Link Overview:


The Professions...


What the...
mentoring program is, what is is not...

Benefits of a
Mentor/Protege Relationship...

The Mentoring

and Definitions...

Mentoring Styles

Attributes, Skills
and Functions of an Effective Mentor...

Attributes of a
Receptive Protege...

The Mentoring

Important Issues

A. Source
B. Activities
C. The Mentoring Contract


Mentoring has a long and reputable history. Through time, mentoring has included trade and craft guilds, apprenticeship systems, and similar learning styles. In the late twentieth century, mentoring has returned to popularity under a variety of names and styles, again mainly as a method by which a less experienced individual can learn from a more experienced one. It has embraced a number of innovations, one of them being facilitated mentoring, wherein an organization, usually the employer, establishes a specific methodology and expectations and places individuals into relationships. The aims of 'modern' style mentoring include:

  • assisting new graduates with the transition from school to professional practice,

  • orienting protégés to corporate culture and organizational norms,

  • introducing professional expectations,

  • assisting with three non-technical areas of the member-in-training program: communication skills, management skills, and understanding the societal impact of practicing the professions,

  • energizing senior members of the Association with the challenge of assisting members-in-training,

  • managing succession in industry, technical and professional societies, § retaining members, especially during down-turns in industry,

  • promoting the profession and the aims of the Association to members-in-training and non-member protégés,

  • assisting members-in-training achieve professional status,

  • assisting less advantaged members-in-training and younger professionals,

  • providing career guidance from a impartial, but non-threatening advisor,

  • increasing the level of expertise of both the mentor and protégé, increasing awareness of activities and duties at different levels of organization(s).

Mentoring is an effective training tool for enhancing the performance of APEGGA members-in-training as they progress through the initial stages of their careers. In today's workplace, two general types of mentoring relationships are generally recognized - informal and facilitated. The APEGGA Mentoring Program is a hybrid of these two mentoring styles. In general, mentor/protégé relationships will receive some initial facilitation through APEGGA-sponsored workshops and written support material. The mentor and protégé are then responsible for establishing goals and timelines for their individual mentoring relationships, working towards them, and evaluating their efforts.

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