Essays on mentoring

Learning teams . Learning teams are small, cross-functional groups of people who are given the task of working together to learn a particular new technology or technique. Learning teams are often asked to produce a small application for the company, perhaps something for the human resources or marketing departments. They are usually asked to spend between 20 and 50% of their working hours on the mini-project, devoting the rest of their time to their current responsibilities. Members of the learning team will still need initial training and mentoring, otherwise they are likely to flounder.

  • Reading groups . A common technique is for a group of people to choose to read a book together and then to get together and discuss it on a regular basis. For example, you might choose the book Agile Database Techniques and then once a week get together to discuss the contents of one of the chapters. This motivates people to not only read the book but to actually focus on and understand the material.
  • Bag-lunch training . These are one-hour mini-lessons held during the daily lunch break. The sessions are typically given by an expert in the subject, usually but not always one of your mentors, and will cover a wide range topics. One lesson may be about test-driven development (TDD) and the next about agile requirements management . Successful bag-lunch training programs typically involve 2 or 3 sessions a week with each individual session being given several times so that everyone has an opportunity to attend, minimally you should try to give a session once a week. Bag-lunch sessions are easy to do and really give a boost to the learning process.
  • Information access . Get people access to the Internet, magazine subscriptions, and books. There is a lot of information out there, much of which is free for the taking.
  • Mentoring . See provide mentoring and hands-on experience .
  • Computer-based training (CBT) . CBT is also a valid T&E approach, especially when combined with formal training and mentoring. Many organizations provide their employees access to introductory CBT courses before sending them on formal training courses, giving them a head-start on learning. Unfortunately, CBT by itself is of minimal value by itself. Most aspects of software development are simply too complex, and evolve too quickly, to be captured in a CBT course. Furthermore, when you have questions about something you need to talk to an expert to get them answered. A computer cannot do that for you, although a mentor can (mentoring and CBT are a powerful combination). In short, CBT is only part of the solution, albeit a potentially important one.

  • 3. Training and Education Tips I would like to share several tips and techniques that lead to success in training and education:

    In addition to the comments made by Hyett, focus group data from a study of implementing change in a nursing home suggests that nurses want a leader with drive, enthusiasm, and credibility to lead them and to inspire them, for they do not merely want a leader who has superiority (Rycroft-Malone et al., 2004). Further, focus group members identified the qualities desired in a leader who is attempting to facilitate change. This person should have knowledge of the collaborative project, have status with the team, be able to manage others, take a positive approach to management, and possess good management skills (Rycroft-Malone et al., 2004).

    Essays on mentoring

    essays on mentoring

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