This module intends to provide both young workers (aged 18-30) and adult workers (aged 50+) with basic factual knowledge of the principles and techniques of formal mentoring and reverse mentoring relationships. This includes learning how to differentiate between the concepts of mentoring and reverse mentoring, assessing your own mentoring skills and listing the main phases of a formal mentoring process. The practical activities foreseen in this module will focus on planning and implementing mentoring sessions in the workplace.
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The relationship between the mentor and the mentee is known as:
In informal mentoring, both mentor and mentee establish a relationship with a structured definitions of objectives and goals to attain.
A formal mentoring relationship requires a set of conventional procedures to frame the mentoring process.
Reverse mentoring uses the same principles and processes as any formal mentoring relationship.
Reverse mentoring is an example of a mentoring model.
Mentoring models are defined by
Rapport can be described as an affinity, understanding or bonding between two people, and it corresponds to the initial stage of the mentoring relationship.
Effective and active listening is a shared skill between the mentor and the mentee:
Being able to ask the right questions at the right moment is an essential skill in mentoring known as