In an organizational context, formal mentoring comprises two individuals: the mentor and the mentee. The mentor brings to the mentorship a wealth of relevant knowledge and experience to guide and advise in career planning: to enhance work performance: to contribute to personal development and to aid career progression of the mentee. The role of mentor incorporates many activities: listening, questioning, challenging, advising and counselling that serve as career enhancement (e.g. coaching and facilitation) and psychosocial functions (e.g. role modelling and friendship). Counselling can feature as a distinct aspect of mentoring and is traditionally defined as the process of encouraging personal growth and development. Listening and providing emotional support are key components of counselling. A mentorship is a structured and formalized process where the mentor takes on a directive and a guidance role, whereas counselling assumes a more reflective, non-directive format. The purpose of this study was to explore the realities of mentoring set within the context of an innovative training programme, designed to meet the needs of one disadvantaged group: young unemployed adults with the physical disability of arthritis. The Into-Work Personal Development Programme (IWPD) was designed by Young Arthritis Care; is delivered over a period of 18 months and comprises residential components, mentoring and a work experience or vocational training placement.
|Journal||International Journal of Rehabilitation Research|
|Publication status||Published - Dec 1998|
Bibliographical noteLesley Cullen has subsequently changed her name to Lesley Powell.
- career development
- physical disability
Cullen, L. A., & Barlow, J. H. (1998). Mentoring in the context of a training programme for young unemployed adults with physical disability. International Journal of Rehabilitation Research, 21(4), 389-392.