Although relationships are central to psychological health throughout the lifespan, not all children have caring adults in their lives that can provide nurturing and stable relationships. Mentoring was established as a means of providing these essential adult relationships to at-risk children. Although the history of formal mentoring traces back to the beginning of 20th century America, only recently have systematic investigations of mentoring programs been conducted. Furthermore, a wide range of mentoring programs across North America have been implemented which has outpaced the research community’s ability to provide evidence-based practice guidelines. The goal of this dissertation was to contribute to research and practice in the field of youth mentoring. In the first study I evaluated the effects of participating in a school-based intergenerational mentoring program. Although I did not find benefits of program participation for mentors or mentees, I identified methodological limitations that are important for future studies to take into consideration and determined two key strengths of the program. In the second study, I compared mentee, mentor, and mentoring coordinator perspectives on mentoring relationship quality and examined how two components of mentor-mentee interactions, relationship dimensions and mentor-mentee shared experiences, were associated with these different perspectives. I developed an observational rating scale to examine a new framework of relationships dimensions, identified several elements that characterize high quality mentoring relationships, and provided suggestions for how to apply this knowledge to mentor training. In the last study, I discussed the connection between research and practice in youth mentoring and identified strategies to promote collaborative interactions that empower individuals, build social relationships, and create synergy between researchers and practitioners. Through my investigation of both mentor-mentee and research-practice relationships, I gained insight into the processes of successful relationship formation and characteristics of long-term relationships. I encountered several methodological barriers and used these as opportunities to identify strategies for overcoming challenges inherent in mentoring research. The knowledge gained through this dissertation can be applied by mentoring agencies to develop evidence-based mentor training programs and by researchers and practitioners to form successful research-practice collaborations, which are necessary to continue to further our understanding of youth mentoring. / Thesis (Ph.D, Psychology) -- Queen's University, 2014-01-02 10:12:55.265

Sammanfattning Denna studie handlar om lärarens första år i yrket, introduktionsåret. Alla nyblivna lärare måste genomgå introduktionsåret med mentor innan de kan söka sin lärarlegitimation. Studiens övergripande syfte är att få kunskaper om hur introduktionsåret för nyblivna lärare fungerar i en kommun i mellersta Sverige. Mer specifikt vill jag belysa och analysera nyblivna lärare och mentorer om deras uppfattning om och upplevelser av introduktionsåret. Studiens syfte preciseras med följande frågeställningar: - Vilka uppfattningar har nyblivna lärare respektive mentorer om introduktionsåret? - Hur beskriver nyblivna lärare respektive mentorer introduktionsåret? - Vilka hinder och möjligheter identifierar nyblivna lärare respektive mentorer i arbetet med att genomföra ett så bra introduktionsår som möjligt? Metoden har varit en kvalitativ och kvantitativt undersökning i form av intervjuer av tre nyblivna lärare och sex mentorer samt en enkätundersökning med 18 deltagande respondenter. Jag har analyserat intervjuerna i fyra olika teman som redovisas i resultatavsnittet. Resultatet av studien är att samtliga intervjuade deltagare tycker att introduktionsåret är en bra verksamhet, möjligheterna är många med en mentor som hjälp det första året. Den nyblivna läraren får hjälp med frågor som rör det praktiska och kan reflektera och diskutera olika ämnen med sin mentor. Tidsaspekten har varit den del som samtliga deltagare tycker har varit det svåra. Det har inte funnits tillräckligt med tid för den nyblivna läraren och mentorn att träffas och mentorn har haft svårt att hinna med och närvara vid de nyblivna lärarnas lektioner. Mentorn måste närvara vid lektioner för att kunna göra en bedömning av den nyblivna läraren och denna bedömning skall skickas in till Skolverket som underlag till ansökan av lärarlegitimationen. Bedömningsdelen ansåg de flesta var en negativ del av introduktionsåret både för de nyblivna lärarna och för mentorerna. För de nyblivna lärarna handlade det om oron att bli bedömda igen och kanske inte bli godkända. För mentorerna var det mycket tidskrävande att göra en bedömning av den nyblivna läraren. Nyckelord: Utbildningsvetenskap, Lärare, Mentor, Intervju, Introduktionsåret.

Augsburg, Univ., Diplomarbeit, 2007.

No description available.

