Presentation is loading. Please wait.

Presentation is loading. Please wait.

Jane Stubberfield The mentoring process. By the end of this session you will be able to:  Identify the need for e-mentoring  Assess the differences.

Similar presentations


Presentation on theme: "Jane Stubberfield The mentoring process. By the end of this session you will be able to:  Identify the need for e-mentoring  Assess the differences."— Presentation transcript:

1 Jane Stubberfield The mentoring process

2 By the end of this session you will be able to:  Identify the need for e-mentoring  Assess the differences between face-to-face mentoring and e-mentoring  Evaluate the effectiveness of e-mentoring

3 Names E-mentoring Computer- mediated mentoring Telementoring mentoring Internet mentoring Online mentoring Virtual mentoring Based on Bierema, L. L. & Hill, J. R. (2005) Virtual mentoring and HRD, Advances in Developing Human Resources :556

4  “I am, I have to admit, a converted sceptic about mentoring at a distance. Having invested so much time and research into the virtues of face-to-face developmental dialogue, I could not see how the mentoring relationship could possibly be as meaningful when the primary form of communication was e- mail. Experience as an e-mentor and interviews with participants successful e-mentoring relationships have convinced me that e-mentoring is not an inferior substitute for ‘real’ mentoring. Rather, it is simply a different approach to mentoring and can be as effective – and in some cases, potentially more effective – than traditional approaches” Clutterbuck, D. (2004) Everyone needs a mentor, fourth edition. London, CIPD

5 Virtual mentoringTraditional mentoring Communicating via computerCommunicating face-to-face Mentoring is asynchronousMentoring is synchronous Time is not a major issueTime can be a major issue Location is not an issueLocation can be an issue No personal touchAll personal touch Can be inexpensiveCan be expensive Is recorded so cannot be confidentialIs not recorded so can be confidential Based on Kirk, J.J. & Olinger, J. (2003) From traditional to virtual mentoring,

6  What are the advantages and disadvantages of e-mentoring?

7  Mentoring can be carried out despite the distance between the mentor and the client  Don’t have to be in the same place at the same time  Greater pool of mentors to match with  More time to consider replies  Can go back over conversations and re-read  People sometimes find it easier to talk about difficult situations or to give feedback in than face-to-face  People who enjoy s, often enjoy mentoring  Easy access to other information via hyperlinks etc  Less time between communications

8  Depends on computer literacy  Requires access to computers  Can’t see body language or hear changes in tone of voice  Not so easy to help people with emotional and deep seated issues  May be less easy to build rapport  Needs frequent s to maintain relationship  Matching without seeing  is recorded, so can be issues of confidentiality  Training may not be so easy

9  E-mentoring is an inferior method of mentoring and should only be used as a last resort. Discuss. How could face-to-face and e- mentoring be successfully combined?

10 Bierema, L. L. & Hill, J. R. (2005) Virtual mentoring and HRD, Advances in Developing Human Resources :556 Clutterbuck, D. (2004) Everyone needs a mentor, fourth edition. London, CIPD Kirk, J.J. & Olinger, J. (2003) From traditional to virtual mentoring, Washington, DC: Eric. References

11 This resource was created by the University of Plymouth, Learning from WOeRk project. This project is funded by HEFCE as part of the HEA/JISC OER release programme.Learning from WOeRk This resource is licensed under the terms of the Attribution-Non-Commercial-Share Alike 2.0 UK: England & Wales license (http://creativecommons.org/licenses/by-nc-sa/2.0/uk/).http://creativecommons.org/licenses/by-nc-sa/2.0/uk/ The resource, where specified below, contains other 3 rd party materials under their own licenses. The licenses and attributions are outlined below: 1. Slide 3: based on Bierema, L. L. & Hill, J. R. (2005) Virtual mentoring and HRD, Advances in Developing Human Resources : Slide 5 : based on Kirk, J.J. & Olinger, J. (2003) From traditional to virtual mentoring, Washington, DC: Eric. The name of the University of Plymouth and its logos are unregistered trade marks of the University. The University reserves all rights to these items beyond their inclusion in these CC resources. The JISC logo, the and the logo of the Higher Education Academy are licensed under the terms of the Creative Commons Attribution -non-commercial-No Derivative Works 2.0 UK England & Wales license. All reproductions must comply with the terms of that license. Author Jane Stubberfield InstituteUniversity of Plymouth Title What is mentoring Description Defining mentoring Date Created 06/06/2011 Educational Level 6 Keywords UKOER, Learning from WOeRK, LFWOERK, UOPCPDLM, Work-Based Learning, WBL, Continuous Professional Development, CPD, Mentoring, learning, development, coaching, training, advising Back page originally developed by the OER phase 1 C-Change project ©University of Plymouth, 2010, some rights reserved


Download ppt "Jane Stubberfield The mentoring process. By the end of this session you will be able to:  Identify the need for e-mentoring  Assess the differences."

Similar presentations


Ads by Google