The Manager's Pocket Guide to Effective Mentoring

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