Traditional mentoring is for a select few and does little for your company. Modern mentoring is for everyone and serves your company well.
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,” and
- How modern mentoring works and what ideas support it.
Comment on this summary
1 year agoGood book for reader, please come to see, thanks
Contained in Knowledge Pack:
Knowledge PackMentoringTo create a really loyal cadre, mentor your company`s up-and-comers.
Customers who read this summary also read
Jos Arets et al.
Sutler Media, 2015
Evan Forster and David Thomas
Prentice Hall Press, 2010
Tomasz Tunguz and Frank Bien