{"id":1145,"date":"2019-01-02T20:17:32","date_gmt":"2019-01-02T19:17:32","guid":{"rendered":"https:\/\/domservis.com\/?page_id=1145"},"modified":"2019-02-10T10:18:55","modified_gmt":"2019-02-10T09:18:55","slug":"mentoring-program","status":"publish","type":"page","link":"https:\/\/llacademia.com\/index.php\/education-programs\/mentoring-program\/","title":{"rendered":"Mentoring Program"},"content":{"rendered":"
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\n\t\t\t\t\t\t\t\t\t\t21. stoletje zahteva razvoj novih znanj oz. vi\u0161jo raven usposobljenosti. Znanje se stara hitreje kot kdajkoli prej in ga je potrebno ves \u010das nadgrajevati. Vlaganje v razvoj znanj posameznika v vseh \u017eivljenjskih obdobjih je nujno potrebno za napredek posameznika, gospodarstva in dru\u017ebe.\t\t\t\t\t\t\t\t\t<\/blockquote>\n\t\t\t\t\t\t\t\t\t
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\n\t\t\t\t\t\t\t\t\t\tThe 21st century requires the development of new skills. a higher level of competence. Knowledge grows faster than ever before and needs to be upgraded at all times. Investing in the development of an individual's knowledge at all stages of life is indispensable for the progress of the individual, the economy and society.\t\t\t\t\t\t\t\t\t<\/blockquote>\n\t\t\t\t\t\t\t\t\t
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Tu nastopi mentorstvo, ki ostaja najbolj u\u010dinkovit na\u010din za strokovno uvajanje in vodenje. V bistvu mora biti mentorski program nekaj najbolj osnovnega in naravnega v na\u010dinu prenosa znanj v organizacijah. Vsekakor morajo mentorji izpolnjevati osnovne pogoje in imeti ustrezna znanja in ve\u0161\u010dine s katerimi so usposobljeni za vodenje mentorirancev.<\/p>\n

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This is where mentoring is taking place, which remains the most effective way for professional introduction and leadership. In essence, the mentoring program must be some of the most basic and natural in the way of transferring knowledge to organizations. In any case, the mentors must fulfill the basic conditions and have the appropriate skills and competences with which they are trained to lead mentors.<\/p>\n<\/div>\n<\/div><\/div>

\n\t\n\t\t<\/i><\/span>\n\t\tPriroc\u030cnik_mentorska konferenca_v02<\/span>\n\t<\/a>\n\n<\/div><\/div><\/div>
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LIFE LEARNING ACADEMIA<\/b><\/p>\n

MENTOR TRAINING:\u00a0<\/b>
\n<\/b>BASIC MENTORSHIP PROGRAMME<\/b><\/p>\n


\n<\/b>The Learning Organisations programme includes intergenerational collaboration, placing great emphasis on mentorship in all of its phases as, on the one hand, knowledge transfer is necessary for younger generations to obtain practical skills and knowledge, and, on the other, for those who need mentorship to upgrade their existing skills and knowledge.<\/p>\n

Through Life Learning Academia\u2019s mentorship training, participants gain insight into the key competences of good mentors and tools for mentee recognition and motivation, which best enable goal setting and attainment.<\/p>\n

WHAT DOES THE BASIC MENTORSHIP PROGRAMME GIVE TO PARTICIPANTS?<\/b><\/p>\n

 <\/p>\n

The different tools and programmes in the programme provide participants with:
\n- insight into the importance of mentorship and mentor competence;
\n- active awareness of the mentorship code of ethics;
\n- mentee work tool ;
\n- explanatory guide on procedures and processes for effective assessment and monitoring of mentee progress;<\/p>\n

- insight into the learning and knowledge transfer-learning style methodology.<\/p>\n

*The basic mentorship programme facilitates awareness of individual learning styles and knowledge transfer methods based on different learning styles.<\/p>\n

 <\/p>\n

The training programme lasts one day.
\nOn completing mentorship training, participants receive a certificate and free brochure titled \u201cMentors and Mentorship in Organisations\u201d. \u00a0<\/b><\/p>\n

