The is a way to build connections with experienced AMTA members and get your massage career started off on the right foot. Successful mentor/mentee relationships should be fulfilling and beneficial for all involved. Use these ten tips for a more effective and productive relationship. Keep communications open. Mentee: Be up front. Let your mentor know what your goals are and what you hope to take away from the program.
Mentor: Help your mentee set realistic expectations. Also, if you know you will be unavailable because of business or personal travel, let them know. Offer support. Mentee: Remember that your mentor is there for you, but is only a guide. Mentor: Encourage communication and participation. Help create a solid plan of action. Define expectations.
Mentee: Review your goals. Make sure your mentor knows what to expect from you.
Mentor: Help set up a system to measure achievement. Maintain contact. Mentee: Be polite and courteous. Keep up with your e-mails and ask questions. Mentor: Respond to your e-mails.
Answer questions and provide advice, resources and guidance when appropriate. Mentee: Let your mentor know if you don’t understand something or have a differing opinion. Mentor: Be truthful in your evaluations, but also be tactful. Actively participate. Ask if you can observe your mentor’s practice if he/she is local.
Mentor: Engage in your own learning while you are mentoring, collaborate on projects, ask questions and experiment. Be innovative and creative. Mentee: Offer ideas on what activities and exercises you can do together. Mentor: Share your ideas, give advice and be a resource for new ideas. Get to know each other. Mentee and Mentor: Remember that people come from diverse backgrounds and experiences. Get to know each other on an individual basis.
Be reliable and consistent. Mentee and Mentor: The more consistent you are, the more you will be trusted. Stay positive! Mentee: Remember that your mentor is offering feedback and not criticizing. Mentor: Recognize the work the mentee has done and the progress made. Get Involved in the AMTA Mentoring Program! Not yet a member?
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A Five-Step Guide to Launching a Mentoring Program Looking to start a mentoring program? That’s great. Mentoring is a proven approach to drive rich learning and development for both mentees and mentors. Mentoring also benefits the sponsoring organization. For employers, mentoring increases retention, promotion rates, and employee satisfaction. At universities, student mentoring is proven to improve student retention, boost job placement rates, and increase alumni engagement when tapping alumni as mentors. A thriving, impactful mentoring program is within your reach. But great mentoring programs don’t just happen. They are built through thoughtful planning and sustained commitment to guiding participants through the mentoring process while continually improving the program.
Read on to learn the five-step process to create a high-impact mentoring program. Step 1 Design Your Mentoring Program The starting point for any mentoring program begins with two important questions:. Why are you starting this program?.
What does success look like for participants and the organization? To answer these questions you will need to dive deep to understand your target audience. Make sure you understand who they are, where they are, their development needs, and their key motivations to participate. Translate your vision into SMART objectives: specific, measurable, attainable, relevant and time-bound. Objectives provide direction to program participants, establish program key performance indicators (KPIs), and help organizational leaders understand why they should offer their support.
Successful mentoring programs offer both structure and flexibility. Structure provides participants a mentoring workflow to follow and is critical to help participants achieve productive learning that reaches defined goals. Similarly, flexibility is essential to support varying individual mentoring needs across specific learning goals, preferences, and learning style. Key design decisions include:.
Enrollment – is it open, application, or invite only?. Mentoring style – can be traditional, flash, reverse. Connection type – possibly 1:1, group, or project. Connection duration – typically weeks or months, or perhaps even just a single session. Community/social aspects beyond formal mentoring, tracking and reporting needs. A good idea is to create a program workflow diagram to explain each step of your program.
You can provide details such as key actions, timeframes, support resources, and criteria for moving to the next phase. Mark areas that will require some flexibility to support user needs. Mentoring software allows you to deliver a wide-variety of mentoring programs. Regardless if a small or large program, mentoring software is easy to configure and will save you time and cost in getting your program started and running smoothly. Step 2 Attract Participants for Your Mentoring Program The best designed mentoring programs won’t get far without effective program promotion, mentor recruitment, and training. When new mentoring programs are introduced in organizations, there is generally natural enthusiasm.
