23 Jun EVALUATION OF MENTORING PROCESS
EVALUATION OF MENTORING PROCESS
PREPARATION AND ASSESSMENT FOR YOUR REPORT
Evaluation of mentoring process
Your reflective account of your experience and learning on the module, including how as a Mentor you managed the process of mentoring, the mentoring relationship and feedback.
WHAT IS REFLECTION AND WHAT IS ITS PURPOSE?
1. Based first on awareness–what are you aware of and what do you call it. Reflection is influenced by experience, linguistic distinctions (you probably can’t notice what you don’t have a category for), and theory (prediction of what to look for).
2. Interpretation involves seeing relationships, patterns and connections. It involves attribution of causation, which in turn involves ascribing meaning to an event; “What does it mean (to me/us)?”
3. Application takes meaning and asks how it can be used. This results in making predictions (hypotheses) about the patterns that have been observed, to see if what happens next matches the prediction. For example, one might notice that a team member is increasingly quiet and withdrawn, and might reasonably predict that if it continues, then absenteeism will begin. This stage also involves using interpretation to design constructive action to make a difference. For example, rather than allow the member to become marginalized, one might take a gatekeeper role and involve them more.
4. The last stage of the cycle (which becomes the first stage and contributes data to reflection) is engagement. During this stage the person shifts from the reflective process and becomes immersed in the task to be accomplished.
How to reconstruct your experience of the module for new understanding?
ACTIVITY – Identify some organising principles that could be applied to your experience of the module:
PHASES OF MENTORING
Kathy Kram Examined the phases of a mentor relationship from the perspective of psychological and organizational factors that influence career and psychological functions performed. She suggests that developmental relationships vary in length but generally proceed through four predictable, yet not entirely distinct, phases.
Phase, stage or level Example or exception Critical incidents
Initiation – period in which the relationship is conceived and becomes important to both mentor & mentee
Cultivation – the positive expectations that emerged during the initiation phase are continually tested against reality. The mentor and mentee discover the real value of relating to each other and clarify the boundaries of their relationship.
Separation – marked by significant changes in the relationship at the end of a key stage in their career. It is a Tonnye when the mentee experiences new independence and autonomy, as well as turmoil, anxiety, and feelings of loss.
Redefinition – the relationship takes on significantly different characteristics and becomes either a more peer-like friendship or one that is characterized by hostility and resentment. In general, during the redefinition phase, both the mentor and mentee recognize that a shift in developmental tasks has occurred and that the previous mentorship process is no longer needed or desired.
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