 <\/p>\n

WHY DO ORGANISATIONS NEED MENTORS AND WHAT IS THEIR ROLE?<\/b>
\nThe goal of workplace mentorship is to achieve desired corporate performance objectives by enhancing mentor and mentee ability.<\/p>\n

Mentors must be organisationally aware of what is transferred to mentees, that is, they must work and enhance performance and organisational structure where the process is implemented for company and workers alike. Mentor must facilitate active awareness in mentees of individual steps and phases leading to goal achievement. The mentor\u2019s role is very important for young people first encountering organisations as these young people are potential employees.<\/p>\n

Mentors obtain knowledge and skills to discover talent, which importantly helps organisations choose new employees and organisationally allocate them.
\n
\n<\/b>WHAT IS THE MENTORSHIP CODE OF ETHICS?<\/b><\/p>\n

The mentorship code of ethics is a document signed by mentors at the start of the mentorship process; \u00a0with this document, mentors undertake to treat mentees ethically and responsibly.<\/p>\n

 <\/p>\n

TRAINING PROGRAMME CONTENT \u00a0<\/b>
\n<\/b>INTRODUCTION TO MENTORSHIP AND KEY COMPETENCES OF GOOD MENTORS<\/b>
\n<\/b>
\n<\/b>1) Who can be a mentor?<\/b>
\n<\/b>A mentor can be any person, regardless of age, gender, religion or political affiliation, willing to share and transfer knowledge, skills and experience to mentees. Mentors are those willing to invest their time, energy and knowledge in mentee management and development.\u00a0
\n<\/b>
\n<\/b>2) What does it mean to be a mentor and what are mentors\u2019 basic skills and characteristics?<\/b>
\nMentors are trustworthy people who support, lead, advise and transfer knowledge and skills to less-experienced people. Every mentor should ask themselves the following questions:
\n- Why do I want to be a mentor?
\n- What are my competences?
\n- What competences do I need to become a mentor?<\/p>\n

Mentors must be operationally competent professionally and able to manage the mentorship relationship. Furthermore, it is important that mentors are resourceful, good communicators, ready for ongoing education, positive and managerially able.
\nIn order to successfully carry out mentorship work, mentors must have professional competences, \u00a0knowledge of didactics, methodology and psychology, and a sense for working with people.
\n
\n<\/b>3) Why is it important for mentors to know what characteristics and skills they need?<\/b>
\nThis is important because the skills mentors possess form the way they assess mentees, and such mentor awareness will better enable them to become the best that they can be.<\/p>\n

 <\/p>\n

4) What mentee characteristics must mentors focus attention on?<\/b>
\nThe mentor must pay attention to mentee:
\n-\u00a0Personal traits<\/i><\/b>\u00a0in order to optimise mentorship, e.g. how they communicate and how they are best motivated. We must be aware that mentorship relationships are learning processes and through this mentors work those who need to better develop their skills and knowledge. Mentors must be actively aware of mentee characteristics the process is to be successful in terms of leadership, encouragement, and the like.<\/p>\n

 <\/p>\n

*The mentee work tool enables participants to learn how to observe, ask questions and listen to potential mentees in order to understand their abilities, personal traits and motivation, as well as specific skills, knowledge and experience that together form talent.
\n-\u00a0Abilities<\/i><\/b>: mental and physical, e.g. speed and accuracy.
\n-\u00a0Motivation<\/i><\/b>: which generation mentees belongs to and what motivates them.
\n-\u00a0Knowledge and skills<\/i><\/b>: qualifications and competence.
\n-\u00a0Talents\u00a0<\/i><\/b>(which he has in the field where a special distinctive talent is already being mentored).<\/p>\n

5) What motivates the mentor?<\/b>
\nMentors cannot expect mentees to enjoy their work to the same degree they do at the start of the process. They must know that the first step in learning is enhancing mentee interest in and eagerness to obtain the knowledge mentors wish to transfer. Praise is a most successful motivational tool, punishment and threat demotivating. For younger generations, competition is strong motivation; here, mentors must ensure mentees have equal access to success; if this is not so, motivation will drop for all mentees, not just those with diminished access to success pursuant to mentor difference. To develop good motivation, mentors must focus attention on what motivates their mentees.<\/p>\n

