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Add You - Business Leadership Starts with Mentoring-The Dance of Mentoring
You've decided to make the leap. You're going to start selling your products and services online. You're excited. Wow! Millions of people will be able to buy from you.Let's see --- what will you need to do first? Yep. You'll need to create your own Web site.A week or two later, your Web site is complete. You're thrilled. It's exactly what you wanted, your own storefront online. You get to work and do everything you're advised to do: you send out news releases and submit your site to all the search engines. You promote your URL on everything from your business stationery to the side of your car.Six months after that, you're starting to see a trickle of traffic, but it's hardly the flood you imagined it would be, and you lose heart and interest. The Internet, you decide,
Think about this… the role of a mentor is to understand a prot?g?s strengths and limitations and to cre
While most believe an ultrasound technologist career begins and ends with examining babies who have yet to be born, many neglect to realize they also perform medical duties that can help save lives. Detecting birth defects in fetuses and determining genders of babies are a big part of the job, but so are medical imaging of all kinds as well as therapeutic applications. What will you encounter if you enroll in an ultrasound technologist program to eventually become an ultrasound technologist? Read on for some of the adventures in store for you as a possible lifesaver.A Tale in Medical Imaging When aspiring ultrasound technolgists attend ultrasound technologist schools, they learn medical sonography, also known as ultrasonography. Ultrasonography is a useful diagnostic medical imaging tech
One of the big mistakes systems make is to assume that anyone can be a mentor. WRONG! This mentality often is the same mentality that causes systems to move good technical staff into management positions and then wonder why the new manager is failing. Technical knowledge does not presume possessing the knowledge and skills to be an effective mentor.
Mentoring has its own fundamental knowledge base, its own set of skills, and its own set of indicators of success. Many systems feel that a part of a supervisor’s role is to mentor those they supervise - and in some rare cases this can be effective - but too often the role of supervising conflicts with the role of mentoring.
Think about this… the role of a mentor is to understand a prot?g?s strengths and limitations and to crea
The accurate and standardized collection of data plays a vital role in the success of a clinical trial. An important step in electronic clinical data management (eCDM) is electronic data capture (EDC).However, the success of EDC is dependent on how well-trained and knowledgeable the clinical research coordinators and associates are in the use of EDC. There are many options for training on an EDC solution – printed materials, but these can quickly become out of date and the success is dependent on how the individual uses the material, classroom training, but this can be expensive to conduct or webcasts, which can be more cost effective to conduct, but participants can get lost in the large number of participants that webcast can have.What other options are out there to offer good EDC training to your
One of the big mistakes systems make is to assume that anyone can be a mentor. WRONG! This mentality often is the same mentality that causes systems to move good technical staff into management positions and then wonder why the new manager is failing. Technical knowledge does not presume possessing the knowledge and skills to be an effective mentor.
Mentoring has its own fundamental knowledge base, its own set of skills, and its own set of indicators of success. Many systems feel that a part of a supervisor’s role is to mentor those they supervise - and in some rare cases this can be effective - but too often the role of supervising conflicts with the role of mentoring.
Think about this… the role of a mentor is to understand a prot?g?s strengths and limitations and to cre
While on the road delivering seminars, I stopped at a large restaurant chain for breakfast. Some of their employees were on break eating the competitor’s food at a very centrally located table. EVERY guest that was entering, leaving, refilling a soda, or placing an order saw an employee of this restaurant eating out of a bag adorned with a competitor’s logo. What kind of message does that send?Having worked 18 years for a chain restaurant, I understand how people can grow tired of their company’s food and need a change of pace—no argument there. The startling revelation was the fact that the manager was oblivious to the message his employees were sending to the arriving guests—nothing like advertising for the competitor within your own restaurant! At the very least, the employees should have
Mentoring has its own fundamental knowledge base, its own set of skills, and its own set of indicators of success. Many systems feel that a part of a supervisor’s role is to mentor those they supervise - and in some rare cases this can be effective - but too often the role of supervising conflicts with the role of mentoring.
Think about this… the role of a mentor is to understand a prot?g?s strengths and limitations and to cre
It would be so easy to clean up the image of the company. Over the course of four years I made every attempt to explain to the corporate offices the reason the company was beginning to look so bad.The downfall of this company will be the loss of the dedicated associate base it originally had when Sam Walton was still alive.Obviously, although I spent all of my work days among the hundreds and thousands of Wal-mart associates working in the stores the corporate officers did not think it could be I knew something they didn’t.Sam believed in listening to the associates.The company still says, “Our people make the difference.” They do and it is the associates will make or break the company as time goes by.The corporate officers, who are paid very well, may love their jobs s
Mentoring has its own fundamental knowledge base, its own set of skills, and its own set of indicators of success. Many systems feel that a part of a supervisor’s role is to mentor those they supervise - and in some rare cases this can be effective - but too often the role of supervising conflicts with the role of mentoring.
Think about this… the role of a mentor is to understand a prot?g?s strengths and limitations and to cre
We are coming up to the end of the year and the time when many of us look to clean out the clutter in the office. It may be just to fill the time during the slow holiday week but it can also be an opportunity to practice good document retention practices. Most offices have a retention policy for official company records, i.e. tax returns, employee files and bank statements. These documents are carefully filed and stored neatly in boxes in a storage area or at an offsite storage facility. Each box is labeled with the owner and the year of the document. Every year a shredding service comes in and shreds the outdated records.This is a great system for the official company documents but what about the secondary records in the office? Secondary records are everything that employees keep stashed
Think about this… the role of a mentor is to understand a prot?g?s strengths and limitations and to create a relationship based on trust. This trust means the prot?g? feels confident they can talk with their mentor about what they are not doing well in their job and what they have actually done wrong without performance repercussions.
Wow, it would take a very special mentor/supervisor who could listen to what a prot?g? is telling them they are doing wrong, to be able to balance their two roles, and not slip into the typical supervisor performance monitoring role. In some work cultures, a supervisor’s role is defined as a micro-manager who is to look for errors in their supervisee’s performance and provide consequences for these errors. In this type of work environment the combining of the roles of supervisor and mentor will not work.
No employee/prot?g? will learn to trust a supervisor/mentor who is expected to document everything they see an employee do that does not meet expectations. This type of work environment may say th
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