Mentoring Reflection

I picked a practicum that I think is not going to be on the easy side so I need to preserve myself for the ling run and set self-care practice that I can keep doing in the future. My next semester goal is to work on my active listening skills. As I already mentioned I believe they are the roots, the base of a good working relationship. It is a skill that I need to reinforce to make sure that it is part of my practice. Active listening with practice will enable me to integrate not only what the client is saying but how he is saying it, his body language, what he is not saying.

Over the past one and half month, the class of PDE 502 (Counselling and Career Education) has taught me some major lessons for life in dealing with the clients in response to their emotional needs. The role of a counsellor is not unlike that of a friend where by it is nurtured by being in each other’s company, talking over everyday issues and sharing feelings. However, what sets a counsellor apart is their experience and the ability to apply counselling theories and techniques to assist people in gaining awareness, insight and explore ways of solving their own issues. The purpose of this reflection is to reflect upon the use of counselling skills, which I have applied in the role-play with the goal of establishing healthy rapport building.

Looking back at what I have learned about becoming a teacher is assisting students to make the desired conclusions but utimately letting them come to the conclusion on their own. Which I think is an important skill to have as a teacher but I think it is vital when discussing such an important and touchy subject. I am excited to see at the end of the semester what I conclude. The learning outcomes that I focused on was; knowledge of the culture of another country or people, and an awareness of how culture is instrumental in shaping one 's

His model identifies authoritative interventions (prescriptive, informative and confronting) and facilitative interventions (cathartic, catalytic and supportive) to decide when and how to help them to shine. (John, 2012). Regularly perform Training Needs Assessments looks at an employee and organizational knowledge, skills, and abilities, to identify any gaps or areas of need to determine what your team needs to be successful, this assessment serves as a diagnostic tool for determining what training needs to take (Training Needs Assessment Survey, n.d.) The emotional support is also important, the Blake-Mouton Managerial Grid is based on two behavioral dimensions. 1. Concern for People: this is the degree to which a leader considers team members ' needs, interests and areas of personal development when deciding how best to accomplish a task.

I do believe that the OR manager and myself have developed a realistic and thorough plan for the success of the mentoring program. However, there are a variety of potential problems that could still occur. These might include a personality conflict between the mentor and mentee, lack of commitment to sustain the relationship, differences in communication styles, failures by association and finally an intentional sabotage to the success of the mentee. Should any signs of these problems develop, it is recommended that both the mentor and mentee confront the situation directly and participate in a plan for resolution or dissolution. As recommended by the AMSN, “prior to entering into a mentoring relationship, both parties should agree to a no-fault separation if one or both individuals realize the relationship is not working effectively” (2012, p. 9).

The sponsor provides the mentoree influential networks, links them to valuable resources, provides career guidance and development, and is the mentoree’s advocate to the organization. These things develop the mentoree and can accelerate their leadership formation. Organizations should always be looking for potential leaders and providing Sponsor mentors for retention and organizational improvement. In summary, “Sponsorship is a relational process in which a mentor having credibility and positional or spiritual authority within an organization or network relates to a mentoree not having those resources so as to enable development of the mentoree and the mentoree’s influence in the organization.” (Stanley and Clinton 124) Finally, the last type of mentoring is passive and is called Model mentoring. The model mentor can either be contemporary (currently living) or historical (ceased).

To complement my strength best I would want to pair up with an implementer and mediator to govern the execution of the work to be performed. I have the ability to come up with ideas and encourage, but see that I could be difficult to convince and will procrastinate without about the work as well. The mediator would be just to ensure I don’t become too stubborn at listening to the ideas regarding change. 2. Imagine you are the leader of a classroom group required to do a semester-long service learning project.

Leaders “need to surround themselves with a team that complements their own strengths, and compensates for the skills that they lack” (Gottlieb et al., 2012, p.43). I am currently using my leadership strengths with developing a new protocol and education for manual proning in the intensive care unit. I am strong in areas of research, sifting through information, and compiling it; however, I’m not great about speaking in public. I made sure to include a member of my team whom was comfortable with public speaking. By having a team comprised of different strengths, we will have a greater chance of sharing our vision on the importance of manual proning with the

In life, everyone goes through experiences that make them learn one lesson at a time. Like not training hard enough for a competition that results in losing will teach someone to prepare more for next time, each event that happens prepares a person in life. Sometimes people have to struggle a little in order to see the greater good; but these struggles do not have to be taken alone. Advice is available from those who are wiser from experience. The film 300 and Grimms’ The Little Red Cap present a didactic experience as the protagonists embark on a quest regarding the guidance of mentors that enlightens and informs.

Mentorship is the key to every apprentice’s development and success. The mentor represents the connection between parent and their child, teacher and student, doctor and patient, god and man. The function of the mentor is to prepare the apprentice to overcome and face the unknown, to accept the adventure. The mentor can either be a wise women or man who leads the apprentice to the duty he or she was destined to complete. In both stories, The Road, and The Last of us, mentorship ultimately leads to the apprentice's heightened independence, as the impact of the mentor, the unintended learning and the obsolescence of the mentor, eventually concludes to the apprentice’s graduation, therefore, allowing him/her to pursue their journey in which they