2b+Mentor

toc =2b Mentor / Coach=

**Competency Definitions**

 * Leadership Definition: Leadership promotes relationships that are trust-centered, providing the kind of empowerment that results in personal and performance improvement toward satisfying mutual objectives.
 * [|A glossary of mentoring terms by Barry Sweeney] (includes mentoring definitions)
 * [|Defining mentoring in higher education] from the University of Dayton Women's Center
 * //Your adapted definition here//

**Best Databases**
([|Andrews University Library Databases Start Page]: //Always start here so you have full access to the articles.//)
 * ATLA Database (318 references to mentor)
 * [|EBSCO] (2756 references on mentor - peer reviewed and full article)
 * [|Sage]
 * [|Eric]
 * |OCLC FirstSearch Education Abstracts
 * Educator's Reference Complete
 * [|Wiley Publishing]

// Then they can be moved down below. //
 * References that need to be cleaned to APA Style **
 * Darren Good, Bauback Yeganeh, Robin Yeganeh. (2010). Cognitive Behavioral Executive Coaching. //OD Practitioner//, //42//(3), 18-23. Retrieved from Academic Search Complete database.
 * Eisenberg, E. (2010). Personalizing Professional Development. //Education Week//, //29//(32), 30-31. Retrieved from Academic Search Complete database.
 * Tyra, S. (2008). The Value of Co-Active Coaching. //Creative Nursing//, //14//(3), 100-101. doi:10.1891/1078-4535.14.3.100. //School Leadership & Management////30//
 * Boyatzis, R. E., Goleman, D., & Mckee, A. (2004). //Primal Leadership: Learning to Lead with Emotional Intelligence//. New York: Harvard Business School Press.
 * Capodagli, B., & Jackson, L. (2006). //The Disney Way, Revised Edition// (2 ed.). New York: McGraw-Hill.
 * Grenny, J., Mcmillan, R., Patterson, K., & Switzler, A. (2004). //Crucial Confrontations//(1 ed.). New York: McGraw-Hill.
 * Kimsey-House, H., Kimsey-House, K., Sandahl, P., & Whitworth, L. (2007). //Co-Active Coaching, 2nd Edition: New Skills for Coaching People Toward Success in Work and, Life// (2 Pap/Com ed.). Mountain View: Davies-Black Publishing
 * Kleiner, A., Roberts, C., Ross, R., Senge, P. M., & Smith, B. (1994). //The Fifth Discipline Fieldbook//. New York: Currency
 * Whitmore, S. J. (2009).//Coaching for Performance: GROWing Human Potential and Purpose - The Principles and Practice of High-performance Coaching (People Skills for Professionals)// (4th Revised edition ed.). London: Nicholas Brealey Publishing.