Yet this enthusiasm doesn’t always translate into high participation rates. A common reason is the absence of effective promotion.
Don’t assume potential mentors and mentees understand the benefits. Bullet for my valentine the poison 320 kbps torrent. For many, this will be their first opportunity to participate in mentoring. You will need to convince them that participating is worth their time and effort. Beyond participants, key leaders and stakeholders will need to be educated on the benefits of the program and strategic value to the organization.
Consider the needs of mentors. Building a solid base of mentors can be a challenge. It is important to understand the positive and negative factors that impact mentor participation. Once you have identified them, look for creative ways to reinforce positive drivers and lower the hurdles of negative ones throughout the mentoring process. For example, mentors are often busy people with limited time to spend.
How can you help mentors be more efficient with the time they have to dedicate to mentoring? Also consider recognition and reward strategies.
Formally recognizing mentor involvement can be very motivating and help attract additional mentors to the program. Lastly, productive mentoring doesn’t just happen. Provide training to mentors and mentees regarding the program’s goals, participant roles, mentoring best practices, and your mentoring process. Help mentors and mentees clarify their own objectives.
The need for training and guidance doesn’t end after the initial orientation. Provide tips and best practices throughout the mentoring program to help participants stay on track and get the most out of the program.
Promote the benefits to participants and stakeholders. Consider recognition and rewards for participation.
Provide training and reinforcement throughout the program Chronus mentoring software provides the best practices, content and infrastructure to recruit, enroll and train program participants. Step 3 Connect Mentors and Mentees A productive mentoring relationship depends on a good match. Matching is often one of the most challenging aspects of a program. Participants will bring various competencies, backgrounds, learning styles and needs. A great match for one person may be a bad match for another. Matching starts by deciding which type of matching you’ll offer in your program: self-matching or admin-matching. Consider giving mentees a say in the matching process by allowing them to select a particular mentor or submit their top three choices.
Self-matching is administrative light, which in larger programs can be a huge plus. For more structured programs, such as large groups of new students at universities, or groups of new corporate employees, you may want to get the program started by bulk, or admin-matching. Evaluate various match combinations before finalizing as ensuring quality mentors for hard-to-match mentees can be challenging. 3 Steps to Successful Mentor Matching.
Create user profiles with rich data like gender, college, interests, and job function. Decide on your method: self-matching or admin-matching. Intelligently match based on profiles, improving match quality while saving time through software Matching best practices start with a solid profile for all participants (mentors and mentees). Critical profile elements include development goals, specific topical interests, location, experiences, and matching preferences.
Think about how you’ll want to match people, or if you’ll want them to save time by having them match themselves. For example, you may want to match female leaders with younger female employees, or experienced sales personnel with new recruits.
For self-matching, perhaps participants might like to connect with someone from the same previous employer, or the same college. The more you know about your participants, the better chance your participants will have for a great fit and a happy, productive mentoring outcome. Regardless if self- or admin-matching, see how Chronus software makes matching faster and easier with strong, intelligent matching capabilities. Step 4 Guide Mentoring Relationships Now that your participants are enrolled, trained, and matched, the real action begins. It is also where mentoring can get stuck. Left to themselves, many mentorships will take off and thrive. But some may not.
Because mentoring is not typically part of one’s daily routine. Without direction and a plan, the mentoring relationship is vulnerable to losing focus and momentum.
That is why providing some structure and guidance throughout the mentorship is vital to a successful mentoring program. One best practice is to ensure all mentorships have goals and action plans. This serves two purposes. First, it brings focus at the onset, which helps a mentorship get off to a good start. Second, it adds accountability to accomplish something. Provide all mentoring relationships with timely and relevant “help resources” (topical content, mentoring best practices, etc.) throughout the mentorship.
