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LMOL 604 MOTIVATION, TEAMS, COACHING & MENTORING
• Provide the 12 interview ques
LMOL 604 MOTIVATION, TEAMS, COACHING & MENTORING
• Provide the 12 interview questions in a separate word document.
Project 2:
PROJECT 2: MENTOR INTERACTION
Interview one Mentor-Protege dyad to discover what was done and gained in their mentor-protege interaction and process. Explain the outcomes and key takeaways of your interview in a PowerPoint presentation.
Consider carefully what you would need to know to report to others about actual mentoring relationships before you perform the interviews. Include a table of the exact questions (12 questions: 6 for Mentor, 6 for Protege) you prepared for my review before the interviews. (Cite your sources (in-text citations) from the course materials for EACH of the questions. Ensure that half of your questions are mentor-centric, and the other half are protege-centric. Include a question to each interviewee on self-efficacy — prefaced with a layman’s definition. Ensure you email your proposed questions to me via Canvas for review in advance of your interviews!)
The summary should take 10-20 minutes for an audience to digest.
• Equate this to 10-12 slides (PowerPoint) for the finished project. (NOTE: Include your “speaker’s notes” in the Notes View of your presentation.)
Mandatory Outline/Slide Titles:
Title slide
Definitions for mentoring, coaching, discipling
Define self-efficacy in the context of mentoring and give practical example with emphasis on the active role/input of the mentor
Compare & Contrast table of mentoring, coaching, discipling
Introduce dyad, set context (who, roles, where they work)
Summarize results of interviews with dyad (focus not only on philosophy and methodology, but outcomes) (2 slides – 3-5 bullets each)
Key Takeaways (5) from interviews (Aha! moments, things you didn’t already know about mentoring or are not given/obvious)
Interview Questions (and sources)
References
** TEXTBOOK RESOURCES: Use These!
Bell, C.R. & Goldsmith, M. (2013). Managers as mentors: Building partnerships for learning. San Francisco: Berrett-Koehler Publishers, Inc. (222 pages)
· Baranick, Lisa E., Elizabeth A. Roling & Lillian T. Eby. (2010). Why does mentoring work? The role of perceived organizational support. Journal of Vocational Behavior, 76, 366-373. (8 pages)
· Pittenger, Khushwant K. S., & Beverly A. Heimann. 2000. Building effective mentoring relationships. Review of Business, 21, no. 1/2: 38-42. (5 pages) Click here for the article.
· Lyons, P. & Bandura R. (2019), “Self-efficacy: Core of employee success”, Development and Learning in Organizations, Vol. 33 No. 3, pp. 9-12 https://doi-org.ezproxy.regent.edu/10.1108/DLO-04-2018-0045
TEXTBOOK: Nash, Ronald H. 1992. Worldviews in conflict. Grand Rapids, MI: Zondervan. (Chapters 4, 5) (34 pages)
· Steers, R. M., Mowday, R. T., & Shapiro, D. L. (2004). The Future of Work Motivation Theory. Academy of Management Review, 29(3), 379–387. https://doi-org.ezproxy.regent.edu/10.5465/AMR.2004.13670978 (10 pages)
· SEE ALSO YOUR TEXTS FROM PRIOR LMOL COURSES on leadership and motivation (e.g., Daft, Yukl, Northouse, etc.)
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