2. Title
  3. Copyright
  4. Contents
  5. GENERAL INTRODUCTION: THE MANAGER’S POCKET GUIDE TO EFFECTIVE MENTORING
    1. Purpose
    2. Mentoring Today
    3. Organization of Work
    4. Additional Information about Mentoring
  6. THE MENTOR ROLE: AN INTRODUCTION
    1. The Six Mentoring Dimensions
    2. Planned Sessions
    3. Holistic Experience
    4. Active Participation
    5. Ideal vs. Realistic
  7. THE COMPLETE MENTOR ROLE: ACTIONS AND PURPOSE
    1. Introduction
    2. Relationship Dimension
    3. Informative Dimension
    4. Facilitative Dimension
    5. Confrontive Dimension
    6. Mentor Model Dimension
    7. Employee Vision Dimension
  8. PHASES OF THE MENTORING RELATIONSHIP
    1. Introduction
    2. Concept of Phases
    3. Outline of Phases
  9. APPLYING THE SIX MENTOR DIMENSIONS
    1. Introduction
    2. Relationship Dimension—Trust
    3. Introduction
    4. Familiarity—Pluses and Minuses
    5. Barriers
    6. Minimal or No Prior Contact
    7. The Need to Create Trust
    8. The Mentee Experience—Acceptance vs. Invalidation
    9. Refrain from Instant Disagreement
    10. Timing of Remarks
    11. Avoid Inappropriate Competition
    12. Informative Dimension—Advice
    13. Introduction
    14. Avoid the Quick Fix
    15. Be Alert to Old Patterns
    16. Tailored Advice, Not Platitudes
    17. Use of the Mentee Profile Form
    18. Networking
    19. Assessing the Value of Information
    20. Facilitative Dimension—Alternative
    21. Introduction
    22. Sometimes a Difficult Process
    23. Stress and Education
    24. Value of Discomfort
    25. Learning to Interpret Stress
    26. Protecting Mentee Decisions
    27. Confrontive Dimension—Challenge
    28. Introduction
    29. Four Important Variables
    30. Respect as a Stabilizer
    31. Referral
    32. Sufficient Time to Respond
    33. Insight and Change
    34. Mentor Model Dimension—Motivation
    35. Introduction
    36. Motivation
    37. Value of Self-Disclosure
    38. Issues of Disclosure
    39. Dealing with Risk
    40. Personalize the Relationship
    41. Employee Vision Dimension—Initiative
    42. Introduction
    43. Mentee Potential
    44. Mentor Reservations
    45. Communicating Concern
    46. Consequences of Avoidance
    47. Advocacy Viewpoint
    48. Initiating and Managing Change
    49. Mentor Satisfaction with Results
  10. Maintaining Records of Mentoring Sessions
    1. Purpose of Notes
    2. Suggested Form for Records
  11. Mentee Learning Activities
    1. Introduction
    2. List
  12. A Practitioner’s Reference—Utilizing the Principles of Adult Mentoring Inventory
    1. Purpose of Practitioner’s Reference
    2. Organization of Material
    3. 1. Relationship Dimension
    4.       Summary of Relationship Statements
    5. 2. Informative Dimension
    6.       Summary of Informative Statements
    7. 3. Facilitative Dimension
    8.       Summary of Facilitative Statements
    9. 4. Confrontive Dimension
    10.       Summary of Confrontive Statements
    11. 5. Mentor Model Dimension
    12.       Summary of Mentor Model Statements
    13. 6. Employee Vision Dimension
    14.       Summary of Employee Vision Statements
  13. A CONCISE VIEW OF THE SIX MENTORING DIMENSIONS
    1. Introduction
    2. Relationship Dimension
    3. Informative Dimension
    4. Facilitative Dimension
    5. Confrontive Dimension
    6. Mentor Model Dimension
    7. Employee Vision Dimension
  14. INDEX
  15. ABOUT THE AUTHOR
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