<p>Many of the qualities that make a person a good partner in a personal relationship are also found in a good mentor. He or she should be a good listener, committed to the relationship, considerate of the other person&#8217;s feelings, trustworthy, and faithful. Maintaining a nonjudgmental attitude and having a good sense of humor helps&#8230; </p> <div class="link-more"><a href="https://prismtrainingworld.wordpress.com/2018/03/15/traits-of-excellent-mentors/">Read More</a><

<p>The popular adage, &#8220;If you want to have a good friend, you must be a good friend,&#8221; also holds true for mentoring. The mentor who sets the example of a proper work ethic, steady productivity, and self-care is most apt to develop a protégé who exhibits these traits. A good mentor accepts responsibility for the success of the relationship&#8230; </p> <div class="link-more"><a href="https://prismtrainingworld.wordpress.com/2018/03/01/what-a-good-mentor-must-know-2/

<p>Being a good mentor begins with selecting the right person as a protégé. People with compatible personalities, career goals, and talents work better together, providing sound footing for the mentoring relationship. Beyond that, it is important to establish goals, guidelines, and methods of interpreting expected success and to agree on them. Both member and protégé&#8230; </p> <div class="link-more"><a href="https://prismtrainingworld.wordpress.com/2018/02/28/what-excellent

<p>BUILD RAPPORT THROUGH UNDERSTANDING OF DIFFERENT PEOPLE STYLES There are four different personality styles that individuals fall into, and each category represents differing degrees of assertiveness and responsiveness in their dealings with others. Mentors do not need to be matched with those with similar styles, but they do need to understand the differences in the&#8230; </p> <div class="link-more"><a href="https://prismtrainingworld.wordpress.com/2018/02/15/different-pe

<p>POWERFUL PRACTICE #1: MODEL EMOTIONAL INTELLIGENCE Mentors&#8217; behaviors have a more powerful impact on protégés than words do. Protégés pay attention to behaviors, and when they observe their mentors&#8217; traits and see a connection to career success, they will want to adopt similar behaviors. Mentors should model several different types of behavior. For example, technical&#8230; </p> <div class="link-more"><a href="https://prismtrainingworld.wordpress.com/2018/01/30

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<p>MENTORING AT WORK: ADVANTAGES AND CHALLENGES An organization can maximize the potential of its internal workforce through mentoring programs. By developing its existing staff, a company can save on the cost of hiring from the outside, uncover hidden talent, boost staff retention, and see protégés direct their creative energy toward finding innovative solutions. The key&#8230; </p> <div class="link-more"><a href="https://prismtrainingworld.wordpress.com/2018/01/15/mentor-an

<p>Merry Christmas and Happy New Year 2018</p>

Wish you a Merry Christmas and Happy New Year’18

<p>Mentors need to possess three fundamental skills before they can implement the nine mentoring practices: 1. Understanding self-actualization. Once people have met their basic survival needs, their motivation turns to personal fulfillment. Mentors need to understand their protégés&#8217; ideas of what they need to have meaningful and fulfilling careers. 2. Fostering self-awareness. Mentors must help&#8230; </p> <div class="link-more"><a href="https://prismtrainingworld.word

<p>MENTORING: DEFINING A COMPLEX, CHALLENGING ROLE While mentors draw upon similar skills used by advisors, coaches, and confidants, they also employ special skills that distinguish the mentor role from other helping and teaching roles. The unique characteristics of mentoring relationships include: *Offline assistance. Mentoring happens outside the scope of formal work responsibilities. Outcomes of the&#8230; </p> <div class="link-more"><a href="https://prismtrainingworld.wor

<p>PLANNING FOR CHANGE A detailed plan is essential for success. Based on initial assessments, leaders must determine specific courses of action for each stage of the process and what resources will be needed. They should then focus on winning over key people in the organization. The Plan Despite the pressure to show quick results, leaders&#8230; </p> <div class="link-more"><a href="https://prismtrainingworld.wordpress.com/2017/11/30/planning-for-change/">Read More</a></div>