COLLABORATION \u2013 MENTOR AND MENTEE<\/b><\/p>\n

1) How do mentors prepare mentorship plans<\/b>?
\nIt is important that mentors determine what and how often to monitor progress, goal achievement, and the like. Mentors receive the mentorship plan in the brochure titled \u201cMentors and Mentorship in Organisations\u201d, where a daily review schedule is provided.<\/p>\n

2) Mentor-mentee communication methodology.<\/b>
\nThe mentor and mentee communicate via channels they agreed upon during their first meeting, this being important for up-to-date two-way notification.<\/p>\n

3) Mentee Work Assessment Methodology<\/b>
\nVarious methods are presented to assess:
\n- work complexity (1-5)
\n- task understanding (1-5)
\n- quantity of performed work (1-5)
\n- quality of performed work (1-5)
\n- special achievement or mentee initiatives (1-5)<\/p>\n

 <\/p>\n

The maximum score possible on a day being 25, the minimum 10; mentors enters scores into the table provided in the manual.<\/p>\n

 <\/p>\n

FOR WHOM IS THE BASIC MENTORSHIP PROGRAMME INTENDED?<\/b><\/p>\n

 <\/p>\n

The mentorship programme is intended for individuals wishing to upgrade their existing skills, knowledge and competences, and to better develop new ones.<\/p>\n

The basic mentorship programme is offered by Life Learning Academia twice a year, at the beginning of January and at the end of September.<\/p>\n

Comprehensive information about the programme is available at:\u00a0info@llacademia.com<\/a>\u00a0or +386 (0)1 620 32 28\u00a0www.llacademia.com<\/a><\/p>\n

Prijavi se tukaj:\u00a0http:\/\/lifelearningclub.com\/wp-content\/uploads\/2017\/09\/Prijavnica-na-izobra%C5%BEevanja.pdf<\/a><\/p>\n\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t

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LIFE LEARNING ACADEMIA<\/b><\/span><\/h3>\n

USPOSABLJANJE MENTORJEV V PODJETJIH\u00a0<\/b>
\n<\/b>OSNOVNI PROGRAM ZA MENTORJE<\/b><\/span><\/h3>\n


\n<\/b>Program U\u010de\u010dih se organizacij zajema medgeneracijsko sodelovanje in daje v vseh fazah mo\u010dan poudarek na mentorstvo, saj so prenosi znanj na eni strani nujni za oblikovanje mlaj\u0161ih generacij, ki z njimi pridobivajo prakti\u010dna znanja in ve\u0161\u010dine, in na drugi strani za sodelavce, ki potrebujejo mentoriranje za nadgradnjo obstoje\u010dih znanj za bolj\u0161e delo.
\nNa mentorskem usposabljanju, ki ga izvaja Life Learning Academia, dobijo udele\u017eenci vpogled, katere so klju\u010dne kompetence dobrega mentorja in katera orodja lahko uporabijo, da prepoznajo mentoriranca, ga vodijo in z mentoriranjem pripeljejo na zastavljen cilj.<\/p>\n

KAJ DOBIJO UDELE\u017dENCI NA OSNOVNEM PROGRAMU USPOSABLJANJA \u2013 MENTOR?<\/b><\/p>\n

Preko razli\u010dnih orodij in programov udele\u017eenci dobijo vpogled v:
\n- pomembnost mentorstva in kompetence, ki jih morajo imeti mentorji,
\n- seznanijo se z mentorskim eti\u010dnim kodeksom,
\n- dobijo orodje za delo z mentorirancem,
\n- vodnik z razlago o postopkih in procesih za u\u010dinkovito ocenjevanje in spremljanje napredovanja mentorirancev,<\/p>\n

- vpogled v metodo u\u010denja in prenosa znanja - u\u010dni stili.
\n*Osnovni mentorski program omogo\u010da spoznati kak\u0161ne u\u010dne stile imamo lahko posamezniki in kako je potrebno znanje glede na u\u010dne stile podajati ljudem. Udele\u017eenci spoznajo, kak\u0161en je njihov u\u010dni stil in pridobijo orodja za ugotavljanje u\u010dnega stila pri njihovih mentorirancih.<\/p>\n

