4th Blog Post - Co-mentorship

OBJECTIVE

One of the main subjects that were considered throughout the week was the principles and importance of mentoring. This concept involves a long-term process that cover a wider spectrum of information transmission from mentors to protégés. This structured and sustained process aims to change the overall improvement of a certain area of knowledge in an individual´s life, either been profesionally, socially, finantially, in regards to skills, attitude, etc.

According to the Centre for the Use of Research an Evidence in Education (CUREE) from the Welsh Government (1), mentoring involves the following activities in order to improve the effective transitions between professional roles:

1. Identify goals and support learning progress of the student.
2. Helping develop the student´s mastery over their skill or knowledge.
3. Be active listeners with the student.
4. Establish a structured learning conversation by modelling, observing, articulating and discussing exercises to allow reflexion and acknowledegement on them.
5. Shared learning experiences through material content, examination, or visual aids.
6. Been able to give guidance and feedback for improvement when needed.
7. Monitor the student progress and develop an action plan.
8. Testing, evaluating and recognizing potential of student through practice. 

Among the types of mentorship, we have what is known as co-mentoring. This is generally known as the establishment of a mutual learning relationship of close colleagues or friends that have the main purpose of facilitating each other´s development in different areas. This is a practice that allows the personal growth of individuals resorting to each others feedback and observation without resorting to look their beyond our immediate network.


REFLECTIVE

Co-mentoring brings with it a series of advantages. One of them is that is an inexpensive process, since there is no need to hire an external counselor. At the same time it avoids a possible counselor from taking advantage and thus making money through inaproppiate dependency relationship. Since each other will act as mentor exchanging roles, there is no hierarchical inbalance and at the same time co-mentoring builds up a stronger bond between the colleagues that will last beyond their work environment.

In this order of ideas, there are three main aspects of co-mentoring according to mentoring coach Laurie Hunt (2):

• Reciprocal aspect: Here the two individuals are concerned with each other development, hence there is a continous exchange of feedback and information for personal growth. Is the basic principle of giving and receiving.

• Power-balanced aspect: There is no hierarchy established among the colleagues since they put themselves at the same level acting both as mentors and protégés, changing back and forth between roles in an openly manner without many restrictions, mainly focusing on providing support to each other.

• Holistic aspect: When the two aspects of reciprocity and power-balanced are well met in a co-mentoring experience, a safe environment is created between peers. A space of trust without judgement is thus created and the participants support each other in both the professional and personal aspects of their life.

INTERPRETATIVE

In a personal level, starting a co-mentorship with a close colleague or friend will definetly help improve in any field I might be lacking enough confidence, skill and knowledge. Simultaneously, I will also be capable of perceiving of colleague´s weaknesses and cooperate in his personal growth as human being and professional.



DECISIONAL

The first move towards creating a co-mentorship is to be observe the closest network I have available in my inner circle, close friends, colleagues, co-workers, etc., and choose a companion that also has the need to improve in a certain area and has the will to commit to this learning process.


REFERENCES:


(1) Centre for the Use of Research an Evidence in Education CURREE. (2014). "Principles of mentoring and coaching". Available at://www.curee.co.uk/files/publication/[site-timestamp]/2.%20Welsh%20CM%20framework.pdf 


(2) Hunt, L. (2011, February). "Co-mentoring: A Mutually Beneficial Learning Relationship". Available at: https://lauriehunt.com/co-mentoring/

3rd Blog Entry - Goal Setting

OBJECTIVE

Among the topics that were reviewed during this week, was the step-by-step development of goal setting. However, to understand the concept of goal setting, first is necessary to define what is a goal itself.

According to the "business dictionary"1, a goal is nothing more than an observable and measurable end result that can contain one or more specific objectives that have to be reach in a fixed timeframe. Having knowing this, goal setting is basically able to identify our life priorities and develop a procedure or step-by-step plan to achieve those priorities.

REFLECTIVE

The real important aspect about goal setting, is that it provides us individuals a sketch of our ideal future and how we want to reach it. It sets the basics of the envisioned plan by enlisting concrete goals to be track inside a specific timeframe, which gives it more relevance. In a work environment, goal setting provides motivation and meaning to the head board and all the employees, it increases productivity, and overall satisfaction among the coworkers due to the same reason that it creates a sense of direction, purpose and relevance in society in regards to the work that is been perform.

One of the methods often used in the creation of goal setting is the S.M.A.R.T goal setting technique. As the initials suggest, they stand for "Specific, Measurable, Attainable, Realistic, and have a Time frame" for your goals. This is process is performed as follows;

Specific: The goal cannot be general, it has to be specific since it has greater possibility of been achieved. To set specific goals one must write down the six "w´s": Who: *What: *Where: *When: *Which: *Why. Thi will help the user to identify his/her true goals.

Measurable: Is necessary for any person to be able to measures their goal and establish criteria to how they are going to be measured. Usually goals can be measured when asking "How much? How many? How and when will the person knows the goals are accomplished? This helps you keeping your goals on track.

Attainable: basically answering yourself if the goal is reacheable, is it can be accomplished. At this time the individual should start figuring out ways and the means through which he/she will accomplished the goals. Define what knowledge, skills, resource is needed.

Realistic: At this level, the person has to be honest with themselves and truly see if the goal is possible and the willingness that you must have or develop in orderto reach the goal. It can be high or low, however, the important thing is that the person has go through it to end. It all depends on he or she.

Timely: All goals, big or small, have the be set in an specific timeframe, because withoout any deadline, the objectives will loose all sense of urgency, and it will be likely that thy will not be achieved



INTERPRETATIVE

Applied in a personal aspect, goal setting would represent a big step upon identifying from low to high the primary goals I want to achieve in short, middle and long-term period. Break down those goals into smaller goals, give each a purpose and meaning, and set a proper timeframe, facilitating the process of reaching a sense of achievement in my life.


DECISIONAL

One of the first steps to be taken, would be to apply the SMART technique, identifying a mayor long-term goal, divided in mid-term goal, and at the same time break them down in small goals that can be achieved at short-term basis, analysing their importance and implementing the step-by-step process already describe within a timeframe.











http://www.businessdictionary.com/definition/goal.html