discussion

A mentor plays an essential role in helping an individual meet his or her career expectations. Although a mentor does not tell the mentee what to do or help the mentee in his or her job, a mentor is an essential influence in the career development and success especially in the case of an individual struggling to meet job expectations (Fischer & Andel, 2002). In order to effectively mentor a staff member struggling to meet job expectations, it is imperative to address specific issues experienced by the staff member. In my discussion I will develop a four-week-plan for addressing time management as well as maintaining misbehavior. 

Based on the question I chose for my discussion, my four-week plan will have this overview:

Week 1: establishing familiarity with mentee

· January 1. 2018

· Face to face meeting

· Establish personal trust with the mentee

· Determine whether the mentee is compatible with me as his mentor. In order for the mentoring process to be successful, the employee and the mentor must be compatible and good match to enable the mentee to learn from me as his mentor.

· January 4 2018

· Set goals and expectations for the mentoring process

· Identifying the expected time management skills and confidentiality expectations expected at the end of the mentoring process.

Week 2: addressing time management and maintaining confidentiality

· January 8 2018

· Face to face meeting

· addressing the issue of time management

· emphasizing the importance of time management to employee

· January 12 2018

· challenging mentee to strike to meet time expectations

· listening to mentee’s goals and fears

· emphasizing on the necessity of confidentiality

Week 3 – Observation and reflection

· January 16 2018

· Conduct class visitations

· Observe the mentee in class

· Documentation

· January 18 2018

· Face to face meeting

· Discuss with mentee essential observations made in the visitation process

· Identify areas that should be addressed

· Appraisal for positive outcomes recorded in the visitation

· Identify various approaches for enhancing time management and confidentiality issues

· Resources:

· Time Management Tips for Teachers.  https://www.teachervision.com/classroom-management/new-teacher/48352.html?page=2 (Links to an external site.)Links to an external site.  Helpful information to help manage time better to give more time for meaningful teaching.

· Get a Handle on Behavior.  http://specialed.about.com/od/behavioremotional/p/handlebehav.htm (Links to an external site.)Links to an external site.   Good tips on managing behaviors without conflict in a classroom setting.

· Give time for mentee to try out the identified approaches and ideas for dealing with confidentiality and time management

Week 4 – Evaluation

· January 22 2018

· Face to Face meeting with mentee

· Examine any notable changes made since the beginning of the mentoring relationship

· Examine whether the end goals where met

· Determine whether the mentoring process was beneficial and whether or not both parties are willing to continue with the relationship.

In order for a mentoring relationship to exist, it must be beneficial to both the mentor and the mentee (Fischer & Andel, 2002). The end results registered at the end of the four weeks will determine whether or not to continue with the relationship.

 

References

Education World.  (n.d.) (2014).  Staff Development Through Peer Mentoring.Retrieved from:  http://www.educationworld.com/a_admin/teacher_training/teacher_training006.shtml

Dietlind Fischer & Lydia van Andel.  (Sept. 2002).  Mentoring in Teacher Education -towards innovative school development.Retrieved from http://www.mint-mentor.net/en/pdfs/Papers_FischerAndel.pdf on January 7, 2014.

Gadzikowski, A.  (2013).  Administration of early childhood education programs.  San Diego, CA: Bridgepoint Education, Inc.