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| Exercises | |
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| Exhibits and Figures | |
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| Foreword | |
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| Preface | |
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| Acknowledgments | |
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| About the Author | |
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| Taking Stock: Mentoring's Foundation | |
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| What Is Mentoring, Anway? | |
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| Does Mentoring Add Value to the Organization? | |
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| How Do We Start? | |
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| Mentoring, Embedded in the Culture | |
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| The Importance of Embedding Mentoring in the Culture | |
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| An Ideal Scenario | |
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| Phases of a Mentoring Relationship | |
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| Embedding Mentoring: Reflection on Practice | |
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| Connecting Culture and Mentoring | |
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| Grounding the Work | |
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| Identifying Cultural Anchors | |
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| Deciding to Move Forward | |
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| Where Do You Want to Be? Aligning Organizational and Mentoring Goals | |
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| Connecting Culture and Mentoring: Reflection on Practice | |
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| Planning Implementation | |
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| Readiness, Opportunity, and Support: A Model for Change | |
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| People and the Plan | |
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| The Process of Implementation | |
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| Planning Implementation: Reflection on Practice | |
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| Moving Forward: Mentoring At Work | |
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| The Hallmarks of Mentoring | |
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| Moving Mentoring Forward | |
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| Infrastructure | |
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| Mentoring Infrastructure Components | |
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| Infrastructure: Reflection on Practice | |
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| Alignment | |
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| Concepts and Challenges | |
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| Characteristics of Alignment | |
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| People: Powering Mentoring | |
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| Process Components of Alignment | |
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| Alignment: Reflection on Practice | |
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| Accountability | |
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| The Concept of Accountability | |
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| Setting Goals | |
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| Clarifying Expectations | |
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| Defining Roles and Responsibilities | |
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| Monitoring Progress and Measuring Results | |
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| Gathering Feedback | |
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| Formulating Action Goals | |
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| Accountability: Reflection on Practice | |
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| Communication | |
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| Challenges of Communication | |
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| Communication Criteria | |
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| Benefits of Communication | |
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| Components of Communication | |
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| Communication: Reflection on Practice | |
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| Value and Visibility | |
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| Identifying the Value | |
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| Showing Support Through Visibility | |
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| Practices That Stimulate Value and Visibility | |
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| Value and Visibility: Reflection on Practice | |
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| Demand | |
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| Creating Demand in a Mentoring Culture | |
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| Impact and Indications of Demand | |
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| What Factors Prevent Demand from Flourishing? | |
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| How Do Mentoring Hallmarks Contribute to Demand? | |
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| Demand: Reflection on Practice | |
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| Multiple Mentoring Opportunities | |
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| Planning the Opportunity | |
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| Types of Mentoring Relationships | |
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| From Opportunity to Planning | |
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| Multiple Mentoring Opportunities: Reflection on Practice | |
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| Education and Training | |
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| Developing a Big-Picture Perspective | |
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| Key Factors at Work | |
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| Evaluating Your Key Factors | |
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| Anatomy of a Training Experience | |
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| Strategies for Success | |
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| Education and Training: Reflection on Practice | |
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| Safety Nets | |
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| Relying on the Net | |
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| Proactive Approaches to Obstacles | |
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| Reactive Approaches to Obstacles | |
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| Gaps in the Net | |
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| Safety Nets: Reflection on Practice | |
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| Epilogue: Moving on: Mentoring and the Future | |
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| From Seed to Blossom | |
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| From Blossom to Fruit | |
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| Cultural Integration: A Caveat | |
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| Reflection Is the Practice | |
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| Mentoring Culture Audit | |
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| Digging Deeper | |
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| References | |
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| Index | |
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| Credits | |
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| How to Use the CD-ROM | |