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Mentoring
출처 http://www.mentor1.com/history.htm
Mentoring Can :
* Strengthen employee communication skills
* Support at-risk youth
* Make corporate diversity a strength
* Improve cross-gender communication
* Promote cross-cultural understanding
* Provide a balance between work and family life
* Encourage inter-generational dialogue
* Strengthen family dialoguing skills
* Promote employee self-reliance and risk-taking
Mentoring in the Nineties and Beyond
Origin of Mentoring
The word "mentor" comes from The Odyssey, by Homer. In this classic epic work
Telemachus, the son of Odysseus, receives teaching, coaching, and counseling
from an older, more experienced person named Mentor. This defines the
traditional view of mentoring as we think of it today: that is, an older
person providing knowledge and advice on a one-to-one basis to a younger, less
experienced person, the protege. In The Odyssey, Mentor is portrayed as the
focal point in the relationship and the supplier of mentoring help which flows
to Telemachus. The younger member of the partnership, the protege, is
primarily an empty vessel to be filled by the mentor.
What's Wrong with the Traditional View of Mentoring?
The traditional "closed" model of mentoring, described above, has been proved
to be too limiting. Dr. Richard E. Caruso, in his ground-breaking research in
the field of mentoring, discovered that alternative mentoring models exist in
the real world. In his doctoral work he describes an "open" model of mentoring
in which the protege becomes the focal point of the mentoring partnership.
Rather than the traditional two-person, one-to-one model, the open system
suggests that mentoring is triggered by career-aspiring proteges who seek out
needed mentoring help from a variety of sources.
After founding The Uncommon Individual Foundation in 1986, Dr. Caruso
produced research that turned the mentoring establishment on its ear and
altered the way we look at mentoring today.
Through the training and consulting offered by his foundation, countless
mentors and proteges covered the path to becoming "uncommon individuals."
Why is the Open Model of Mentoring so Powerful?
The "open" model of mentoring gives proteges the right and the impetus to
pursue their own answers to their own questions. Frequently mentors are
limited by their own experiences which usually determine how much they can
share with their proteges. Mentors often see themselves as advice givers and
gate keepers, not as facilitators of protege growth. The open system allows
proteges to seek help from a variety of sources so that one mentor is not
called upon to provide all of the necessary assistance. Proteges are the focal
point of the partnership who structure and manage the mentoring relationship.
In order for an open-system mentoring to work, an organization's goal is to
provide a "mentor-rich environment."
Are there instances in which the traditional closed system of mentoring
works? Yes, in some limited applications. Examples might be the high school
chemistry teacher and a gifted future scientist, or someone assigned to help a
new hire get on his or her feet. The more powerful relationships are the
results of the protege and mentor finding each other on a voluntary basis.
