1. One of the four phases of the mentoring relationship is the need for closure. Why is closure sometimes difficult to attain? What can be done to support this process overall?
2. Please see the following quotes and share how this thought connects to the Objectives: stages of mentoring, create awareness, Establish realistic goals and objectives, Design an action plan, Analyze effective modeling and motivation strategies, and Develop a process to monitor progress and accountability and in regards to facilitating results through mentoring.
"The ultimate use of power is to empower others." - William Glasser
"The only true gift is a portion of yourself." - Ralph Waldo Emerson
"How far you go in life depends on your being tender with the young, compassionate with the aged, sympathetic with the striving, and tolerant of the weak and the strong. Because someday in life you will have been all of these." - George Washington Carver (African American Scientist, Teacher, Inventor, Musician and Painter/Artist)
Naturally, when working closely with a mentor, a mentee develops a sense of security. When this relationship begins to come to an end, it is natural for a mentee to become anxious and surprised at being let go. He or she might not feel ready to be on his/her own, and this may cause some panic. As well, it is natural for a mentor to feel a close bond with a mentee and have a hard time letting go as well. After all, it is uncomfortable and scary to let go of something that feels so comforting, so ending the relationship is often a little more difficult than anticipated. As well, a lot of time and effort goes into building a solid relationship between a mentor and a mentee, but relatively little time goes into ending the relationships. So to support this process, what is important is to begin the ending process when appropriate (and not ...
The following posting discusses mentoring. Concepts discussed include the overall process, goals and strategies.