Chunk-sized content delivered at key points is ideal. As a mentoring connection progresses, establish checkpoints where mentorships report on their progress. Even if your organization doesn’t choose to formally track the details, just the act of reporting progress helps mentors and mentees stay productive. Lastly, have a formal process that brings closure to the mentoring experience. Within this process, provide an opportunity for both the mentor and mentee to reflect upon what was learned, discuss next steps for the mentee, and provide feedback on the benefits of the program and process. Chronus software makes guiding, or “facilitating,” your program’s mentoring connections very easy and enables your participants to be highly productive. Step 5 Measure Your Mentoring Program Understanding how your program measures up to expectations may well be the most important phase of all.
Mentoring is a significant investment when you consider program management, infrastructure, and the valuable time of participants. Articulating the impact is essential to secure ongoing funding and support. In addition, the measure phase is also focused on assessing program health to identify trouble spots and opportunities. Mentoring programs should be tracked, measured, and assessed at three altitudes: the program, the mentoring connection, and the individual. To be effective you need the ability to capture metrics and feedback throughout the program lifecycle. At the program level, build metrics around defined business objectives.
For example, in a diversity mentoring program you may want to compare promotion rates of program participants to non-participants. Also track “funnel” conversion metrics, which show the progress participants make at each step of the mentoring program starting at enrollment. Conversion metrics provide essential insight into program health. For mentoring connections, you want to understand mentorship behavior to identify roadblocks and opportunities.
Common questions you will want to ask are: Is the mentoring timeframe too long, too short, or just right? Are mentorships getting off to fast starts or lagging? Are participants leveraging content resources you have provided? For participants, you want to understand the impact of mentoring in terms of outcomes while acquiring program feedback. One of the easiest ways to capture outcome and feedback is through surveys. Ask participants and stakeholders how well the mentoring program met their goals and the goals of the organization. Also ask them for their ideas for improving the program.
The National Mentoring Resource Center provides a collection of mentoring handbooks, curricula, manuals, and other resources that practitioners can use to implement and further develop program practices. This growing collection of resources have all been reviewed by the.
They all show some level of evidence, however are broken into two tiers depending on the extent. Most items are directly available for download here or elsewhere online. Learn more about for programs, practices, and resources.
You can also for review and inclusion on this site. Types of resources available:.
Program Mentor Mentee Kejururawatan
Mentor Guides and Handouts Title Summary This guide for mentors provides an overview of basic skills and concepts that may contribute to effective mentoring relationships. After summarizing what may make a mentoring relationship successful, the guide reviews ten recommended principles of mentoring, and includes questions for mentors to consider as they reflect on their mentoring relationships, and handouts for mentors. This online toolkit for mentors includes ready-to-use activities, checklists, and background information that can support mentees of all ages as they think about, and plan for, postsecondary education. This 12-module curriculum and activity guide is designed to assist mentors in working with middle school youth to explore postsecondary education and possible careers. This mentor guide provides information and guidance on how to incorporate healthy eating and physical activity into a mentor-mentee relationship.
This essay was developed as part of the CARES National Mentoring Movement work to promote the well-being of pregnant and parenting African American youth through targeted group mentoring discussions. The essay reviews several strategies for mentors to keep in mind as they engage youth in meaningful discussions about their experiences and the world around them.
This handbook reviews concepts, skills and activities that mentors can use with their mentees to support academic and life success, with an emphasis on social-emotional growth. This series of three Fact Sheets provides both mentoring programs and mentors with basic information about positive youth development principles and how to build them into mentoring settings and relationships. The Growth Mindset for Mentors Toolkit offers 12 lessons for mentors that apply the principles of growth mindset to their work with youth. This tool is intended to help youth and mentors track important milestones as youth make the journey from school to post-secondary education and career planning. This Mentoring Fact Sheet from the U.S. Department of Education’s Mentoring Resource Center explains how mentoring practitioners can help mentors understand gender difference and the potential impact of gender on their mentoring relationships.
