Mentoring. Rådgivning eller hjælp-til-selvhjælp?

Workplace mentoring programmes for new employees are time limited and aim to end with the mentee continuing on the job without the help of a mentor. But how can a mentor both give professional advice and experience-based instructions and at the same time facilitate the mentee’s own problem understan...

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Bibliographic Details
Main Authors: Louise Bak Søndergaard, Poul Nørgård Dahl
Format: Article
Language:Danish
Published: Aalborg University Open Publishing 2020-12-01
Series:Coaching Psykologi: The Danish Journal of Coaching Psychology
Online Access:https://somaesthetics.aau.dk/index.php/CP/article/view/6408
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author Louise Bak Søndergaard
Poul Nørgård Dahl
author_facet Louise Bak Søndergaard
Poul Nørgård Dahl
author_sort Louise Bak Søndergaard
collection DOAJ
description Workplace mentoring programmes for new employees are time limited and aim to end with the mentee continuing on the job without the help of a mentor. But how can a mentor both give professional advice and experience-based instructions and at the same time facilitate the mentee’s own problem understanding and problem solving? This would entail helping both as an expert adviser and as a coach, which – according to Schein’s (1999; 2010) theory on helper conversations – cannot happen simultaneously. However, through analysis of a video-observed mentoring conversation and through interviews, this article shows how this can be done in practice when mentoring conversations are scheduled, when participants respect mutual confidentiality, when the mentor has knowledge of and is skilled in facilitating helper conversations, and when inputs and professional advice are given from a standpoint of genuine interest in the mentee, so that both emotional and cognitive recognition of the newly employed person is possible (Honneth, 2006).
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spelling doaj.art-aa62e83ba1804e86aad623c4fb4c763a2024-04-02T12:33:41ZdanAalborg University Open PublishingCoaching Psykologi: The Danish Journal of Coaching Psychology2244-96982020-12-019110.5278/ojs.cp.v9i1.6408Mentoring. Rådgivning eller hjælp-til-selvhjælp?Louise Bak Søndergaard Poul Nørgård DahlWorkplace mentoring programmes for new employees are time limited and aim to end with the mentee continuing on the job without the help of a mentor. But how can a mentor both give professional advice and experience-based instructions and at the same time facilitate the mentee’s own problem understanding and problem solving? This would entail helping both as an expert adviser and as a coach, which – according to Schein’s (1999; 2010) theory on helper conversations – cannot happen simultaneously. However, through analysis of a video-observed mentoring conversation and through interviews, this article shows how this can be done in practice when mentoring conversations are scheduled, when participants respect mutual confidentiality, when the mentor has knowledge of and is skilled in facilitating helper conversations, and when inputs and professional advice are given from a standpoint of genuine interest in the mentee, so that both emotional and cognitive recognition of the newly employed person is possible (Honneth, 2006).https://somaesthetics.aau.dk/index.php/CP/article/view/6408
spellingShingle Louise Bak Søndergaard
Poul Nørgård Dahl
Mentoring. Rådgivning eller hjælp-til-selvhjælp?
Coaching Psykologi: The Danish Journal of Coaching Psychology
title Mentoring. Rådgivning eller hjælp-til-selvhjælp?
title_full Mentoring. Rådgivning eller hjælp-til-selvhjælp?
title_fullStr Mentoring. Rådgivning eller hjælp-til-selvhjælp?
title_full_unstemmed Mentoring. Rådgivning eller hjælp-til-selvhjælp?
title_short Mentoring. Rådgivning eller hjælp-til-selvhjælp?
title_sort mentoring radgivning eller hjaelp til selvhjaelp
url https://somaesthetics.aau.dk/index.php/CP/article/view/6408
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AT poulnørgarddahl mentoringradgivningellerhjælptilselvhjælp