Planning a mentoring plan

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Introduction
This essay shows the importance of a mentoring plan and the role of a mentoring plan in the
growth of the company. This essay highlights various mentoring program planning, different
tools, various learning styles and the budget of the mentoring plan. This essay also highlights
the various benefits of the mentoring plan and the role of a mentor in the company
Main Body
Mentoring
Mentoring can be explained as the connection or a relationship between the two-person, in
which one is experienced and the other is not experience in a particular field. A mentor will
assist the other person while learning such things in which the mentor is best at and the
mentor can teach to the other person to enhance their skills.
A mentor can establish a relationship with another person with the assistance of the coaching
plan which includes tutoring forms so that the mentor can assist the other person in
accomplishing their goals and objectives (Grima et al., 2014).
Punjab folk dance academy
MENTORING PLAN
The effective mentoring plan (EMP) will assist the dancers in enhancing their skills in the
following manner:
 It will assist them in accomplishing their goals and objective to become a great dancer
 It will enhance their skills more and they will be able to learn new things which will
ensure that they get select in the list of Victorian Institute of moving
Definition of Mentoring Plan
A mentoring plan is known to be a formal plan which has been design in order to establish a
strong relationship between the mentor and the mentees that the mentee will be able to
accomplish the various outcomes like effective performance, support, learning of new skills,
and fulfillment of individual needs and transfer of knowledge (Tong and Kram, 2013).
Objective and Purpose
 To target personal, organizational or another outcome.
 Varied in duration (short-term versus long-term)
 Quantifiable or quantitative
 Tactical or operational
Mentoring Plan includes
 mentor's skills

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  mentee's learning style
 amount of material support
 content and resources
 anticipated outcomes program design principles
 method or mode of interaction (i.e. physical or electronic)
Outcomes of Mentoring Program
 Accomplish missions
 Improves functional outcomes
 Improves operational outcomes
Main stakeholders
 Mentors
 Mentees
 Peers
 Public
 Suppliers
 Regulators
 Management and staff or organization
Resources and Tools
 The time duration of individual sessions
 Different templates for personal mentoring plans
 Computer bases technologies
 Different documents which establish the rules of the mentoring relationship
Methods and Modes
 One mentor to one mentee
 Many mentors to many mentees
 One mentor to many mentees
 Peer monitoring
 Individual or group meeting

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Need for a dance mentor

A mentor is a person who can boost the confidence of his/her mentees and also enhance
his/her skills so that the mentee can be able to accomplish their objectives (Dziczkowski,
2013). These are the following things which a mentor can do
 A mentor can boost up the confidence
 A mentor can sort out the problems
 A mentor can enhance their inner skills
 A mentor can rouse them

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Key components of the Mentoring Plan
It can be seen that mentoring is only effective when executes with proper planning and
strategies. There are various components in mentoring which are mentions below:
 Purpose- A proper strategic purpose should be there which needs to be linked with
the objectives of the organization. The mentors need to motivate their mentees so that
it will enhance their performance and the mentees will be able to accomplish their
objectives. It is important for both the mentors and mentees to give full commitment
toward the process of mentoring so that it can enhance the performance of the
mentees (Weese et al., 2015).
 Communication- Communication plays an important role in enhancing the
performance of the mentees as proper communication between the mentors and the
mentees not only solve the various issues facing by the mentees but also enhance their
performance more.
 Trust- Trust is an important factor in the mentoring process; both the mentors and the
mentee need to develop trust in each other so that the mentees will be able to learn
new skills.
 Process- There are two types of processes, one is formal and the other is informal. It
is important to identify the duration of the process and also determine the dates and

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 times of the meetings. It is essential that both the parties will be on time so that it will
not impact the performance of the mentees
 Progress- The mentor needs to examine the progress of their mentees after a fixed
point of time like 4 weeks so that the mentor can assist their mentees in developing
new skills which will enhance their performance.
 Feedback- It is important for both the mentors the mentees to provide valuable
feedback to each other so that both can improve their mistakes which will assist the
mentees in accomplishing their goals and objectives (Booth et al., 2016).