It reviews tips and strategies for providing ongoing training and support on gender-informed mentoring approaches that are intended to help mentors develop effective and positive relationships with their mentees. This Mentoring Fact Sheet from the U.S.
Department of Education’s Mentoring Resource Center reviews common challenges that arise throughout the life of a mentoring relationship with a young person and provides recommendations for how mentors can anticipate and manage these challenges in the best interest of the youth with whom they are working. This extensive guide provides a framework for mentoring young women and girls with a focus on developing life skills. It is oriented toward mentoring for girls in developing countries in group contexts.
This resource offers advice, strategies, and other information to older youth who will be serving as peer mentors to younger children in school and community settings. This concise guide reviews effective strategies for mentors to help them to respond to a mentee’s disclosure of a sexual assault or sexual trauma.
This is a guide for student mentors engaged in peer mentoring relationships with students on the autism spectrum. It reviews relevant information about autism, guidance about the role of a peer mentor, and tips for effectively supporting students on the autism spectrum to achieve academic and social goals. This guide provides mentors with recommendations and resources to help them support youth who have faced experiences with violence or trauma. A comprehensive mentor handbook designed to offer practical information and tools for mentors over the age of 50, to help them develop and strengthen successful mentoring relationships with today’s young people. This “tip sheet” provides information about the experiences of children who have an incarcerated parent, to help mentors provide support and understanding through their mentoring relationship. This series of 10 fact sheets for mentors reviews many critical topics related to mentoring youth across the adolescent years. These two modules provide information and activity ideas for mentors and mentees around exploring career interests and identifying postsecondary educational opportunities and are intended to help older youth on a path toward a meaningful career.
This activity guide offers a number of games and fun activities that are designed to get male mentors and mentees interacting and learning together, both individually and in groups. Mentor Training Resources Title Summary This resource provides training that can be delivered in-person or remotely to mentors who will be working with youth from military families. The core training provides over 15 hours of ready-to-use curricula on a variety of youth development and mentoring topics. This training guide offers 12 activities that each address a key topic that can come up as mentoring relationships progress.
These trainings are intended to support mentors as they encounter challenges and difficult circumstances while working with their mentees. This resource offers a variety of training activities for both pre-match and ongoing training of adult and peer mentors. Activities are grouped by subject in modules: Building Mentoring Relationships; Setting Boundaries; Communication; Youth Development and Cultural Competency. This interactive online training is designed to support mentors who have been matched for a while and are encountering various challenges as their mentees open up and the relationship grows. This resource outlines recommended practices for mentoring practitioners to support them in providing effective new mentor trainings. It reviews key steps to take in planning and implementing mentor trainings, as well as sample curricula, activities, handouts and an evaluation form.
Program Management Resources Title Summary This guidebook is designed to help youth mentoring programs support and include youth with disabilities. This resource contains tips and recommendations for mentoring practitioners for enhancing cultural competence in their work with Native youth. It includes information about cultural norms and cross-cultural communication as well as tips for training and retaining mentors, with specific information about training non-Native mentors. This toolkit provides guidance on the development of mentoring programs that promote college and career success for youth. It reviews key elements of program design, recruiting and supporting mentors and mentees, and provides examples of relevant programming and data tools. This training toolkit provides information for Program Managers about the experiences of youth in the foster care system and tools to help them design mentoring programs that are responsive to their specific needs and experiences. This guidebook provides advice as well as tools that are intended to help ensure long-lasting relationships in site- and community-based mentoring programs.
This toolkit compiles a directory of articles, resources, and program materials to assist service providers in developing quality programming for the newcomer youth in their communities. This guide serves as a supplement to the fourth edition of The Elements of Effective Practice for Mentoring TM, and includes additional recommended practices focusing on boys and young men of color (BYMOC). This toolkit contains tools, templates and advice for implementing and adhering to the quality standards outlined in the Elements of Effective Practice for Mentoring TM.
