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