Learning Styles
There are four learning styles which is set up by the Kolb’s learning hypothesis, these
learning styles mainly depends on the four organize learning cycle.
Kolbe establishes the cycle of learning which is also known as the four arrange cycle of
learning in which the process like quick or solid encounters gives a principle to the
perceptions and reflections. The perceptions and the reflections will assist in providing
effective ideas sop that the activity can be done in the most effective manner.
Experiential learning
Experiential learning assists the individuals in learning new things from the incident which
happened to them or from the various incidents which happened nearby. The individuals can
also learn new things from others which will not only enhance their performance but also
make sure that the individual will be able to accomplish their goals and objectives. It is
important for the individual to have the desire to learn new things and if the individual has

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the desire to learn new things then the individual will be able to learn many things from other
people and also from the incidents that happened to them or nearby (Ross, 2013). There are
various components of Experiential learning which is explaining below:
 Concrete experience: It allows the individual to take part in the other experience
 Reflective perception:- It allows the individual to learn different things from the
others
 Abstract conceptualization- The perception of the individual assist them in
developing new skills Active experimentation
 Active experimentation- It allows the individual to test their hypotheses so that the
individual is in the right direction or not.
Significance of executive support
Executive support plays an important role as it allows the individual to sort out big businesses
and also allows them to execute different evaluation indicators. An ESS assists the individual
in providing potential results that are mainly related to the lead forms. It can be seen that
coaching is as much important as tutoring at a low level. All the mentors are the leaders of
tomorrow (Thomson et al., 2014). Coaching allows the individual to develop various
facilities like
 Leadership abilities
 Management abilities
 Enigmatic management
Roles and Responsibilities of the Mentees and their benefits
The role of the mentee is to listen to the guidance of their mentors and examine their inner
improvement in order to accomplish their objectives
Responsibilities of Mentees
There are various responsibilities of the Mentees which they need to perform in order to
accomplish their objectives (Crumpton, 2014). These responsibilities are mention below:
 Always come on time and participate in the practice sessions.
 Always respect the mentors and listen to their directions carefully
 Always maintain a good relationship with the mentors
 Always focus on the goals and work hard in order to accomplish them
 Always work hard on the weakness and discuss problems with the mentors
 Always share their disappointments with the mentors and try to overcome them.

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Benefits of Mentoring for the Mentee
 It will build a strong relationship between the mentors and the mentee
 It will enhance the performance of the mentee
 The mentee will be able to discover new skills that will assist them in accomplishing
their goals.
 It will boost their self-confidence and develop skills like self-belief which will
motivate the mentee more (Bynum, 2015)
Role and Responsibilities of the Mentors
The key role of the mentors is to guide their mentees and to motivate them more so that they
will be able to work hard on their weaknesses and will able to accomplish their goals and
objectives.
Responsibilities of the Mentors
 Listen to the problems of the mentee carefully
 Always motivates them so that they can put more efforts
 Always serve themselves as a good example so it will encourage their mentees more
 Always divide their objectives into many tasks so that the mentee will be able to
accomplish their objectives.
 Always celebrate their achievements and provide rewards to them for their efforts.
Benefits of mentoring for the mentor
 It will enhance the skills of training and guiding of the mentor
 It will make the mentor more expert in their field
 It will enhance the overall knowledge and skills of the mentor
 It will improve the overall efficiency of the mentor
Benefits for the organization
It can be seen that mentors play an important role in developing the image of the company in
the market and also it allow the company to enhance the quality of work done in the
organization. It also allows the company to enhance the profits of the organization as experts
can encourage the employees which will enhance their performance more and they will assist
the organization in accomplishing their goals and objectives (Harris, 2013). Experts can
provide various ideas to the employees so that they can manage their work and accomplish
their tasks in the most effective manner which will beneficial for the growth of the
organization. This will enhance the overall skills of the staff and enhance the performance of
the company at the international level. The presence of experts or mentors in the company