Imua is an online tool for monitoring student or mentee progress in a number of areas related to academic achievement, college preparation and readiness, and extracurricular activities. This fact sheet, created by the U.S. Department of Education’s Mentoring Resource Center, offers recommendations to mentoring practitioners and mentors themselves for engaging mentees in school-based mentoring programs and suggests strategies for maintaining mentoring relationships during mentees’ transition from elementary to middle school.
This comprehensive toolkit is designed to offer program staff important background information about immigrant and refugee youth and program practices and strategies to build and sustain high-quality mentoring relationships for this population of youth. This Toolkit includes information about culturally responsive practices for prevention programs supporting Latina youth based on the work of Southwest Key Programs and community-based participatory research, as well as program and systems-level recommendations and action steps with resources for practitioners. This manual, published by Boys & Girls Clubs of America in collaboration with the US Department of Justice and Office of Juvenile Justice and Delinquency Prevention, provides information about the importance of mentoring for Native communities and recommendations for implementing such programming in culturally competent ways. This comprehensive guide, created by the New Zealand Youth Mentoring Network for New Zealand’s mentoring programs, provides benchmarks for programs of all sizes to help them deliver quality services and establish safe mentoring relationships for youth. This guide provides modules and activities to help program managers orient mentees to a mentoring program, with an emphasis on youth safety protocols and supporting the personal growth of young people through strategies like goal-setting. This issue of MENTOR’s Research in Action series consists of a peer-reviewed article summarizing the latest research available on fostering close and effective mentoring relationships, tools for mentoring program coordinators to apply this research to their work with mentors, and a list of additional resources on the topic.
This collection of resources is intended to support community-based groups and organizations that are striving to develop and deliver quality mentoring programs to refugee, immigrant, and newcomer youth. The REACH Resources Overview offers information and recommendations for schools interested in promoting social-emotional learning among students. It reviews the REACH model and the resources that schools can access through the SEARCH Institute to support students in improving academic motivation and educational outcomes.
The Kinship Mentoring Framework Group Session Facilitator’s Guide reflects the lessons learned during the Seventh Generation National Tribal Mentoring Program, a project that used culturally specific mentoring to guide court-involved American Indian and Alaska Native youth (ages 10-17) toward healthy lifestyle choices. This manual, published by Boys & Girls Clubs of America, provides activity curricula for developing healthy living skills in children ages 6-9 with regard to avoiding risky behaviors and situations and is specifically adapted for youth in Native communities. This brief how-to guide, created by Autism Speaks, walks high school students through the process of starting a peer-mentoring club for students with disabilities in their schools. This Teen Mentoring Toolkit identifies key areas for consideration as well as research-informed practices, strategies and tools for planning, implementing and evaluating a quality teen mentoring program. This guidebook offers strategies for developing a school-based mentoring program, exploring many aspects of program design and implementation. This “tip sheet” was written by youth who have or have had incarcerated parents for service providers who work with youth who have this experience or may interact with them.
The purpose is to provide practical advice for how to support youth facing the incarceration of a parent. This resource from Concerned Black Men National offers a series of group discussion starters and activities for mentors to use with groups of African-American young parents in a high school setting, as well as schoolwide assemblies that disseminate many of the same key lessons and concepts across the student body. This resource from Concerned Black Men National offers a series of group discussion starters, tools, and activities for mentors to use with groups of African-American students to help them learn about important aspects of their development, reflect on their experiences with the world around them, and receive support that can promote healthy behaviors, problem-solving, and general well-being. Program Policies and Procedures Title Summary This resource provides a template for a mentoring program to create its own customized manual to guide both policies and day-to-day services. Recruitment and Marketing Tools Title Summary This resource provides planning tools and worksheets for identifying potential sources of appropriate mentors and for planning a variety of recruitment strategies. This resource provides recruitment messages, outreach templates, and sample talking points for recruiting male volunteers to serve as mentors.