 <\/p>\n

Program usposabljanja traja \u00a01 dan.
\nPo opravljenem mentorskem usposabljanju prejmejo udele\u017eenci potrdilo\/certifikat in brezpla\u010dno bro\u0161uro z naslovom \u00bbMentorji in mentoriranje v organizacijah.\u00ab \u00a0<\/b><\/p>\n

 <\/p>\n

ZAKAJ ORGANIZACIJE POTREBUJEJO MENTORJE IN KAK\u0160NA JE NJIHOVA VLOGA?<\/b>
\nCilj mentorstva na delovnem mestu je doseganje \u017eelene u\u010dinkovitosti podjetja, saj izbolj\u0161a sposobnosti tako mentorja kot mentoriranca.
\nPotrebno je dobro poznavanje dela, ki ga \u017eeli mentor posredovati mentorirancu, dobro poznavanje delovnega okolja in institucije v kateri se izvaja proces ter poznavanje strukture\u00a0organizacije\u00a0in sodelavcev. Mentorirancu se morajo razlo\u017eiti posamezni koraki in faze, ki vodijo h kon\u010dnemu cilju. Vloga mentorja za mlade, ki vstopajo v organizacijo, je zelo pomembna, saj so lahko to potencialni bodo\u010di sodelavci.<\/p>\n

Mentorji pridobijo znanje in ve\u0161\u010dine za odkrivanje talentov, kar v organizaciji pomembno pripomore pri izbiri kadrov in pri razvr\u0161\u010danju kadrov na razli\u010dna delovna mesta.
\n
\n<\/b>KAJ JE MENTORSKI ETI\u010cNI KODEKS?<\/b><\/p>\n

Mentorski eti\u010dni kodeks je listina, ki jo mentor podpi\u0161e v za\u010detku mentorskega procesa. S to listino se zavezuje, da bo z mentorirancem ravnal eti\u010dno in odgovorno.<\/p>\n

 <\/p>\n

VSEBINA PROGRAMA USPOSABLJANJA \u00a0<\/b>
\n<\/b>UVOD V MENTORSTVO in KLJU\u010cNE KOMPETENCE DOBREGA MENTORJA\u00a0<\/b>
\n<\/b>
\n<\/b>1) Kdo je lahko mentor?<\/b>
\n<\/b>Mentor je lahko vsak posameznik ne glede na starost, spol, versko ali politi\u010dno pripadnost, ki je pripravljen svoje znanje in izku\u0161nje deliti in prena\u0161ati na mentorirance. Mentor je lahko nekdo, ki je pripravljen svoj \u010das, energijo in znanje vlo\u017eiti v vodenje in razvoj dolo\u010dene osebe.\u00a0
\n<\/b>
\n<\/b>2) Kaj sploh pomeni biti mentor in katere osnovne ve\u0161\u010dine in lastnosti mora imeti mentor?<\/b>
\nMentor je oseba, ki je vredna zaupanja, in ki podpira, vodi in\u00a0svetuje\u00a0ter prena\u0161a svoje\u00a0znanje\u00a0in spretnosti na manj izku\u0161enega posameznika.\u00a0Vsak mentor bi se moral vpra\u0161ati:
\n-Zakaj \u017eelim biti mentor?
\n-Kak\u0161ne so moje kompetence?
\n-Kak\u0161ne morajo biti moje kompetence, da lahko postanem mentor?<\/p>\n

Osnovne\/splo\u0161ne lastnosti, ki naj bi jih imeli mentorji, pa so obvladovanje dolo\u010denega\u00a0poklica ali obvladovanje specifi\u010dnega strokovnega dela\u00a0in primerno prilagajanje stopnjam mentorskega odnosa.\u00a0Pomembno je tudi, da so mentorji iznajdljivi, komunikativni, znajo poslu\u0161ati, so se pripravljeni stalno\u00a0izobra\u017eevati, so pozitivno naravnani ter imajo dolo\u010dene vodstvene sposobnosti.
\nZa uspe\u0161no opravljanje mentorskega dela mora imeti mentor strokovne\u00a0kompetence, znanje\u00a0didaktike, metodike in\u00a0psihologije\u00a0ter smisel za delo z ljudmi
\n
\n<\/b>3)Zakaj je pomembno, da mentor ve, katere lastnosti in ve\u0161\u010dine mora imeti?<\/b>
\nTo je pomembno zato, da mu lahko ve\u0161\u010dine, ki jih ima, pomagajo spoznati in oceniti mentoriranca, saj ga lahko na podlagi teh spoznanj potem najbolje mentorira.<\/p>\n

