Learning and development

Mentoring is a process which supports learning and development and thus performance improvements, either for an individual, team, or business. 

Let us now take a closer look at the most common roles in employee learning and development. These include ... 

Mentors further facilitate a mentee s learning and development by enabling mentees to ... 

However, mentoring relationships can only achieve these positive outcomes if the mentee s learning objectives are clearly established. The objectives set the tone and focus for the mentoring association. They also enable the mentee s progress to be evaluated. Two of the many effective techniques that mentors use in order to enhance mentees learning and development are formal learning objectives, and reviewing the development plan. 

Employability. Because mentoring enhances mentees competence and inspires them to engage in life-long learning and development, they will improve their attractiveness to their employer. 

Underlying all of these ways in which IMMS can enhance an organization s competitiveness is the ability of mentoring to help people embrace and manage their own learning and development. 

Supporting the mentee to realize his or her PDF through learning and development is, of course, the mentor s main task. The following paragraphs, particularly the section on Techniques, will give you some insight into how you can help the mentee to achieve this. 

Preliminary assessment of the mentee s learning and development needs. Creating an initial development plan will be one of the most invaluable types of data with regard to matching mentors and mentees. Data regarding the mentee s development needs could initially be collated from, for example, the mentee s self-assessment and/or the assessment of his or her immediate supervisor or manager. 

Interestingly, their original risk factors and vulnerabilities may still be present. However, the differences between when they had drug problems and today are remarkable because the biopsychosocial risk factors have been placed in check ------------------ by their learning and developing the biopsychosocial protections discussed previously. These new protections have walled off the risk factors and made your clients less vulnerable to their effects. Their progress also has caused them to change as people Their personalities may even be very different than before, as well as the way they think about and... 

Investigators can systematically analyze data from past incidents to identify lessons learned and develop incident stereotypes. This makes it possible to develop a model displaying the anatomy of a process-related incident using a conceptual framework. Figure 3-1 provides a tool to help us understand incident causation. 

Managers learn and develop from experience all the time. In order, however, to be assured of doing so effectively, it is sensible to have some developmental objectives in mind in advance of the experience, to be aware of them as it unfolds, and subsequently to reflect consciously and systematically on events. 

Identify your specific learning and development needs and set up a project or task that will enable you to meet them. 

Provided that the project reflects a personal venture for you, this is not an unsatisfactory way of proceeding. In these circumstances you will be looking to make best use of the opportunities afforded by the project. The art is in recognizing the learning and development opportunities and knowing how to make use of them. 

The management literature is full of exhortations about the importance of managers having freedom to learn from their mistakes. Learning from the experience of an achievement is an equally satisfactory - and much more gratifying - way of learning and developing. A failure may precipitate much salutary reflection. But development eventually needs to be consolidated by success. 

This kind of anticipatory learning serves a further valuable purpose for self-development. It gives you a baseline of intentions against which, in later reflection, you can compare what actually happened. Without advance consideration of what you are trying to achieve you can have little basis for evaluating the significance of an event. Through the match or mismatch of purpose and outcome you will learn and develop. 

If you are to extract the full potential for learning and development from your experience you need to reflect carefully upon what happened. 

Part Four concludes by reviewing some of the processes that you may need to work through in order to use your experience as a basis for learning and development. 

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