Reviews
"Margo told us early on that mentoring would be the linchpin of ourAYES model and she was certainly correct. Our mentoring process hasset the AYES initiative apart from all other automotive trainingprograms. Thanks to her for all of her contributions and coachingus to emphasize the mentor role in our initiative." --Donald T.Gray, president and CEO, Automotive YES, General Motors "Margo has done it again! This new edition provides the blueprint,tools, and resources to create a successful facilitated mentoringprocess. This revised edition will be a great addition to yourprofessional library." --Roger M. Addison, director, humanperformance technology, International Society for PerformanceImprovement "The phenomenon of the use of mentoring in today's society isdefinitely at a juncture where it needs to be developed as acomprehensive discipline. Ms. Murray's Facilitated Mentoring Modelprovides the critical link for private and public sectormentoring." --Martin A. Jacks, founding president and director, TheMentoring Center, Oakland, California "A must read for the HRD practitioner interested in building arealistic approach to facilitated mentoring." --Kathy WentworthDrahosz, president, The Training Connection, Inc. "For many individuals and organizations who work directly withpeople, the concept of mentoring, of developing potential, simplymakes sense. Too often the problem is how to accomplish this. MargoMurray's book makes this process understandable and provides a veryeffective roadmap to successful mentoring relationships." --DannyE. Sledge, dean of students, Kalamazoo College, and president,International Mentoring Association
Table of Content
THE MENTORING CONCEPT, BENEFITS, AND PITFALLS. What Mentoring Is - and What It Is Not. Mentoring at Work in Organizations. The Upside and Downside for the Organization. Payoffs and Penalties for the Protege. The Mentor's Motivation and Concerns. FACILITATED MENTORING - HOW TO MAKE IT WORK. Mentoring Models and Applications. Assessing Needs and Determining Organizational Readiness. Structuring the Mentor Role - Qualifications, Recruitment, Selection and Rewards. Selecting Proteges and Diagnosing Their Development Needs. Involving the Boss Who Is Not the Mentor. The Coordination Team - Selection, Training, and Responsibilities. Negotiating Sound Mentoring Agreements. Evaluating Mentoring Process Effectiveness. Gender, Culture, and Relationship Concerns. Resource: Sources of Instruments for Assessing Growth andDevelopment.
