ADJA Mentorship Program |
The ADJA in its desires to elevate our membership & expand educational opportunities for members has developed an active mentorship program. Eventually every chapter will have a mentorship leader. There will be mentorship training for those interested in becoming a mentor. Please read text below, then use Tool Links at bottom of page then contact one of our mentorship leaders to get started.
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Mentor Program Leader: | Mentor Program Leader: | |
A MENTOR Will: | A PROTOGEE Will: | |
Coach the protégé in enhancing skills and intellectual development. |
Want to be a partner in the mentoring connection. To that end, they prepare and do the appropriate “homework” for meetings with their mentor. |
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Pass along organizational information (structure, politics, personalities). |
Know and be able to discuss their needs and objectives with their mentor. This means that he or she has to look inside themselves to identify areas that may need work and share them with the mentor. |
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Provide candid feedback to the protégé about perceived strengths and developmental needs. |
Take responsibility for his or her career and goals. Although they have the benefit of the mentor’s guidance, they are responsible for their own path. |
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Point out opportunities for the protégé to develop and demonstrate capabilities (as well as pointing out pitfalls to avoid). |
Be able to receive feedback and look at the situation from the mentor’s perspective to gain a more objective viewpoint. |
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Advise the protégé on how to deal with real or perceived roadblocks. |
Be willing to try new things, to consider different ways of “getting there from here.” | |
Serve as a sounding board. | Periodically assess the progress of the relationship, letting the mentor know when priorities must be reset. |
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Encourage and motivates the protégé. | Work to gain the skills, knowledge, and abilities to grow. They’re flexible, listen to their mentor, and consider new options. |
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Build the protégé’s self-confidence and sense of self. |
Take initiative, seeking the mentors advice when needed. |
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the protégé’s learning.
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Focus on the goal, not getting lost in the process (if it isn’t clear, they ask the mentor how the process leads to the goal). |