**References**

 * Allen, T. D., & Eby, L. T. (2003). Relationship effectiveness for mentors: Factors associated with learning and quality. //Journal of Management, 29//(4), 469-486.
 * Bachiochi, P. D., Rogelberg, S. G., O’Connor, M. S., & Elder, A. E. (2000). The qualities of an effective team leader. //Organization Development Journal//. 18(1), 11-28.
 * Beebe, R. J., Trenta, L., Covrig, D. M., Cosiano, P., & Eastridge, H. (2002). Build it and they will not necessarily come. //T H E Journal, 29//(11), 58.
 * Behl, B. (1996). //Mentoring: Confidence in finding a mentor and becoming one.// Nashville, TN: Broadman and Holman.
 * Bierema, L. L., & Hill, J. R. (2005). Virtual Mentoring and HRD. //Advances in Developing Human Resources, 7//(4), 556-568.
 * Blass, F. R., Brouer, R. L., Perrewé, P. L., & Ferris, G. R. (2007). Politics understanding and networking ability as a function of mentoring: The roles of gender and race. //Journal of Leadership & Organizational Studies, 14//(2), 93-105.
 * Bloom, G., Castagna, C., Moir, E., & Warren, B. (2005). //Blended coaching: Skills and strategies to support principal development//. Thousand Oaks, CA: Corwin Press.
 * Bozeman, B., & Feeney, M. K. (2007). Toward a useful theory of mentoring: A conceptual analysis and critique. //Administration & Society, 36//(6), 719-739.
 * Brefi (2009). Coaching and mentoring – what's the difference? Retrieved from []
 * Butler, T., & Chao, T. (2001). Partners for change: Students as effective technology mentors. //Active Learning in Higher Education, 2//(2), 101-113.
 * Cahn, E. S. (2000). No more throw-away people: The co-production imperative. Washington, D.C.: Charlbury.
 * Cohen, W. A. (2000). The new art of the leader: Leading with integrity and honor. Paramus, NJ: Prentice Hall Press.
 * Ensher, E. A., & Murphy, S. E. (2005). //Power mentoring : How successful mentors and protégés get the most out of their relationships//. San Francisco: Jossey-Bass.
 * Fairbanks, C. M., Freedman, D., & Kahn, C. (2000). The role of effective mentors in learning to teach. //Journal of Teacher Education, 51//(2), 102-112.
 * Gibson, J. W., Tesone, D. V., & Buchalski, R. M. (2000). The leader as mentor. //Journal of Leadership and Organizational Studies, 7//(3), 56-67.
 * Goldsmith, M., Lyons, L., & Freas, A. (2000). //Coaching for leadership: How the world's greatest coaches help leaders learn//. San Francisco, CA: Jossey-Bass.
 * Kram, K. E. (1985). //Mentoring at work: Developmental relationships in organizational life//. Glenview, IL: Scott, Foreman and Company.
 * Knowles, M. S. (1980). //The modern practice of adult education: From pedagogy to andragogy.// RIver Grove, IL: Follett.
 * Kouzes, J. M., & Posner, B. Z. (1996). //The credibility factor//. San Francisco, CA: Jossey-Bass.
 * Kouzes, J. M., & Posner, B. Z. (2002). //The leadership challenge// (3rd ed.). San Francisco: Jossey-Bass.
 * Lave, J., & Wenger, E. (2005). //Situated learning: Legitimate peripheral participation//. Cambridge [England]: New York.
 * Margerum-Leys, J., & Marx, R. W. (2004). The nature and sharing of teacher knowledge of technology in a student teacher/mentor teacher pair. //Journal of Teacher Education, 55//(5), 421-437.
 * Mertz, N. T. (2004). What's a mentor, anyway? //Educational Administration Quarterly, 40//(4), 541-560.
 * Murray, M. (2001). //Beyond the myths and magic of mentoring: How to facilitate an effective mentoring process//. San Francisco, CA: Jossey-Bass.
 * O'Neill, M. B. (2000). //Executive coaching with backbone and heart: A systems approach to engaging leaders with their challenges//. San Francisco, CA: Jossey-Bass.
 * Orem, S. (2008). //Appreciate coaching//. Retrieved from []
 * Orland-Barak, L. (2005). Lost in translation: Mentors learning to participate in competing discourses of practice. //Journal of Teacher Education, 56//(4), 355-366.Smith, S. J., & Robinson, S. (2003). Technology integration through collaborative cohorts: Preparing future teachers to use technology. //Remedial and Special Education, 24//(3), 154-160.
 * Rath, T., & Conchie, B. (2008). //Strengths based leadership//. New York, NY: Gallup Press.
 * Shea, G. F. (2002). //Mentoring: How to develop successful mentor behaviors//. Menlo Park, CA: Crisp Learning.
 * Starcevich, M. M. (2009). Coach, mentor: Is there a difference? Retrieved from []
 * Stoddard, D. A., & Tamasy, R. (2003). //The heart of mentoring : Ten proven principles for developing people to their fullest potential//. Colorado Springs, CO: NavPress.
 * Zachary, L. J. (2000). //The mentor's guide: Facilitating effective learning relationships//. San Francisco: Jossey-Bass.

> The article offers information on finding and benefiting from mentors in business. It states that mentoring is a way of transferring knowledge and institutional history and is about knowledge transfer. It notes being a mentor helps keep a senior executive in touch with other people in the company and mentees provide insights that help mentors be better professionals and mentors. Also included are the guidelines for people that are interested in having mentors. Describes the mentor/ mentee relationship in business.
 * Annotated Resources**
 * Looking for Help at Work? Get a Mentor.

**Sample Artifacts**
janine@janinelim.com [|Full portfolio online here]. || i. These planned evaluations are from the latest new installation of 35 units in our county and the training and mentoring as the new coordinators learned to support videoconferencing in their school. Note the summary page of the Excel file which shows the growth of ability to support videoconferencing. The evaluation is from teachers and VC coordinators attending a workshop. The evaluations are formative feedback. The measure uses the [|Concerns Based Adoption Model] to show growth. || These artifacts show the ways I mentor the videoconference coordinators I serve, as well as their reaction. || ii. [|Annotated bibliography] || E. LEAD 756 || Janine Lim janine@janinelim.com [|Full portfolio online here]. || My work in the independent study included reviewing literature on coaching and mentoring, and making connections to theories. These files then became my learning contribution to my LLG as a way to share my expanding knowledge base. || These files are the beginning of connecting my experiences to the knowledge base; a work that is completed in my reflection paper. ||
 * **Document** || **Title** || **Author** || **Description** || **Connection to Competency** ||
 * i. [|Evaluations] from RUS Grant Coordinator Trainings and from the End of Year 2007 & 2008 || A. Mentoring new videoconference coordinators || Janine Lim
 * i. [|Mentor/Coach definitions and theories]
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**Sample Reflection Papers**
janine@janinelim.com [|Full portfolio online here]. ||
 * **Document** || **Title** || **Author** ||
 * (click File to attach a file) || (write the title and add any other relevant info) || (write the author's name and link to email - if desired) ||
 * [|2b reflection paper] || In this reflection paper, I reflect on my mentoring experiences as connected to the knowledge base on mentoring and coaching. || Janine Lim
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