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(Redirected from Protégé)
'Mentorship' refers to a developmental relationship between a more experienced 'mentor' and a less experienced partner referred to as a 'mentee' or 'protégé' -- a person guided and protected by a more prominent person.
The roots of the practice are lost in antiquity. The word itself was inspired by the character of Mentor in Homer's Odyssey. Though the actual Mentor in the story is a somewhat ineffective old man, the goddess Athena takes on his appearance in order to guide young Telemachus in his time of difficulty.
Historically significant systems of mentorship include traditional Greek pederasty, the guru - disciple tradition practiced in Hinduism and Buddhism, the discipleship system practiced by Rabbinical Judaism and the Christian church, and apprenticing under the medieval guild system.
Famous mentor-protégé pairs include:
★ Socrates and Plato
★ Plato and Aristotle
★ Aristotle and Alexander the Great
★ Paul of Tarsus and Timothy
★ Ezra Pound and T. S. Eliot
★ Andrew Carnegie and Napoleon Hill
★ Benjamin Mays and Martin Luther King, Jr.
★ Zhuge Liang and Jiang Wei
★ Henry Kissinger and Alexander Haig
★ Jon Corzine and Barack Obama
★ William Amerson and John C. Holmes
★ Kau Sze and Grandmaster Chan Sau Chung
★ Daws Butler and Bill Farmer
★ Dr.Dre and Snoop Dogg
★ Franco Baresi and Paolo Maldini
★ Don Nelson and Avery Johnson
★ Krishna and Arjuna
★ Ric Flair and Triple H and Batista and Randy Orton
★ Jay-Z and Rihanna
★ Trent Reznor and Marilyn Manson
★ Batman and Robin
★ Mr Miyagi and Daniel LaRusso
★ Dr. Perry Cox and Dr. John Dorian
★ Claude Rains and Peter Petrelli in Heroes
★ Dr. Molly Clock and Dr. Elliot Reid
★ Qui-Gon and Obi-Wan Kenobi
★ Obi-Wan Kenobi and Anakin Skywalker
★ Yoda and Luke Skywalker
There are two types of mentoring relationships: formal and informal. Informal relationships develop on their own between partners. Formal mentoring, on the other hand, refers to assigned relationships, often associated with organizational 'mentoring programs' designed to promote employee development.
In well-designed formal mentoring programs, there are program goals, schedules, training (for mentors and mentees), and evaluation. Mentors inspire their mentee to follow their dreams.
For example, in some programs, newcomers to the organization (protégés) are paired with more experienced people (mentors) in order to obtain information, good examples, and advice as they advance. It is considered that new employees who are paired with a mentor are twice as likely to remain in their job than those who do not get mentorship.[1]
In other cases, mentoring is used to groom up-and-coming employees deemed to have the potential to move up into leadership roles. Here the employee (protégé) is paired with a senior level leader (or leaders) for a series of career-coaching interactions. A similar method of high-potential mentoring is to place the employee in a series of jobs in disparate areas of an organization, all for small periods of time, in anticipation of learning the organization's structure, culture, and methods.
A mentor does not have to be a manager or supervisor to facilitate the process.
★ Big Brothers Big Sisters of America
★ Youth mentoring
★ International Mentoring Network
★ New Teacher Center
★ Alliance for Excellent Education. (2005) ''Tapping the potential: Retaining and developing high-quality new teachers.'' Washington, DC: Alliance for Excellent Education.
★ Boreen, J., Johnson, M. K., Niday, D., & Potts, J. (2000). ''Mentoring beginning teachers: guiding, reflecting, coaching.'' York, Maine: Stenhouse Publishers.
★ Carger, C.L. (1996). The two Bills: Reflecting on the gift of mentorship. ''Peabody Journal of Education'', 71(1), 22-29.
★ Cheng, M. & Brown, R. (1992). A two-year evaluation of the peer support pilot project. Evaluation/Feasibility Report, Toronto Board of Education. ED 356 204.
★ Clinard, L. M. & Ariav, T. (1998). What mentoring does for mentors: A cross-cultural perspective. ''European Journal of Teacher Education'', 21(1), 91-108.
★ Cox, M.D. (1997). Walking the tightrope: The role of mentoring in developing educators as professionals, in Mullen, C.A.. In M.D. Cox, C.K. Boettcher, & D.S. Adoue (Eds.), ''Breaking the circle of one: Redefining mentorship in the lives and writings of educators.'' New York: Peter Lang.
★ Daloz, L. A. (1999). ''Mentor: Guiding the journey of adult learners.'' San Francisco: Jossey-Bass.
★ Kram, K. E. (1985). ''Mentoring at work: Developmental relationships in organizational life.'' Glenview, IL: Scott, Foresman.
★ Huang, Chungliang and Jerry Lynch (1995), ''Mentoring - The TAO of Giving and Receiving Wisdom,'' Harper, San Francisco.
★ Scherer, Marge (ed.). (1999) ''A better beginning: Supporting and mentoring new teachers.'' Alexandria, Virginia: Association for Supervision and Curriculum Development.
★ Project Blue Lynx, by Dan Ward. A journal article published by Defense Acquisition University, exploring an innovative approach to mentoring.
