Ape itu PERMENTORAN?

Mentorship refers to a developmental relationship in which a more experienced person helps a less experienced person, referred to as a protégé, apprentice, mentee, or (person) being mentored, develop in a specified capacity.

There exists several definitions of mentoring in the literature. Foremost, mentoring involves communication and is relationship based. In the organizational setting, mentoring can take many forms. One definition of the many that has been propsed, is "Mentoring is a process for the informal transmission of knowledge, social capital, and the psychosocial support perceived by the recipient as relevant to work, career, or professional development;mentoring entails informal communication, usually face-to-face and during a sustained period of time, between a person who is percieved to have greater relevant knowledge, wisdom, or experience (the mentor) and a person who is perceived to have less (the protege)" (Bozeman, Feeney, 2007).

SOURCE: http://en.wikipedia.org/wiki/Mentorship

Mengikut kamus dewan keluaran dewan bahasa & pustaka (DBP) mentor (sebutan: méntor) ialah pembimbing atau penasihat (yg arif dan berpengalaman) kpd seseorang manakala mentee pula belum terakam dalam Kamus Dewan. Walau bagaimanapun, istilah ini boleh cuba dibentuk dan dieja sebagai menti sebagai cadangan. Untuk keterangan lanjut, sila rujuk Bahagian Perkamusan, melalui talian telefon, 03-2.

SUMBER: http://prpm.dbp.gov.my/carian.aspx?cari=mentor&domain=PRPM

Historically, the word ‘mentor’ comes from Greek. A writer named Homer in his writing ‘Odyssey’ tells us the story of Odysseus/ Ulysseus (Ithaca King) went to war with the Trojan, he entrusted his family to a man named Mentor. He acts as a teacher/ supervisor to King Ithaca’s son Telemachus.

Sumber : Peranan Mentoring dalam Interpersonal Remaja (PTS Publication Sdn Bhd)

Ko dpt sumber PTS dr sape zam?hehe

The Mentoring Lifecycle

It's The BEST!

Mentoring relationships have ups and downs and go through certain phases. Learning about these phases will help you feel more comfortable since you will know what to expect. You will also be more supportive of your mentee.

Most mentoring relationships go through four stages:

• Birth
• Engage
• Sustain
• Transition

You can easily remember this by remembering that mentoring relationships are the BEST!

Remember that these stages are not clear-cut. They frequently overlap, and you may even find yourself returning to an earlier phase. This is all part of the normal development of the relationship.

Birth

The birth of your mentoring relationship is where it all begins!

During this phase, you will experience one of the most exciting events in the relationship - meeting your mentee for the first time.

You will also talk with your mentee to find out what each of you is expecting from the relationship.

Before You Meet

The first meeting is where you and your mentee will form your first impressions, so it's important that the meeting go well.

Meeting your mentee for the first time is one of the most exciting points in the relationship. However, it can be a bit uncomfortable - for both of you! Both mentors and mentees often worry about the other person's opinion. Both often worry about what they will say.

The following are some suggestions to help you develop a rapport and build trust with your mentee.

• Prepare yourself
• Be on time
• Set a comfortable tone
• Things to talk about

Engage

Once your mentoring relationship is off to a good start, you and your mentee enter the second phase: engage.

From the outset you have worked on getting to know one another while at the same time planning specific goals for the mentorship. This is sometimes called paying attention to "task" - the things you and your mentee want to do and accomplish; and to "relationship" - building a solid connection between you.

In the Engage phase, you will deepen and strengthen your relationship, developing greater mutual trust and respect.

Sustain

The next stage of your relationship will likely be the longest as you sustain your mentoring relationship. During this stage you will continue to help your mentee reach his/her goals.
You will both need some new skills to keep your relationship strong over the long term.

These include:
1. Assessing the health of your relationship
2. Giving feedback
3. Solving problems
4. Determining if you are really making a difference

Relationship Checkup

Relationships are dynamic, and mentoring relationships are particularly so! It is a good idea to periodically assess for yourself and check in with your mentee about how things are going.

