Summary of Modern Mentoring

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Modern Mentoring book summary
Traditional mentoring is for a select few and does little for your company. Modern mentoring is for everyone and serves your company well.

Rating

6 Overall

6 Applicability

7 Innovation

6 Style

Recommendation

Conventional mentoring has a laudable goal: Match a junior employee with someone senior who can show him or her the ropes and lend a hand with career development. Unfortunately, since most organizations have too few traditional mentors, only a small number of junior employees benefit from a typical mentoring program.“Modern mentoring” replaces conventional one-on-one mentoring with learning groups, in which everyone can be a mentor or adviser – and everybody is a learner. Author Randy Emelo, pioneer of “e-mentoring technology,” could have gone into more detail about how to implement such programs – after all, “sharing experience for the sake of mutual benefit” isn’t all that novel an idea –, but getAbstract likes his approach and recommends it to corporate trainers, HR managers and executives involved in professional development.

In this summary, you will learn

  • How traditional mentoring limits learning
  • How to structure and launch “modern mentoring,”
  • How modern mentoring works and what ideas support it
 

Summary

Traditional Mentoring
In most organizations, conventional mentoring benefits only 1% of employees. Yet the basic premise of traditional mentoring – assisting employees in building their careers – is admirable.

Mentoring within corporations expanded during the 1980s. Its ...
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About the Author

Randy Emelo is president and CEO of River, which publishes modern mentoring and social learning software.


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Contained in Knowledge Pack:

  • Knowledge Pack
    Mentoring
    To create a really loyal cadre, mentor your company`s up-and-comers.

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