4)Na katere lastnosti mentoriranca mora biti mentor pozoren?<\/b>
\nMentor mora biti pozoren na:
\n-Osebnostne lastnosti<\/i><\/b>\u00a0mentoriranca: mentor se mora z mentorirancem spoznati do te mere, da spozna njegove osebnostne lastnosti (\u010de je energi\u010dna oseba, stabilna, \u010de je oseba, ki jo je potrebno vzpodbujati, kako komunicira ...). \u00a0Vedeti moramo, da niti \u017eivljenje niti mentorski odnos nista proces uspeha, temve\u010d proces u\u010denja. Mentor s tem vstopa v proces interakcije z neznano osebo, ki je lahko dale\u010d od tiste iz sanj.
\nMentor mora poznati lastnosti mentoriranca, \u010de \u017eeli vedeti, kako ga voditi, spodbujati ....
\n*Preko orodja se \u00a0udele\u017eenci nau\u010dijo opazovati, postavljati vpra\u0161anja in poslu\u0161ati potencialne mentorirance z namenom, da pridobijo razumevanje o njihovih sposobnostih, osebnostnih lastnostih in motivaciji pa tudi o specifi\u010dnih ve\u0161\u010dinah, znanjih in izku\u0161njah, ki skupaj tvorijo talent.
\n-\u00a0Sposobnosti mentoriranca<\/i><\/b>\u00a0(katere psihi\u010dne in fizi\u010dne sposobnosti ima (hitrost, natan\u010dnost...).
\n-\u00a0Motivacijo mentoriranca<\/i><\/b>\u00a0(v katero generacijo spada in kaj ga motivira).
\n-\u00a0Znanje in ve\u0161\u010dine mentoriranca<\/i><\/b>\u00a0(njegovo znanje, dosedanjo usposobljenost in njegove posebnosti).
\n-\u00a0Talente mentoriranca<\/i><\/b>\u00a0(ki jih ima na podro\u010dju, kjer se mentorira \u017ee poseben izstopajo\u010d talent).<\/p>\n

5) Kaj je motivacija za mentorja?<\/b>
\nMentorji ne smejo pri\u010dakovati, da bodo mentoriranci \u017ee v samem delu na\u0161li enak u\u017eitek kot oni sami. Vedeti morajo, da je prvi korak pri pou\u010devanju, da pri mentorirancih vzbudijo interes in potrebo po znanju, ki jim ga \u017eelijo posredovati. Zelo uspe\u0161na motivacijska spodbuda je pohvala, medtem ko kazen ali gro\u017enja demotivirata mentorirance. Za mlade je mo\u010dna motivacija tekmovanje. Pri tem je potrebno paziti, da imajo vsi tekmovalci vsaj teoreti\u010dno enake mo\u017enosti za uspeh. Prevelike razlike med bolj\u0161imi in slab\u0161imi namre\u010d povzro\u010dijo pri obojih upad motivacije. Za razvijanje kakovostne motivacije mora mentor usmeriti pozornost na dejavnik, da mentoriranci pove\u017eejo uspeh z lastnim naporom.<\/p>\n

SODELOVANJE \u2013 MENTOR IN MENTORIRENEC<\/b><\/p>\n

1)Kako mentor pripravi na\u010drt svojega dela in dela mentoriranca<\/b>?
\nPomembno je, da si mentor dolo\u010di kaj naj spremlja, kako pogosto, kako dolo\u010di cilje, kako spremlja napredek mentoriranca itd. \u00a0Na\u010drt dela mentor dobi v bro\u0161uri z naslovom \u00bbMentorji in mentoriranje v organizacijah\u00ab, kjer je prilo\u017een urnik pregleda po dnevih.<\/p>\n