In addition to the samples provided, the toolkit offers podcasts of practitioners explaining how to craft messages that will reach men and their tips for encouraging specific groups to approach men about the mentoring opportunities in their communities. This resource provides templates for many types of communications with stakeholders and tips for working with the media. Resources for Mentees and Families Title Summary This guidebook for mentees teaches youth how to seek out appropriate mentors who can help them with their next steps in life once leaving a mentoring program or other system of support.
This comprehensive mentee training toolkit, created by YouthBuild USA, is intended to prepare mentoring program staff to deliver pre-match mentee trainings and includes a facilitator’s guide, PowerPoint slides, handouts, and other resources. This brief video features youth explaining what it’s like to be in a mentoring relationship and tips for how youth entering mentoring programs can get the most out of the experience. This guide can be used to prepare youth for their mentoring relationships and get them thinking about how a mentor can help them reach goals. This customizable Word document was originally designed for YouthBuild programs with the intention of providing information to parents, caregivers, and other supportive adults about the student’s new relationship with a volunteer mentor.
This manual provides mentoring programs with a framework and sample materials to help them prepare, develop, and train mentees prior to matching them with mentors.Note: The evidence basis for references to effectiveness made in the titles or content of the Resources listed on this website have not been reviewed or approved by the NMRC Research Board unless otherwise indicated.
The ACFE Mentoring Program serves as a platform for CFE mentors and mentees to connect and develop a professional relationship that provides a two-way learning process. By participating in this program, CFE mentors are committing to the professional growth of our mentees and investing in the overall future of fraud detection and deterrence. Mentees are ready to take the next steps to grow in their career and to make their professional goals a reality. A mentoring relationship is only as powerful and effective as those who are a part of it. It is important that you follow these guidelines to get the most out of this program and your mentoring relationship.
Program Requirements:. Mentors and mentees should fill out their profile entirely. Add a photo (non-identifying images or OK) to increase your chances of being discovered.
Mentors and mentees should meet for at least one hour per month for six months by phone, video chat, email, or in person. Mentors must be CFEs. Mentees may have one mentor for the duration of the program. Mentors can have at most three mentees for the duration of the program.
Mentors will use the Discovery Call Sheet to initiate a mentoring relationship with a mentee. Both mentor and mentee must confirm the relationship after the Discovery Call. A mentor and mentee pairing may continue their professional relationship at the end of the six months, but they should reconfirm their agreement through the ACFE Mentoring Program. Mentee Guidelines:. Approach a mentor with a clear idea, or goal that you are committed to executing for the duration of the program. Research your potential mentor and understand how they can help you. Take initiative.
It's your responsibility to set a schedule, stay organized and know what you want. Ask for clarity when you’re confused. Learn and work at your own pace. Your mentor is very experienced in what may be new to you. We encourage you to ask your mentor to slow down and thoroughly explain any lessons or concepts you are trying to grasp. Use the resources we provide to get the most out of the program and your mentoring relationship.
If a mentor gives you homework or asks you to do something and you agreed, follow through and follow up with your experiences and results. There is no better reward to a mentor than this. This program is about networking, learning from others, and growing professionally.
Be respectful of your mentor’s time. If you are looking for a job, check out our and.
Mentor Guidelines:. Using the Discovery Call Sheet, get to know your potential mentee.
Only agree to become a mentor for someone if you believe you can help the mentee reach their goal. Create trust by building a relationship. Get to know each other’s interests, goals and hobbies. Let the mentee know in advance how much time you can commit to the mentoring relationship. Clearly layout your expectations, including any homework assignments you have for the mentee. Make sure your mentee understands the concepts you teach by asking for follow-up questions. Avoid falling into the “.” While you might have years in experience in certain fields and subjects, your mentee will be relatively new to many of these things.
Encourage your mentee to speak their mind and contribute. Welcome a two-way learning process. Ask and listen to suggestions your mentee makes on any challenges you might be dealing with professionally. A different perspective can shed light on overlooked solutions. Respect your mentee as an equal.
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