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assists the organization in its development and also improves the production of the company
due to which the organization can generate more profits.
Communication Plan
It can be seen that communications play an important role in the success of every mentee.
With the help of effective communication, a mentee will not only able to establish a strong
relationship with their mentors but also assists them in overcoming the various problems they
can face during their practices (Schechter, 2014). Effective communication make sure that the
mentee will be able to learn new things and also enhance their abilities more. Effective
communication can also limit the various negative impacts and make sure that the mentee
will be able to accomplish their goals and objectives. The mentee can use communication as
their strength and discuss more with the mentors about their skills and their weakness so that
it will allow the mentor to guide their mentee more effectively and the mentee will be able to
overcome their weakness.
Budgeting
It is important to analyze the budget of the financial plan so that it will allow the organization
to makes effective changes if the budget of the activity goes beyond. With the everyday
activity and the collection of data, it is important to measure the budget of the activities so
that the organization can make profits from it.
It is important to identify the budget of the pan so that the organization can make changes in
order to generate more profits (Timpe and Lunkenheimer, 2015). The budget of the activity is
mention below:
ACADEMY BUDGETED ITEMS
Sound equipment for practice and performance $___1100_____ 
Music tapes and CD's $___550__
Costs for professional recordings for performance $___2400___
Letter jackets or award blankets for senior $___400_____
Choreographers for contest or Spring Show $___850___
Contest entry fees $_ _140______
Director's fees for camps $___700_____
Director's travel expenses to contests & camps $___700____
Field Uniforms $___1300___
Other items $___3200_____
  
STUDENT BUDGETED ITEMS
Practice wear $__140______
Practice shoes/socks/jazz shoes $__150______

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Performance shoes/boots $__150_____
Bag $__400______
Travel expenses to contest $__2800_____
Costumes for contest or spring show $__1800______
Other items:

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References
Booth, S., Merga, M.K. and Mat Roni, S., 2016. Peer-mentors reflect on the benefits of
mentoring: An autoethography.
Bynum, Y.P., 2015. The power of informal mentoring. Education, 136(1), pp.69-73.
Crumpton, M.A., 2014. Can a mentoring program save you money?. The Bottom Line.
Dziczkowski, J., 2013, July. Mentoring and leadership development. The Educational
Forum (Vol. 77, No. 3, pp. 351-360). Taylor & Francis Group.
Grima, F., Paillé, P., H. Mejia, J. and Prud'Homme, L., 2014. Exploring the benefits of
mentoring activities for the mentor. Career Development International, 19(4), pp.469-490.
Harris, S.M., 2013. Development of the perceptions of mentoring relationships survey: A
mixed-methods approach. International Journal of Multiple Research Approaches, 7(1),
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Ross, K.M., 2013. Purposeful mentoring in academic libraries. Journal of Library
Administration, 53(7-8), pp.412-428.
Schechter, C., 2014. Mentoring prospective principals: Determinants of the productive
mentor-mentee relationship. International Journal of Educational Reform, 23(1), pp.52-65.
Thomson, A.L., Nakamura, J., Siegel, J.T. and Csikszentmihalyi, M., 2014. Elevation and
mentoring: An experimental assessment of causal relations. The Journal of Positive
Psychology, 9(5), pp.402-413.
Timpe, Z.C. and Lunkenheimer, E., 2015. The long-term economic benefits of natural
mentoring relationships for youth. American journal of community psychology, 56(1-2),
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Tong, C. and Kram, K.E., 2013. The efficacy of mentoring–The benefits for mentees,
mentors, and organizations. The Wiley-Blackwell handbook of the psychology of coaching
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Weese, M.M., Jakubik, L.D., Eliades, A.B. and Huth, J.J., 2015. Mentoring practices
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