2) Metoda komuniciranja med mentorjem in mentorirancem.<\/b>
\nKomunikacija med mentorjem in mentorirancem poteka po kanalih, ki jih skupaj dore\u010deta na prvem sre\u010danju. \u00a0Zakaj je to pomembno? (zaradi a\u017eurnosti informiranja v obeh smereh)<\/p>\n

3) Metoda za ocenjevanje dela mentoriranca<\/b>
\nPredstavitev razli\u010dnih metod za ocenjevanje. Po eni od metod se ocenjuje:
\n- zahtevnost dela (1-5)
\n- razumevanje nalog (1-5)
\n- koli\u010dina opravljenega dela (1-5)
\n- kakovost opravljenega dela (1-5)
\n- posebni dose\u017eki ali samoiniciativne pobude mentoriranca (1-5)<\/p>\n

Najve\u010dje \u0161tevilo zbranih to\u010dk v enem dnevu je 25, najmanj\u0161e pa 10. Mentor v razpredelnico v priro\u010dniku vpisuje \u0161tevilo to\u010dk, ki jih je posameznik dosegel.<\/p>\n

 <\/p>\n

KOMU JE OSNOVNI MENTORSKI PROGRAM NAMENJEN?<\/b><\/p>\n

 <\/p>\n

Mentorski program je namenjen posameznikom, da nadgradijo obstoje\u010de ve\u0161\u010dine, znanja, kompetence in razvijejo oz. osvojijo nove.<\/p>\n

Osnovni mentorski program pripravlja Life Learning Academia dvakrat letno (navadno koncem septembra in v januarju).<\/p>\n

Vse informacije o programu dobite na:\u00a0info@llacademia.com<\/a>\u00a0ali na 01\/620 32 28\u00a0www.llacademia.com<\/a><\/p>\n

 <\/p>\n

Po Kon\u010danem program dobijo udele\u017eenci certifikat o opravljenem osnovnem programu za Mentorstvo.<\/p>\n

Prijavnica:\u00a0http:\/\/lifelearningclub.com\/wp-content\/uploads\/2017\/09\/Prijavnica-na-izobra%C5%BEevanja.pdf<\/a><\/p>\n\t\t\t<\/div>\n\t\t<\/div>\n\t\t<\/div>\n<\/div>\n<\/div><\/div><\/div><\/div><\/div>","protected":false},"excerpt":{"rendered":"

Tu nastopi mentorstvo, ki ostaja najbolj u\u010dinkovit na\u010din za strokovno uvajanje in vodenje. V bistvu mora biti mentorski program nekaj najbolj osnovnega in naravnega v na\u010dinu prenosa znanj v organizacijah. Vsekakor morajo mentorji izpolnjevati osnovne pogoje in imeti ustrezna znanja in ve\u0161\u010dine s katerimi so usposobljeni za vodenje mentorirancev. This is where mentoring is taking …<\/p>\n","protected":false},"author":2,"featured_media":0,"parent":1128,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"_acf_changed":false,"footnotes":""},"class_list":{"0":"post-1145","1":"page","2":"type-page","3":"status-publish","5":"clearfix","6":"article"},"acf":[],"_links":{"self":[{"href":"https:\/\/llacademia.com\/index.php\/wp-json\/wp\/v2\/pages\/1145","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/llacademia.com\/index.php\/wp-json\/wp\/v2\/pages"}],"about":[{"href":"https:\/\/llacademia.com\/index.php\/wp-json\/wp\/v2\/types\/page"}],"author":[{"embeddable":true,"href":"https:\/\/llacademia.com\/index.php\/wp-json\/wp\/v2\/users\/2"}],"replies":[{"embeddable":true,"href":"https:\/\/llacademia.com\/index.php\/wp-json\/wp\/v2\/comments?post=1145"}],"version-history":[{"count":0,"href":"https:\/\/llacademia.com\/index.php\/wp-json\/wp\/v2\/pages\/1145\/revisions"}],"up":[{"embeddable":true,"href":"https:\/\/llacademia.com\/index.php\/wp-json\/wp\/v2\/pages\/1128"}],"wp:attachment":[{"href":"https:\/\/llacademia.com\/index.php\/wp-json\/wp\/v2\/media?parent=1145"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}