'Mentorship' refers to a developmental relationship between a more experienced 'mentor' and a less experienced partner referred to as a 'mentee' or 'protégé' -- a person guided and protected by a more prominent person.
| Contents |
| Historical |
| In fiction |
| Typology |
| New-hire mentorship |
| High-potential mentorship |
| See also |
| Further reading |
Historical
The roots of the practice are lost in antiquity. The word itself was inspired by the character of Mentor in Homer's Odyssey. Though the actual Mentor in the story is a somewhat ineffective old man, the goddess Athena takes on his appearance in order to guide young Telemachus in his time of difficulty.
Historically significant systems of mentorship include traditional Greek pederasty, the guru - disciple tradition practiced in Hinduism and Buddhism, the discipleship system practiced by Rabbinical Judaism and the Christian church, and apprenticing under the medieval guild system.
Famous mentor-protégé pairs include:
★ Socrates and Plato
★ Plato and Aristotle
★ Aristotle and Alexander the Great
★ Paul of Tarsus and Timothy
★ Ezra Pound and T. S. Eliot
★ Andrew Carnegie and Napoleon Hill
★ Benjamin Mays and Martin Luther King, Jr.
★ Zhuge Liang and Jiang Wei
★ Henry Kissinger and Alexander Haig
★ Jon Corzine and Barack Obama
★ William Amerson and John C. Holmes
★ Kau Sze and Grandmaster Chan Sau Chung
★ Daws Butler and Bill Farmer
★ Dr.Dre and Snoop Dogg
★ Franco Baresi and Paolo Maldini
★ Don Nelson and Avery Johnson
★ Krishna and Arjuna
★ Ric Flair and Triple H and Batista and Randy Orton
★ Jay-Z and Rihanna
★ Trent Reznor and Marilyn Manson
In fiction
★ Batman and Robin
★ Mr Miyagi and Daniel LaRusso
★ Dr. Perry Cox and Dr. John Dorian
★ Claude Rains and Peter Petrelli in Heroes
★ Dr. Molly Clock and Dr. Elliot Reid
★ Qui-Gon and Obi-Wan Kenobi
★ Obi-Wan Kenobi and Anakin Skywalker
★ Yoda and Luke Skywalker
Typology
There are two types of mentoring relationships: formal and informal. Informal relationships develop on their own between partners. Formal mentoring, on the other hand, refers to assigned relationships, often associated with organizational 'mentoring programs' designed to promote employee development.
In well-designed formal mentoring programs, there are program goals, schedules, training (for mentors and mentees), and evaluation. Mentors inspire their mentee to follow their dreams.
New-hire mentorship
For example, in some programs, newcomers to the organization (protégés) are paired with more experienced people (mentors) in order to obtain information, good examples, and advice as they advance. It is considered that new employees who are paired with a mentor are twice as likely to remain in their job than those who do not get mentorship.[1]
High-potential mentorship
In other cases, mentoring is used to groom up-and-coming employees deemed to have the potential to move up into leadership roles. Here the employee (protégé) is paired with a senior level leader (or leaders) for a series of career-coaching interactions. A similar method of high-potential mentoring is to place the employee in a series of jobs in disparate areas of an organization, all for small periods of time, in anticipation of learning the organization's structure, culture, and methods.
A mentor does not have to be a manager or supervisor to facilitate the process.
See also
★ Big Brothers Big Sisters of America
★ Youth mentoring
★ International Mentoring Network
★ New Teacher Center
Further reading
★ Alliance for Excellent Education. (2005) ''Tapping the potential: Retaining and developing high-quality new teachers.'' Washington, DC: Alliance for Excellent Education.
★ Boreen, J., Johnson, M. K., Niday, D., & Potts, J. (2000). ''Mentoring beginning teachers: guiding, reflecting, coaching.'' York, Maine: Stenhouse Publishers.
★ Carger, C.L. (1996). The two Bills: Reflecting on the gift of mentorship. ''Peabody Journal of Education'', 71(1), 22-29.
★ Cheng, M. & Brown, R. (1992). A two-year evaluation of the peer support pilot project. Evaluation/Feasibility Report, Toronto Board of Education. ED 356 204.
★ Clinard, L. M. & Ariav, T. (1998). What mentoring does for mentors: A cross-cultural perspective. ''European Journal of Teacher Education'', 21(1), 91-108.
★ Cox, M.D. (1997). Walking the tightrope: The role of mentoring in developing educators as professionals, in Mullen, C.A.. In M.D. Cox, C.K. Boettcher, & D.S. Adoue (Eds.), ''Breaking the circle of one: Redefining mentorship in the lives and writings of educators.'' New York: Peter Lang.
★ Daloz, L. A. (1999). ''Mentor: Guiding the journey of adult learners.'' San Francisco: Jossey-Bass.
★ Kram, K. E. (1985). ''Mentoring at work: Developmental relationships in organizational life.'' Glenview, IL: Scott, Foresman.
★ Huang, Chungliang and Jerry Lynch (1995), ''Mentoring - The TAO of Giving and Receiving Wisdom,'' Harper, San Francisco.
★ Scherer, Marge (ed.). (1999) ''A better beginning: Supporting and mentoring new teachers.'' Alexandria, Virginia: Association for Supervision and Curriculum Development.
★ Project Blue Lynx, by Dan Ward. A journal article published by Defense Acquisition University, exploring an innovative approach to mentoring.
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