CHAPTER 1 – INTRODUCTION
APEGGA recognizes the benefit to society
of mentoring and how it supports the
goals of every organization. The transfer
of skills and knowledge from experienced
professionals to less experienced professionals
in the organization provides continuity,
succession management and continued learning
for all involved. Mentoring empowers
younger professionals with skills they
may traditionally have acquired through
trial and error.
Becoming a new professional or MIT can
be similar to climbing an unknown mountain
without a map or a guide. New climbers
may do all right on the lower slopes, but
when the going gets tougher they may fall.
If they have a guide to help them up and
to point out the dangers ahead, they may
safely climb higher. On the other hand,
without a guide, their next fall may end
their career as a climber. All members
of APEGGA are encouraged to be actively
involved in mentoring activities, either
as mentors (guides) or protégés
To that end, APEGGA is committed to assisting
the mentoring program by facilitating the
formation of effective mentoring relationships.
This handbook is designed to provide a
map to mentorship for mentors, protégés
and their managers.
It should not be used as the only resource.
APEGGA encourages you to consult the print
and electronic references available on
the APEGGA web site. Colleagues in other
professional associations are also excellent
sources of background material on mentoring.
There is even a Coaching and Mentoring
for Dummies available at your local bookstore.
In today’s workplace, two types
of mentoring relationships are generally
recognized – informal and facilitated.
The APEGGA Mentoring Program is a hybrid
of these two styles. In general, mentor/protégé relationships
will receive some initial facilitation
through workshops, written support materials
and possibly through software. The mentor
and protégé are then responsible
for establishing goals and timelines for
their individual mentoring relationships,
working toward them and evaluating their
efforts. The program is designed to last
for one year with personal evaluation at
the end of six and 12 months.
This handbook provides best practices,
advice and hands-on worksheets that will
enable both mentors and protégés
to enter into a relationship more confident
of each party’s expectations and what
can be accomplished. You will find that
to work effectively, the relationship should
be driven by the protégé whose
goals you are trying to achieve. This advice
is provided as a result of extensive literature
research and working with Alberta companies
in launching their mentoring programs in
the APEGGA Mentoring Pilot Project. It is
strongly recommended that both protégés
and mentors keep track of how their relationship
is developing by keeping a logbook.
When climbing a mountain, the person on
the other end of the lifeline is the most
important person on the planet. Mentors
hold a lifeline for their protégés.