The purpose of this study was to determine in what ways the mentees’ behavior changed during a formal mentoring and coaching program conducted during the 2006-2007 school year in Virginia and what accounted for the change(s). Because a sharp increase in responsibilities in recent years has made the job of the principal more demanding and stressful, it is imperative that principals get help from a mentor coach to sharpen the leadership skills that they need to be successful. Information obtained in this study pertaining to a formal mentoring and coaching program and whether or not it changed the leadership behavior of mentees can be used to develop future mentoring and coaching programs for high school principals. This qualitative study took a collective case study approach that focused on collecting information regarding the leadership skills of high school principals who had worked with a mentor coach during the 2006-2007 school year. This study involved six high school principals who formed three dyads during the formal mentoring and coaching program. Triangulation of data sources included interviews with participants, data from the 2006/2007 and 2007/2008 National Association of Secondary School Principals (NASSP) 360 Self and Observer Assessments, reflection log protocols of the mentor coaches, and mentee shadowing protocols. Data were analyzed using a logical analysis approach which included coding data, finding patterns, labeling themes, and developing category systems. Results of this study were presented as categories and discussed using both the conceptual framework and the 10 leadership skill dimensions identified by NASSP and closely related to the standards endorsed by the Interstate School Leaders Licensure Consortium (ISLLC). This collective case study reveals that the three mentees who participated in a formal mentoring and coaching program in Virginia experienced change, meaning improvement, in the following eight of the ten NASSP leadership skill dimensions: (a) setting leadership direction, (b) teamwork, (c) sensitivity, (d) organizational ability, (e) judgment, (f) results orientation, (g) developing others, and (h) understanding own strengths and weaknesses. Two mentees improved slightly and one not at all in the two leadership skill dimensions, oral communication and written communication. The history of the mentee, some characteristics of the mentor coaches, and several variables pertaining to the administrative mentoring and coaching program accounted for their change in leadership behavior. / Ph. D.

abstract: This action research study focused on training for teacher mentors and teacher mentor self-efficacy. Specifically, this project explored the impact participation in a teacher mentor training program and teacher mentor peer shadowing had on teacher mentor self-efficacy. While there is a plethora of literature on teacher self-efficacy, minimal literature exists on the self-efficacy of teacher mentors. Bandura’s self-efficacy theory and cognitive and collaborative apprenticeship provided the foundational body of knowledge in order to understand teacher mentors’ experiences. This study followed thirty-seven teacher mentors through the first half of the Arizona K12 Center’s Professional Learning Series – Mentor Academy Year 1. Teacher mentors were given a pre-survey upon their first day in the training series, a mid-point survey halfway through the semester and a post-survey at the beginning of the following semester. Teacher mentor self-efficacy data was collected from the surveys and analyzed to determine the impact their participation in the training program had on their self-efficacy. Five random teacher mentors were also selected for interviews. This qualitative data were collected to compliment the quantitative survey data. The second part of the study consisted of interviewing six teacher mentors in a local secondary education school district to gauge the impact the peer mentor shadowing program had on their self-efficacy. Quantitative and qualitative data collected provided insights on the impact these supports had on teacher mentor self-efficacy. The results of this study indicate the challenge and complexities of being a teacher mentor. The data showed that teacher mentors who lacked training prior to or upon initial entry into their new position of teacher mentor struggled to be effective which negatively affected their self-efficacy. The data also indicated that teacher mentors who participated in the Arizona K12 Center’s mentor training program had greater self-efficacy for their roles. Finally, teacher mentors participating in peer mentor shadowing opportunities found it to be of the greatest impact leading to stronger self-efficacy. / Dissertation/Thesis / Doctoral Dissertation Leadership and Innovation 2018

The Diploma thesis is focused on evaluation and innovation of a mentor course. Based on the analysis of 11 educational programmes in certificated courses we found out that the courses are not unified. We chose one of the analysed mentor courses called ``Supervisor of clinical practice`` at the Faculty of Health Care Studies of the University of West Bohemia in Pilsen. The main goals of our research were: 1. to find out the opinions of the mentor course gradutes on the course, 2. to identify possible shortcomings of the courses for clinical practice mentors, 3. to suggest innovation of the current courses. The empiric part of the Diploma thesis was worked on a quantitative research technique to find information required. The data collected through semi-structured interviews were formed into casuistries and subsequently categorised in the tables. Respondents praised the length, the number of participants and the overall structure of their course but they considered the practical part of the course to be insufficient in the extent and the lack of experienced clinical mentors. So a draft proposal of the course was prepared. Our research found some shortcomings of the courses and resulted into a course innovation. The analysis used by the Ministry of Health should help unify educational programmes of mentor courses.

No description available.

Mentor/protégé programs are popular corporate tools, often used to identify and nurture emerging leaders internally, as part of senior management succession planning. This paper provides an analysis of the 2008 Mentor/Protégé program at Analog Devices, Inc from the Human Capital Framework (HCF) perspective. The HCF analysis specifically focuses on identifying implementation “levers” (e.g., human capital) which create or increase capabilities of the organization, to realize strategic goals. This analysis identifies implementation levers from the Mentor/Protégé training program which create new capabilities in the organization, with focus on a Protégé team initiative which developed a new lever to communicate corporate strategy to the organization. / text

No description available.