Giving Feedback

As your relationship continues to grow, there will be times when both of you will need to give the other feedback. Feedback is important to both correct problems and reinforce positive aspects of the relationship.

Problem Solving

As in any relationship, it is inevitable that problems will occur with your mentee. These may be problems between the two of you, or between your mentee and someone else. There may even be mentee problems that don't involve others.

You can play two key roles. First, you can help your mentee find a workable solution to the problem. Even more importantly, you can model a problem solving process that your mentee can apply to other problems.

Are You Making A Difference?

Most mentors choose to mentor because they want to make a positive difference in the life of a young person.

There will be times where it is easy to see the impact you are having. For example, your mentee might:

• do well on a test or project on which you provided help
• successfully resolve a long-standing problem
• talk with you more freely
• ask you more questions
• be clearer about what they want or need from you
• acknowledge something about you

However, sometimes it can be hard to tell if you really are making a difference.

Transition

Some mentoring relationships do come to an end, often at the end of an agreed upon time. However, many mentors and mentees choose to stay in touch years after their formal interaction ends.

Keep in mind, though, that there's another way that mentoring is an ongoing cycle without an end: when a mentee grows up and decides to become a mentor to a young person, the cycle of giving - you might call it a 'virtuous cycle' - continues.

Transitions, Not Endings

So we know that a transition isn't necessarily a moment for "The End" to flash on the screen - but how does a successful mentoring relationship close out the formal mentor-mentee connection in a healthy, positive way?

There are two main ways a mentoring relationship comes to a formal end: when it is initiated by mentor or mentee; or when the goals of the mentorship are achieved and the agreed upon time commitment has been honored.

Keep in mind that it's a good idea not to wait until your last meeting with your mentee to start talking about transitions - transitioning takes time, so be sure to begin exploring the topic long before the likely end.

Ending "On Time and On Purpose"

When a mentee has reached his or her mentoring-related goals and the time both people have committed has ended, it is time to come to closure on your formal relationship.

Remember this does not mean "this is goodbye - sob!" - you can and should talk together about whether you would like to remain in touch - and if so, how.

When The Relationship Ends Early

Sometimes - despite everyone's best efforts - a mentoring relationship comes to an early conclusion.

Common reasons for this to occur include:

• Mentor or mentee moves out of the area
• Other major life changes (health concerns etc) make continuing impossible
• One of the pair decides to end the relationship

After That Last Meeting

After the meeting ends, remember to emphasize the positive in your own thoughts as well.

You've taken the time and the risk to make a difference in a young person's life, and that is a great thing, something to be proud of.

Even if you can't see any impact you have made at all (and this is unlikely), remember - sometimes the effect we have doesn't manifest itself for years. Some of the adults who changed your life probably never knew they did.

Transitions - or any change, for that matter - can be scary, but there are some things you can know about and do that ease the fears and make transitions go better.


Edited from Source : Mentoring Website

Mentor2 sekalian,ambillah pengajaran berkenaan penerangan azam.penat die search kat intenet.

Untuk pengetahuan semua...

Ini adalah apa yang saya cakapkan sewaktu Mentoring Course dahulu. Ulangkaji gitu...

Cuma ditulis semula agar yang tidak hadir juga dapat memanfaatkannya. Jadikan ini sabagai panduan ya...

Di masa hadapan, setiap kali selepas saya menyampaikan kuliah mengenai mentoring saya akan menulisnya semula di sini.

Insyaallah, sekiranya ada mentoring course bulanan. Saya akan menceritakan pula mengenai skil-skil yang perlu dalam permentoran.

bagus azam,keep up da good work.mentor2 lain kena ambik contoh & share la ape yg patut.

Ye..itulah sebetulnya. Kalo tak tahu tanya. Orang kate segan bertanye sesat jalan.

Kalo tak pun, toksah tunggu orang tanya. Share je pengetahuan yang ade.

kan azam dah marah.lain korg kena la tanye.